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Published on September 18, 2018

These Critical Crisis Management Tips Will Make You a Better Friend

These Critical Crisis Management Tips Will Make You a Better Friend

Life throws us curveballs without any warning. Some curveballs can come from nowhere and some send us signals they are coming but we choose for what ever reason to, ignore the signs.

Nobody is immune to life’s curveballs. We live in a world where as a result of technology, we are exposed to natural disasters, terrorism, disruption, change and adversity on a daily basis.

The good news is that despite all this disruption, change and adversity that we face in our lives, we are hardwired to be resilient. The ability of how well we as an individual successfully deal with crises and adversity is significantly influenced by our social surroundings.

So what does this all have to do with friendship? A huge amount, because without the support of our friends and family in times of crises, our journey to recovery is virtually non existent.

“Friends show their love in times of trouble, not in happiness” — Euripides

Euripides quote highlights the true purpose of friendship. Supporting and helping our friends to successfully manage their journey through a life crisis enables them to face adversity from a position of strength.

Friendship is the key ingredient to enabling a friend in crises to be able to understand how to face adversity in a way where they can learn, grow and thrive.

If we are a true friend, then our role is to support our friends and not let them crash and burn to a point where they have lost hope and their faith in themselves.

So what can you do to help your friends successfully manage adversity or crises in their lives?

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These 3 strategies I believe are the key ingredients to you being able to effectively influence and support your friends through those curve balls that life will throw at them:

1. Be prepared to commit to your friendship

If you truly want to help and support your friend through a crisis, commit to being there for the long haul – no matter what.

A true friend does not wait for the phone call or the plea for help – they REACH OUT immediately.

This can be a hard thing to do especially when a friend is suffering and in pain. It can be scary and confronting as it means that not only do we feel their pain but we also are forced to face our own emotions and fears that can rise to the surface.

One of the key actions you can do to support your friends is to let them know that you love them, you are there for them and that they are not alone.

2. Commit to taking action

Before you take action, take a long hard look at yourself and decide what your reality is around you taking action. Do not over commit and promise to do things that you cannot deliver on.

A colleague of mine had a friend that broke her neck diving into a pool. She was a mum with young school kids. She desperately needed her friends support and they were all leading very busy lives with young families.

I was very impressed with the way in which my work colleague coped with managing this crisis.

She assessed the reality of how she could realistically provide on going support to her friend. She went and visited her friend in hospital told her that she loved her dearly, she was there for the long haul and she explained what she was going to do to support her friend.

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She had found an app that helped her organize meals to be delivered to the family for 5 nights a week. She had managed to get 80 people to sign up and the app organised emails and scheduling.

When her friend got home from hospital, she blocked out every Wednesday night after work to visit her friend for a wine and a chat.

She also told her friend that she would be her hair, makeup, pedicures go to person. She organized the hairdresser, makeup and pedicure ladies to come to the house on a regular basis. The appointments were scheduled in every 6 weeks.

The accident happened over 18 months ago and my work colleague is still going strong supporting her friend to manage the on going challenges she faces in her life.

3. Listen, listen and listen — Hold back from giving advice until it is asked for

This strategy leads on from Strategy 2. Once you have committed to taking action, then it is time for you to be present with your friend.

What I mean by this is, that as a true friend you do not have the solution or the power to solve the problem or make the pain go away.

Physically being there with your friend is being present and it may mean you turning up and holding your friends hand. It may be that you sit with your friend listening and supporting them through whatever she/he is feeling while you are with them.

Listen and let them know you hear their pain – not feel it, but actually hear it. Acknowledge their pain because when you connect with someone’s pain it makes them feel they are being supported.

A good statement to say to your friend at this stage could be;

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“What I’m hearing is that you are feeling ____. Is that right?”

Share how you truly feel – confused, lost for words, or struggling to know what to do.

Sharing your feelings with your friend demonstrates empathy and deepens your connection with them. Here are some examples of what you could say

“My heart hurts for you” ” I wish I could make it better for you”, “I just don’t know what to say”

When a friend opens up to you to share their pain, they are in a very vulnerable place. It shows that they trust you and it is important that you acknowledge this.

By expressing gratitude and thanking them for sharing with you demonstrates that you are a safe harbour for them.

The next step is to encourage by reaffirming the positive elements that you see in your friend.

Be careful not to say things like ” it will get better” or “this is what I would do”. Once you start making statements like this you are disconnecting from your friend and you are not being supportive in any way.

To be encouraging and positive, focus on sharing the qualities that you admire about your friend. Help your friend to see that they are amazing and worthy of love.

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Simple statements are the most powerful such as ” I love you”, “you are a warrior”, “I am proud of you”, “you matter so much to me” You are brave/courageous/brave”.

Understanding the power of words is hugely important when it comes to supporting a friend through a crisis. When you are truly committed to a friendship, then the words you use will demonstrate empathy, connection and love.

Final thoughts

Being a true friend is not that complicated, in fact it is very simple. All we have to do is follow the 3 strategies:

  • Make a commitment to the friendship
  • Demonstrate your commitment by taking action and be present with your friend in crises
  • Listen and support.

How hard can that be?

Knowing who you are as a true friend is key to your supporting friends through any crises they may face. Follow the 3 strategies and your true value as a friend will provide you with friendships that will last for life – a rare gift that is priceless.

“One of the most beautiful qualities of true friendship is to understand and to be understood” — Lucius Annaeus Seneca

Featured photo credit: Unsplash via unsplash.com

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Kathryn Sandford

Career Resilience Coach passionate about supporting others to grow and thrive in a complex world.

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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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