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How to Argue So You Won’t Damage Your Relationship

How to Argue So You Won’t Damage Your Relationship

All couples argue. Or at least all healthy couples do. Maybe your partner is running late for an event that’s important to you. Or he or she forgets to update you on their whereabouts, or has too many opposite sex friends, or forgot to bring you something after work. The list for conflict causers is endless.

But the best relationships are “thick” with arguments. It doesn’t matter what you argue about, but how you argue.

When you fight, you feel fear

Conflict carries a negative connotation. If your partner doesn’t agree with you, you may feel a sense of betrayal and lash out at them because you are hurt. Human nature dictates that when you are hurt or threatened you should retaliate. So most people retaliate by doing things that are irrational.

Some people give the silent treatment. They freeze their partner out by refusing to talk to them about anything. This is done vindictively and is different than taking a break to properly process their feelings.

Some disappear without checking in for hours or even days on end. They do this to cause the other partner to worry or fear that the relationship is over. It is a manipulative and hurtful tactic even though they don’t mean to do so.

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Some attack their partner by name calling or belittling instead of focusing on the issue. They lash out and attack their partner’s character instead of the issue. This is fighting “dirty” and can really wound their partner.

Some people make the issue black or white with their point of view as right. This happens when someone refuses to be open-minded and consider their partner’s point of view. This greatly hinders negotiations.

Others bad mouthing their partner to their friends or even posting cryptic messages on social media. They unfairly color their relationship and their partner when they negatively publicize their issues. Having an outlet is good, but an unproductive outlet like Facebook is bad. And once you’ve said something bad about your partner, people remember what you’ve said.

Retaliation and negative behaviors like the ones listed above are driven by fear. Feeling fear is natural. People are fear that they aren’t good enough, or their partner isn’t good enough. The are also afraid that aren’t worthy of being loved and that they will lose their partner.

Love could be a scary thing. Opening yourself up to love and entering an intimate relationship is risky. But anything worth having is worth the risk. When you are truly in love, you open yourself up and become vulnerable. You are exposed and subject to being hurt.

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How to fight right

The key to healthily handling conflicts that arise in your relationship is to respond constructively—with love and logic. And work to avoid knee-jerk fear-based reactions.

Conflict is inevitable. Instead of waiting for it to arise and dealing with it on the fly, it is far more productive to take a proactive, intentional approach to dealing with conflict. While you can’t anticipate the nature of the argument, you can plan a tactical response. This is how to constructively deal with conflict with your partner next time:

1. Work to control your response

In lieu of flying off the handle and laying into your partner, take a moment to check your emotions and gather your thoughts. When you feel anger and other negative emotions begin to bubble toward the surface, take a break and calm yourself down.

You are allowed to feel how you feel. Your feelings are valid and legitimate. But that doesn’t necessarily mean they should be expressed at that moment. Your feelings will change and fluctuate, it’s important to understand how you truly feel (at least to some extent) and why before you discuss.

2. Watch your mouth

Once you’ve had a chance to process and sort through your emotions, then you are ready to share your feelings with your partner.

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When discussing the issue, be open and honest about your feelings. Use “I feel” statements[1] and try to avoid negative “you” statements. Explain why you feel the way you do and allow your partner to ask clarifying questions. The key here is to discuss your emotions without giving into them. It’s tough, but it’s doable.

3. Don’t run away or avoid conflict

Avoiding or refusing to deal with conflict doesn’t make it go away. Avoiding issues will turn molehills into mountains, and everything becomes a huge fight.

The primary goal in any conflict is to resolve it. But there are other underlying benefits to addressing conflicts even when resolution is not possible. Make your partner feel heard, valuable, special and loved is far more important than any temporary dispute. Stay and fight fair.

4. Accept your differences

More often than not, there may not be a clear right or wrong answer. Although your viewpoints may be on the opposite end of the spectrum, they both are valid and worth considering.

In some cases, after you’ve hashed out how both of you feel in a calm and rational manner, you may have to agree to disagree. Reaching an impasse can feel like a complete waste of time initially, but going through the process of trying to resolve the conflict will strengthen the relationship long-term. Although a resolution isn’t reached, both parties leave the discussion feeling heard, validated and valued. Everybody wins.

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5. Choose your confidants wisely

Discussing the issue with someone else is a great way to gain a different perspective on the issue. The danger with talking to a third party is they could offer advice that could exacerbate the situation. When choosing a relationship confidant, make sure they know you well, have your best interest at heart, are objective and will lovingly tell you the truth instead of what you want to hear.

Once you’ve gotten good solid advice and have had a chance to reevaluate your position, go back and readdress the issue with your partner.

Fight to improve, not to damage

It’s normal for a couple to quarrel from time to time—it comes with the territory. Conflicts and arguments themselves don’t jeopardize a relationship. How you chose to respond does.

Successful couples have the ability to solve problems and let them go. They focus on taking care of the issue rather than attacking the person. Even when angry, they find ways to be upset and stay close at the same time.

Conflict gives you and your partner the opportunity to identify issues, address them, improve yourselves and the relationship and move on. All couples fight. Successful couples fight right.

Featured photo credit: Photo by Alva Pratt on Unsplash via unsplash.com

Reference

[1] Good Therapy: “I” Message

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Anna Chui

Anna is a communication expert and a life enthusiast. She's the editor of Lifehack and loves to write about love, life, and passion.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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