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Last Updated on September 12, 2018

Understand Your Love Style & Learn to Love: Co Dependent Relationship

Understand Your Love Style & Learn to Love: Co Dependent Relationship

A co dependent relationship is one where you are dependent on your partner for happiness, validation and satisfaction.

But aren’t we all dependent on our partners to some extent?

Even in a healthy relationship, you come home to your partner to find comfort, support, someone who will listen to you and love you.

So what crosses the line from a healthy relationship to a codependent relationship? How do you know if you are in a co dependent relationship?

An unhealthy co-dependent relationship often follows an unhealthy pattern for validation and approval. This validation and approval comes in different shapes and sizes.

In this article, we will look into the characteristics of a co-dependent relationship and what to do if you’re in such relationship.

Signs you’re in a co-dependent relationship

A lot of times people confuse a healthy attachment to an unhealthy codependent relationship. Here we will help you figure out the difference between the two with these six warning signs:

1. You look for your partners approval and validation. A LOT.

We all want our lovers to approve of us, to accept us and to love us.

But co-dependent relationships take that to a new extreme. You not only want your partner’s approval, you crave for it.

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More importantly, you are terrified of losing it. And if you feel you are losing that approval, you will go to great length to fix that.

2. You want to fix their problems or want them to fix your problems.

Co-dependent relationships often revolves around one person fixing problems for the other one. The problems can be financial, social and sometimes even legal.

But there is always one person who seems to keep getting new problems and the other person who keeps coming up with a solution for them.

It’s different from a healthy relationship where both partners work as a team to find a solution for whatever problem they face.

The difference here is that a healthy couple see it as a problem for the team. While in a co-dependent relationship, one partner is someone who needs help and the other one keeps coming for the rescue.

3. You are on a roller coaster.

If you are in a co-dependent relationship, there’s a good chance you have moments where your relationship is really good followed by moments where your relationship is really really bad. It’s like you are on a relationship roller coaster. You feel good when you are going up, but then something happens and it feels like you are falling down again.

You feel a lack of stability in your relationship. You crave it but you just can’t seem to find it. No matter how hard you try to fix everything, you just can’t seem to find a neutral ground where you feel safe and secure.

4. You are afraid that your friends and family will find out.

A simple test to figure out if you are in a codependent relationship is to ask yourself what your friends and family will say.

Can you share everything that happened in your relationship with a friend or family? If you did, what will they say? Will they tell you to leave your partner? Are you scared they will think less of you if they found out the secrets of your relationship?

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In most healthy relationship, you won’t be ashamed to share everything with your friends and family. You will probably choose not to, but the thought of them finding out your relationship patterns will not be huge deal.

But if you are in an unhealthy relationship, you might be ashamed of someone finding out the truth about your relationship.

5. Your happiness depends on your partner’s mood.

It’s normal to feel sad if your partner is sad. It’s basic empathy.

But like everything else, co-dependent relationship takes this to a new extreme. Because a co-dependent partner fears losing their partner’s love and validation; they often find it extremely hard to deal with their partner’s sadness or anger; even if it is directed at a third party.

In a lot of unhealthy relationship, any negative feeling usually results in a fight that follows an unhealthy pattern. This unhealthy pattern can be something like this:

  • You will make an attempt to make your partner feel better.
  • The attempt fails, and you feel frustrated.
  • You say something to hurt your partner or do something to get a reaction out of them.
  • Your partner walks to a different room or out of the house in anger.
  • You get more frustrated and do something even more extreme to get a reaction out of them.
  • Your partner gets angry and says/does something to hurt you as well.
  • The cycle continues until you are both exhausted and/or one of you threatens to leave and the other one cries.

6. You talk about leaving every time you fight or argue but can’t go through.

Bad fights in a relationship and occasionally breaking up and getting back together is a common issue.[1]

One of the most common traits of an unhealthy co-dependent relationship is when fights get big, one person wants to leave the relationship and the other stops them and tries to get them back.

It’s a normal thing to happen occasionally in a healthy relationship. But in codependent relationships, it’s usually a pattern. It’s like both of you know the relationship is unhealthy and both of you want to leave, but the fear of losing the person you are dependent on for validation and approval is too much to bear.

In essence, a codependent relationship is based out of fear and unhealthy patterns. These patterns are usually developed in childhood and are carried over to adult relationships. The different dynamics of adult relationships will usually create their own patterns that repeat over and over again.

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What can you do about a co-dependent relationship?

So, you are sure you are in a co-dependent relationship? What should you do now?

Breaking up with your partner certainly seems like a tempting option. That’s probably what a Television relationship expert will tell you.

But it’s not necessarily the best option and it won’t necessarily fix everything.

See, the reason you are in this co-dependent relationship is because you have a co-dependent personality. If you leave this relationship, there’s a good chance you will find yourself in another relationship just like this. People with a co-dependent personality usually end up finding partners who are also co-dependent, albeit in an opposite way.

If you are the type of person who wants to fix problems for validation, you will keep finding people who always have problems and who need other people to fix their problems.

So how do you get out of this unhealthy pattern? Here are a few tips to understand your love style and learn how to love in a healthy way.

1. Figure out what’s common in all your past lovers

Co-dependent people usually end up with the same type of relationship with a few minor differences here and there.

For example, you may find yourself always with a man who is afraid of commitment or you may always end up with a girl who is always nagging and never satisfied with you.

Once you figure out the common issue in all your relationships, it’s time to dig deeper.

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Note: If it was your first relationship, you can just use the signs above to figure out your co-dependent patterns.

2. Find out how and why this relationship pattern gives you validation

This step is a little harder because it requires a lot of introspection and soul searching. You may have to go back to your childhood to figure out why you formed this habit and why you are seeking validation in this way.

At this point, it’ll be a good idea to speak to psychologist or a therapist about it. Having someone with whom you can speak without any judgement can help you process your thoughts and figure out the root cause of the problem.

3. Come up with changes you need to make to avoid the same patterns

This is where your partner comes to play. Once you have understood your co-dependent patterns, you need to speak with your partner about it. This conversation will make or break your relationship.

Final thoughts

Everyone has baggage. The baggage may be from childhood or a past relationship. But you are willing to learn from your past and grow. You are willing to do some serious soul searching to fix the relationship; to be in a healthy relationship.

Is your partner willing to do the same?

If so, then you both can talk and learn together how to fix the unhealthy patterns in your relationship. But if your partner insists on repeating the same patterns again and again, then you will have to break up with them and move on to find someone who is on the same page as you.

Featured photo credit: Unsplash via unsplash.com

Reference

More by this author

Kevin Thompson

A breakup and relationship expert who writes about reconciliation and becoming a better person

How to Recognize a Controlling Relationship and What to Do About It Taking a Break in a Relationship: When it Is and Isn’t a Good Idea Understand Your Love Style & Learn to Love: Co Dependent 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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