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10 Reasons The Youngest Child Is Always The Most Creative Member

10 Reasons The Youngest Child Is Always The Most Creative Member

Have you ever heard of middle-child syndrome?

This is categorised as a largely negative psychological condition which typically impacts children who are born second in a sequence of three siblings. These individuals often bemoan their fate and the fact that that are largely ignored, while they may even grow to become resentful of parental attention afforded to the first-born child and youngest sibling.

While this is a well-known phenomenon, the psychological impact of being the youngest child is given far less consideration. In general terms, the youngest or last-born sibling tends to be viewed as less disadvantaged than the middle child, as they are relieved from some burdens of responsibility and are more likely to pursue non-conformist, creative goals. Successful creatives and unconventional individuals such as Charlie Chaplin, Johnny Depp, and Jim Carrey are all youngest siblings, and this reinforces the evidence behind the birth order theory.

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So why are the youngest siblings most likely to pursue unconventional and creative career paths? Let’s consider the following factors:

1. They Are Free From The Burden Of Responsibility

According to a recent report in the Metro, just 31% of all younger siblings consider themselves to be the most responsible child in their family. This contrasts with 54% of older children and suggests that the last born children are free from the considerable burden that responsibility brings at all stages of life. This enables them to pursue their passions into adulthood, rather than being required to assume responsible and well-paid careers, affording them the opportunity to indulge their creative bent.

2. They Have A Healthy Disregard For The Rules

The Metro survey also revealed that last born children tend to be more relaxed and easy-going than their older siblings, with 47% considering themselves to be flexible in the face of change. This supports the notion that they are free from the burden of responsibility, while it also suggests that they are spared the restrictive and scrutinised upbringing afforded to their brothers and sisters. The result of this is a demographic that considers rules and regulations to be flexible and has a healthy disregard for order, which encourages creativity in many of its positive, unstructured and fluid forms.

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3. They Are Actively Encouraged To Indulge Their Creative Passions

The Metro report also concluded that 17% of last born children feel favoured by their parents, in contrast with just 10% of older siblings. This suggests that younger siblings benefit from more confident and lenient parenting, as mothers and fathers become more comfortable in their roles and adopt a hands-off approach. This creates a nurturing and encouraging environment for last born children in which they are afforded the tools to follow their creative dreams rather than being moulded to assume more responsible and practical roles.

4. They Benefit From The Nurturing Presence Of Older Siblings

On a similar note, last born children can also benefit from the nurturing and protective presence of older siblings. This contributes to a close-knit support network for young infants that provides the ideal platform from which they can confidently pursue creative hobbies of their choosing. The relationship between older and younger individuals can also extend into adulthood and beyond sibling relationships, as responsible and more authoritative people help to channel raw creativity into practical innovation.

5. They Want To Change The World That First Born Children Rule

According to author Michael Grose, who penned the insightful Why Firstborns Rule the World and Last Borns Want to Change Itthe youngest member of a typical family is the least likely to earn a six figure salary. While some may consider this to be a negative point, this is simply due to their primary focus as individuals rather than a lack of motivation. In fact, last born children tend to be both ambitious and revolutionary in their nature, as they look to effect positive change and leave their mark on the world through non-authoritarian methods such as art or rebellion. This empowers them to be creative in the pursuit of their goals rather than formulaic.

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6. They Are Less Fashion-Conscious And Develop Their Own Trends

The concept of sharing ‘hand me down’ clothing and toys between siblings is woven into the fabric of society, especially in an age when the thrift market remains enduringly popular. This has the potential to save families huge amounts of money, although it usually means that the youngest siblings rarely receive garments and accessories that are purchased new. The result of this is that they lose touch with the prevailing fashion trends over time and instead look to develop their own sense of style. This creates an independent and creative mindset that is not bound by popular conceptions or style restrictions.

7. They Are More In Touch With Modern Technology And Creative Platforms

The youngest and last born children are more likely to grow up surrounded by the latest technological trends and platforms. Even allowing for the pace of innovation in the modern age, this affords younger children a greater opportunity to pursue and showcase their creative skills. If you look at the latest trends in television and advertising, for example, you will see that online video streaming grew at a rate of 60% at the end of 2014 and continues to outstrip traditional mediums. Given this and the fact that the video on demand (VOD) format offers greater flexibility and less regulatory barriers in terms of output, younger siblings are well placed to indulge their creativity and share this with the world.

8. They Seek Attention Through Non-confrontational Methods

According to a BBC survey from nine years ago, just over 50% of last born siblings found it easy to be humorous and make others laugh. Experts believe that this is a skill that develops organically throughout childhood, as younger siblings tend to be slightly more extroverted and motivated to compete for their parents’ attention. They look to do this through non-confrontational methods, however, with creative output an excellent way of expressing themselves and drawing the attention of those around them. This is a trend that continues into adulthood, with creative comedy writers such as Dawn French and Ricky Gervais all born as younger siblings.

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9. They Are The Least Likely To Unlearn Creativity

According to renowned teacher Jonathan Halls, every single individual is born with a creative streak. While this can be developed and honed in the right environment, it can also be partially prevented in children who are subjected to negative thinking or an overly strict upbringing. We also lose touch with our creativity as we grow older, as the pressures of adulthood, work, and relationships demand a more practical mindset. Last born siblings are the most likely to retain their creative bent, however, thanks to a less pressurised upbringing and the more manageable expectations of parents.

10. They Have More Time To Pursue Creative Hobbies During Their Teens

Although last born siblings compete for attention during childhood, this behaviour tends to subside as their older brothers and sisters leave home. This may create a period of time during their teens when they are the sole focus of their parents’ attention, creating a more reflective and thoughtful epoch of their lives. It will also help them to channel their creative instinct, since they spend more time by themselves and benefit from the opportunity to take on a wider range of artistic and design-influenced projects.

Featured photo credit: eyeImage via pixabay.com

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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!

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Featured photo credit: Amy Hirschi via unsplash.com

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