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Last Updated on October 26, 2018

15 Lessons on How to Surround Yourself With Positive People

15 Lessons on How to Surround Yourself With Positive People

Be honest: how many good friends do you have?

If you are a man, the chances are slim that you have a tribe of good friends. As men we tend to become isolated. [1]

Women, in spite of their natural ability to connect to other women, in our tech age are also losing deep friendships. “The number of Americans who say they have no close friends has roughly tripled in recent decades,” [2].

You may have hundreds of social media friends. But how many of them can you call at 2 AM to help you in a crisis?

I started out in a small Vermont town. Everyone knew you… and your business. There were not many places to hide. I felt secure in knowing others were watching out for me. I can remember years ago living in Phoenix sobbing as I read a Vermont Life magazine article. A town rebuilds a farmer’s barn because the previous week it burnt down to the ground. In that moment I longed for community and close friends.

Not having close friends since high school, I created a plan to develop them. I cheated. I started a men’s group. What we discovered with our Sandpoint Men’s Group is going international. We are helping other men start groups and develop deep friendships.

The core of what we learned was the ROC formula: Relax, Open and Connect. They are the first three strategies to generating close friends.

In this article, I’m going to tackle, step by step, how to gain more solid friendships and how to ditch your enemies. If you’ve always wanted to be surrounded by people who bring you up rather than pull you down, then read on.

How to Thrive in Friendships Using the ROC Formula

I started out in a small Vermont town. Everyone knew everyone… and each others’ business. There were not many places to hide, and I felt secure in knowing others were watching out for me.

I can remember years ago living in Phoenix sobbing as I read a Vermont Life magazine article. A town rebuilds a farmer’s barn because the previous week it burnt down to the ground. In that moment I longed for community and close friends.

Not having close friends since high school, I created a plan to develop them.

I cheated. I started a men’s group. What we discovered with our Sandpoint Men’s Group is going international. We are helping other men start groups and develop deep friendships.

The core of what we learned was the ROC formula: Relax, Open and Connect. They are the first three strategies to generating close friends.

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Step #1: Relax

We live in a world that continues to run faster with more to do. Your nervous system starts to habituate to that pace along with all those around you. You don’t realize how fast your body or mind are going or their effects on you.

Once you begin to accept and experience your pace you can start to relax. In relaxing, you may feel anxious. That is OK. That is your body feeling what it couldn’t feel when it was on its treadmill.

This is a lifelong process. You don’t need to be a master at it. You need to start to see results. Mindfulness is a great tool to speed the development of this skill. By slowing down, you are more able to do the next skill.

Step #2: Open

Once you begin to accept your body, mind and emotional experiences you have more room to open up to being vulnerable to others. This is THE KEY to close friendships. Without vulnerability you don’t have a relationship, you have interaction.

Brene’ Brown, the champion of vulnerability, describes how all close relationships–be them romantic or friendship–start with vulnerability.

It’s scary. You may be rejected, hurt or shamed.

Without vulnerability, another person has nothing to connect with other than your external mask.

With vulnerability you are real, you are human. Sure, some will not like you. Though, many more will and they’ll want to be vulnerable with you.

Step #3: Connect

Once you relax and open, you are ready to reach out to connect to another. If vulnerability is the key, connecting is the door. When you step through your fears to reach out to another while being present and vulnerable, you upped your game.

Shifting from being passive to active by moving forward to connect has you give up some control. Sure you can connect from your hyper-persona, but you know what that will get you. If you want more friends sooner, apply these three steps tomorrow.

The Key Points of ROC

Creating a Safe Space

This is critical to the ROC formula and friendships. To the extent you feel unsafe your physiology will shift into its survival state. When your body believes it’s at risk, you aren’t naturally oriented to friendship.

If you feel unsafe, there is a good chance the other person feels unsafe. You can push your way through by denying your physical and emotional feelings. Or you could slow down to allow yourself to feel the lack of safety AS your risk to move forward towards connecting.

When you speak to what’s happened, so it’s not hidden or denied, others can relax. When you say “I’m nervous”, others relax because you admitted to a vulnerable experience. A safe space is the fertile soil for friendship.

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Clarify What You Want

When you slow down to connect to the kinds of friends you want you are more likely to create them. Rather than hoping, you get clear so you can create a plan.

If you want friends that enjoy nature, hanging in bars may not be the place to meet them. Joining a hiking club would set you up to meet nature lovers.

Say No to What You Don’t Want

With clarity comes taking a stand for what you want. That often means saying no to friends that aren’t giving you energy. Sure, a good friend is there for another when he or she is not receiving from the other.

You know what I mean. It’s the friend that always call in a crisis, not willing to listen or do what it takes to shift his or her life. When you see his caller ID, you hesitate to pick up.

If you fill your life with relationships that suck you dry you will have no room for those that can nourish you. Start speaking up. Start saying what you truly feel and want. Sometimes the truth will set one of these people free.

Others speak of having good boundaries. I say fill your boundaries with all of your feelings and wants. Be courageously authentic and the need to work on strong boundaries will be irrelevant. The people you don’t want as friends will avoid you. Those that you would want will be attracted to you.

