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Published on October 31, 2018

Is Relationship Counselling for You? Find Your Answer Here

Is Relationship Counselling for You? Find Your Answer Here

Most people have heard of relationship counseling, but very few believe it is for them.

We all want to believe our relationship is perfect, unique, and meant to last. Even if we acknowledge there is room for improvement, we often want to be able to resolve it ourselves. And it doesn’t help, either, that relationship counseling suffers from the same stigma as every form of counseling: that if you go, there must be something wrong.

For these reasons and others, Brian Doss, Ph.D., an associate professor of psychology at the University of Miami, says the average couple endures six years of unhappiness before seeking couples counseling.

But in my opinion, you don’t need to wait that long. You don’t even need to be unhappy. You just have to know what relationship counseling is, how it can help, and whether it’s for you.

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When you should consider couples counseling

“Same issues, different tactics, same results”

— that’s what I tell anyone who asks me whether they should seek couples counseling. Here is the three-step consideration:

  1. Same issues. Fighting is only natural. Along with strong positive feelings toward a person naturally come negative ones. But the first consideration is whether these fights are over the same issues. If so, it demonstrates that you and your partner are not communicating past them. Some type of blockage is taking place.
  2. Different tactics. If the above is true, I recommend trying a different tactic. Example: every time you and your partner get in a fight, you end up talking over one another. Next time, try remaining silent while your partner speaks. See if this makes any difference.
  3. Same results. Have you tried a few different things and ended up with the same result? If so, couples counseling can help.

Couples who fight about the same issues, try different tactics, and end up with the same results, are having a difficult time communicating past their issues.

What does communicating past an issue mean? It means working through it within the relationship. It means reaching a point where it no longer remains such a trigger.

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Since couples will inevitably experience hardship together, it’s essential that they have this ability to eventually move beyond issues; otherwise they will continue to pile up.

What exactly is relationship counseling (and how does it work)?

Relationship counseling is an opportunity for a couple to examine why their communication is blocked. Now, sometimes the content, or what the couple is fighting about, is the problem.

For example, a couple might disagree about whether to have a child. In this case, couples therapy can be helpful for the basic reason that it represents a space where the conversation can take place.

More often than not, however, the process — or how the couple is fighting — is the important consideration. It does not matter what the issue is if the pattern of discussing it is one person yelling and the other person crying.

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Couples therapy, then, is where these patterns can be noticed by the therapist and presented to the couple as something that needs changing. Of course, this is hopefully done in a space that is comfortable, safe, and neutral.

Here’s a basic four-step process:

  1. Couple is introduced to the therapist. Each person is given an opportunity to tell their story. Therapist explains the rules of the therapy, emphasizing that this is a safe place for exploration and healing.
  2. As couple begins to discuss some of the issues they have been experiencing, therapist takes note of how they communicate. He/she eventually brings their communication patterns into the work, asking whether these patterns are bringing about the results the couple wants.
  3. Assuming the patterns are not ideal, therapist begins to explore each person’s motivation or willingness, to change their pattern. Any resistances to changing are explored.
  4. The therapist helps the couple brainstorm new ways of communicating with each other. It is important that the couple have an active hand in this, otherwise it will seem forced from the outside. Therapy now becomes a place where this new style of communicating can be practiced.

Benefits to you and your partner

On a relationship level, couples counseling provides, in many cases, the best chance you and your partner have for reversing destructive communication patterns or making big, life-altering decisions.

On an individual level, couples counseling can help each of you become a better communicator. What does this mean, exactly? In session, you will learn that healthy communication takes practice. It is not easy to place ourselves in the shoes of another person and feel what they are feeling.

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Good communication also takes awareness. Your therapist will work with each of you to uncover your attachment modes — in other words, the way you communicate based on early life experiences.

How to make relationship counselling work for you (step-by-step)

Now that you understand the benefits of relationship counselling, what should you do to make it work for you and your partner? Here’re the steps:

  1. Be honest about your motivation. You may be going to find a way to break up. You might be going to receive confirmation that you are right and your partner is wrong.
  2. Discuss what you want to accomplish beforehand.
  3. Try to procure a referral; otherwise, choose a profile together. I have seen too many couples choose separately and then fight. If you cannot come to a decision together, that is a data point. It may be worthwhile to try individual therapy first, in that case.
  4. Be honest. There’s no point in going to couples counselling and not being honest. This does not mean you spill everything all at once. But it does mean that being untruthful is not going to help your therapist help you. If there are certain things that are important, but you are not sure if you are comfortable sharing with your partner, most couples therapists will have individual sessions within the first five sessions: try bringing it up then.
  5. Discuss what is said in your sessions outside of your sessions. Not at first, necessarily, and not always, but if things get better, recognize that couples counselling (unlike individual therapy) is supposed to be temporary: you want to move it outside the room.

Final thoughts

Though many people have heard about relationship counselling, not so many couples are willing to try it even if they have relationship problems.

Many couples have the question “Is relationship counselling for me/us?” Hopefully, this article has answered all the common questions people have about relationship counselling – When should they consider it? How does it work? Does it really work? How to utilize it for their best benefits?

You don’t need to reach the saddest point in your relationship to reach out for relationship counselling. Just take relationship counselling as an opportunity to help your relationship grow and better you and your partner’s communication patterns!

Featured photo credit: Rainier Ridao via unsplash.com

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Josh Zlatkus

Mental Health Therapist in Private Practice

Is Relationship Counselling for You? Find Your Answer Here 11 Characteristics of a Happy and Healthy Relationship

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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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