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Published on July 4, 2018

Signs You’re in a Healthy Intimate Relationship (and What to Do if Not)

Signs You’re in a Healthy Intimate Relationship (and What to Do if Not)

Now more than ever, we are looking for it all from our partners. We want them to be our friend, lover, companion, confidant, co-parent and partner in crime. Gone are the days when we coupled up in order to procreate or get a dowry. Today’s healthy relationship is about amplifying what might be possible in our lives.

In order to determine if you are in a healthy relationship, it is important to gauge that by today’s standards, not by the metrics of old relationship benchmarks. Here are 5 ways to know if you are in a healthy intimate relationship, and what to do if you’re not.

1. You fight well

The old way to measure a healthy relationship is that you don’t fight. A couple who got along and were five times more affectionate than they were combative were seen as having something healthy. Yet in today’s healthy relationship, what is important is that you know how to work through conflicts in order to achieve greater harmony.

Just like a muscle that gets stronger once it tears and repairs after working out, so does a relationship get more powerful when the couple works through a disagreement.

Many couples don’t have an effective repair mechanism after they fight. A lot of them sweep their issues under the rug. Yet you will know that you’re in something healthy when you can fully resolve the conflict and find new solutions to your disagreements.

What to do if not?

If you are in a relationship in which you sweep problems under the rug, then it can be helpful to work with your partner to find new ways of making up after a fight.

Talk to each other about what you saw in your families growing up. How were fights and make ups handled there? What would you each want in order to resolve arguments such that your relationship could grow stronger from them?

2. Your sex is relaxing

Modern couples have so much going on in their lives that they don’t need sex to be another task; instead it needs to be something that nourishes and relaxes them.

Couples often rate the health of their sex life by measuring how passionate it is. They assume that they need wild, hot sex in order to demonstrate that their love life is where it should be. Yet you don’t need to be swinging from the rafters, or having kinky sex in dangerous locations in order to prove that your relationship is strong.

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While it certainly doesn’t hurt to have intensity and intimacy in your love life, what most couples report to me in couples counseling is that they benefit from having a sex life that is relaxing and affirming. Rather than there needing to be pressure to have sex be something that defines how wildly or deeply you love each other.

A healthy sex life these days is one that causes both people to be more relaxed, open and connected.

Couples are often concerned about how often they have sex and want to know what a normal frequency is for married couples. Recent research shows that married couples who have sex once a week are happiest.[1]

The key was to maintain a sense of connection and intimacy, yet having sex more than once a week didn’t make couples any happier. For modern healthy relationships, you don’t need to have sex every night but instead make sex something that is loving and connected.

What to do if not?

If sex in your relationship is not relaxing, then it can be helpful to talk with one another about what would help make it so.

Rather than allowing the chatter in your mind to govern how you experience sex, try to turn the dialogue into something that will bring more honesty and connection into the bedroom.

3. That little voice inside your head is quiet

People used to judge their relationships based on if you have outward similar values or enjoy doing the same activities together. Today’s healthy relationships are ones in which each person has an experience inside themselves of knowing that they are with the right person. It is an inner felt sense that you’re where you are supposed to be.

People want to feel certain about their relationships. While nothing is a guarantee when it comes to love, there is something healthy when that little voice inside your head is not questioning every little thing that happens.

I hear from clients all the time who are trying to interpret their partner’s behavior, or who are constantly worrying where the relationship is going. They keep evaluating what sort of future they might have with the other person, which causes them excess psychic stress.

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A modern healthy relationship is one in which that little voice in your head is quiet. The chatter starts to go away and confidence in the solidity of the relationship emerges.

What to do if not?

If that inner chatter is there and you are worrying if you’re with the right person, or if the relationship is heading in the right direction, then it can be very helpful to get those thoughts out of your head and make them speakable.

Perhaps start with a trusted friend or well trained counselor to talk through and make sense of what you want from the relationship. It can sometimes be healing to hear your thoughts spoken out loud, rather than rattling around in your head.

Then, when the timing feels right, you could try talking with your partner and share your thoughts such that you can feel more confident in what you have together.

4. It’s easy to cry

Another old way of defining a healthy relationship is one in which the couple communicates well. However, with modern couples the better way to define health is that it is easy to be emotional with one another. Can you cry, laugh, scream, sulk and worry openly with each other?

Most people think that they need to have healthy communication with their partner to make the relationships work. The word “communication” is really an umbrella term to describe something much more complicated.

Most couples know how to do the mechanics of talking and hearing each other. The problem is really not how to communicate but how to manage emotions when we relate.

When the part of the brain that manages emotions (the Amygdala) gets activated, it shuts off access to the part of the brain that manages communication (the prefrontal cortex).

In relationships, people often describe becoming overwhelmed with emotion and then shut down their ability to connect and communicate. They describe becoming emotionally flooded or triggered. When this happens, couples tend to go into more of a fight-flight mode. They struggle with openly emoting and relating at the same time.

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If you are in a relationship where you have access to one another’s internal lives and you share your emotions freely, then you are in good shape.

If your relationship is one in which you hold in emotions, then you might need to work to develop your emotional intelligence.

If you and your partner either shut down or have big blow ups when there are strong feelings involved, then you might need to do some deeper work to be more connected .

What to do if not?

The three steps involved in this sort of connection are being in touch with your feelings, naming them and then communicating them. The feelings exist in the body, so you would need to be in touch with your body to feel what is there. Then give a name to what that feeling is.

Once you have named it then you can tell your partner. For example, you feel unsettled in your belly. You might name that as anxiety. Then you could tell your partner, “I’m feeling anxious about my presentation this afternoon.”

Being able to put your thoughts and feelings into words can go a long way towards healthy relating.

5. You become more accountable

Most of us rate our relationships on how they make us feel. The old way of judging if you have a healthy relationship is to gauge if you feel better about yourself. But just because we might feel good doesn’t mean the relationship is healthy. Our partner might be co-dependent or there might be power dynamics in play that we don’t quite realize.

A new way to judge if you have a healthy relationship is to notice if you are more comfortable acknowledging your faults and taking accountability for your limitations. When it’s safe in a relationship to say “I’m wrong” or “I’m sorry,” then you know that the relationship is in good shape.

A lot of people focus on blaming the other person for the problems in their relationship. When there is no blame game, it opens the interaction up to something more creative. You may actually feel better about yourself when you admit and accept your weaknesses but still know that you are deeply loved and accepted.

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Saying to your partner, “I don’t always get it right,” and knowing that’s OK can go a long way towards being comfortable taking accountability for your side of the relationship struggles.

What to do if not?

If you find yourself not comfortable taking accountability, you might want to see what happens when you try dropping your defenses just a bit.

Try acknowledging a shortcoming and test the waters to see what happens when you admit faults. Knowing that you can step out of the blame game can be a relief.

If you’re stuck in it, then couples counseling can always help with creating a more safe space in the relationship to take a closer look at what’s going on.

Remember, this is not your grandmother’s marriage. It’s not your mother’s or father’s relationship either. In fact, having a healthy intimate relationship in this day and age is nothing like we’ve ever seen before.

Take my advice, be honest with yourself and your partner and work together to make your relationship stronger.

Featured photo credit: Pexels via pexels.com

Reference

[1] Society for Personality and Social Psychology: Couples Who Have Sex Weekly Are Happiest

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David Klow

Marriage and Family Therapist and Author

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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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