Go for Something Bigger Than Yourself

We are attracted to people who have a purpose in life. We read books and see movies about people who stand up for something that puts them at risk.

Go for more than finding your passion. Explore what you want to live and die for. Go for it. It’s less that you are achieving it and more you are going for it that will draw people to you.

Enjoy Your Solitude

The more you enjoy your own company, the more others will. When you don’t need others, they will be more attractive to you. We’ve all met that needy person who you don’t want to hang with.

The more you enjoy being by yourself the less you have misplaced needs. We instinctually and biologically, let alone psychologically, need others. I’m not talking about being the isolated hermit. I am speaking about being OK with your own company.

Connection Can Be Critical

We are trained to understand, diagnosis and fix a problem.

That’s a great strategy for fixing code. It doesn’t work well for developing friendships. We are social animals; we are hungry for connection. We want to be heard and witnessed, not analyzed and lectured to.

The next time you find yourself not being heard or see yourself go into problem-solving mode, slow down. Use the ROC formula to reorient. Back away from seeing the person as a problem. Ask open-ended questions such as, “What did it feel like when your boss told you that?”

Listen less for understanding and more for connection. Encourage the person to express vulnerable feelings with your actions and words. If it feels right, you may touch the person. Research proved that touch is a powerful connector that can immediately tell someone they are OK.

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Shared moments of heighten connection.

When a situation has intensity and possibly perceived danger we will move beyond our hesitations to reach out for help. Studies were down during the bombing of London in the Second World War. Rather than people fighting each other for the limited resources they bonded together to share.

Going on a strenuous hike with another can cement a friendship. Maybe you got lost. Once you rediscover the trail, you start laughing at all the mistakes you both made. Those mistakes become your shorthand to remind each other about the experience and how good it felt.

Plan special moments to catalyze a friendship.

Creating connection rituals can be repeated shared moments.

We need predictability in our lives. When the predictable is planned it’s a ritual. In lieu of no positive rituals, our unconscious will use negative rituals.

A couple may have a date night every week. Through the week each person, rather than daydream about the last argument, can reflect on their weekly date that will be relaxing and connecting.

Plan activities with friends that bring you closer. In our weekly men’s group, men look forward to spending four hours together. Most would not have thought hanging with other men would be fun. It is because these men aren’t hanging, they are being vulnerable and connecting every week. They know if something tough happens, they have their group.

Listening may be the best quality of a deep friendship.

Your ability to listen allows another to go deep into their experience. But how many people do you have that can sit with you for an hour and listen?

When you look at listening as a mental task, it looks boring. When you look at listening as emotional intimacy, it can be scary or exciting.

As the person speaks, feel your response. Notice how your body responds. Notice how you are opening up. You can reflect back to the person the impact what they are saying is having on you.

When is the last time you were truly heard? When is the last time you got someone else’s world?

Fun is the magnet that draws others to you.

Laughter a social phenomenon opens us up. To have fun, you need to relax and express.

For many of us, we don’t know how to generate fun or laughter. I was one of them. It was when I started being like a kid that I started having fun. When I teased people in a loving way and laughed at myself that I started having fun.

We are drawn to those who are fun. To be one of those people you need to risk making a fool of yourself. You will at first do or say something that is not fun. Write it off as learning. Keep putting yourself out there. Your failures will feel worse for you than others. Others will appreciate the risk-taking.

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Be your own friend first.

Practice the above behaviors with yourself. Have a weekly fun activity. Use the ROC formula with yourself.

If you are doing a lot of negative self-talk, go to the underlying emotions. Feel them so you can release them. Shift your state, get your body moving. It’s less talking yourself out of a negative state and more accepting your experience.

Often as kids when we had no one to console us, we did it for ourselves. Now as an adult you have more choices. Choose to feel and express as you move through life. Give yourself the voice you didn’t have as a kid. Stand up for yourself, as you would for a good friend.

Others will sense how you take care of yourself which sets them up to believe you could do it for them. They will naturally trust you more.

Give—to others knowing you may not get anything in return.

Give the most precious gift, gift of yourself in vulnerable ways. Reveal not to get attention. Reveal to be the first to take the emotional risk.

Give a compliment when it doesn’t benefit you. Tell the woman at the checkout she looks good in her dress. The more giving becomes a habit, the more you will be the person others want to be around.

You want to have good friends in your life, first be a good friend to others. Take risks when others don’t. Be real, be vulnerable when others aren’t.

Be willing not to have others like you. Like in business when they say a product for everyone is a product for no one. So is trying to be everyone’s friend can turn people off. Have your focus be less on making friends and more on relaxing, opening and connecting.

Take on one of these skills every day. Play with them. As Bucky Fuller used to say, you’re not learning unless you are making mistakes. Go out of your comfort zone. Put yourself in new, possibly mildly scary, situations to expand your repertoire of friendship skills.

If I can do this, a guy who grew up with Asperger’s Syndrome, dyslexia, and a speech impediment, you can do it. Have fun.

Featured photo credit: Helena Lopes via unsplash.com

Reference

[1] New York Times: The Challenges of Male Friendships
[2] Time Magazine: How Many Friends Do I Need?

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Owen Marcus

Author, Men’s Workshop Developer and Coach, Relationship Guide

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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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