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10 Toxic Marriage Habits Wedded Couples Need To Stop Now

10 Toxic Marriage Habits Wedded Couples Need To Stop Now

Toxic marriage habits can create the illusion for some that their current partner isn’t the right person for them. In some cases, this might be the truth. In other cases, however, the fact might be that eliminating these toxic habits could eliminate many relationship “issues,” thereby improving (or even saving) a flailing partnership.

Your relationship with your partner exists as an entity separate from each of you. Just like individuals have ups and downs, so do marriages. Just as with your body, whatever you “feed” your relationship will be reflected in its overall health. If you want to eliminate dis-ease and negativity, purge your relationship of these 10 toxic marriage habits:

1. The failure to express appreciation for your partner.

We all crave validation and acknowledgment. Most of us want to hear it from the person we love the most: our husband or wife. Lack of positive expression in our partnerships makes people feel as though they are being taken for granted. After months or years of feeling unappreciated, it is not uncommon for someone to stop “trying” to please their partner or to look for appreciation elsewhere.

Say, “Thank you,” “I love you,” and, “I appreciate you,” regularly.

2. The failure to support the dreams of your partner.

People often have fond memories of their relationship’s infancy. During the dopamine-infused newness of a courtship, people talk about their dreams, all of which seem magical. Unfortunately, when the “hot and heavy” wears off, reality hits.

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People begin to see the world and their partners more critically. Individuals forget how dreams are precious and that they must be treated with care. Partners tear down the hopes and ideas of their beloved other.

This is painful, and it is damaging. Suppression of a person’s dreams could be evidenced by lack of expression in the relationship. Coincidentally, that is the next toxic marriage habit on this list.

3. Lack of expression in and about the relationship.

It should go without saying that communication is a must in every marriage. Without being able to articulate fears, injuries, hopes, and desires with one another, partners become disconnected. Individuals should allow one another the freedom to express themselves without constant fear of judgment, drama or conflict. The free flow of ideas and communication is the circulation that gives your relationship life.

4. The absence of self-confidence and self-love.

The healthiest relationships are borne of two secure, confident and aware individuals. When one or both people in a marriage suffer from a lack of self-love, jealousy and insecurities often manifest in the relationship. These two things are marriage habits that are potentially deadly for any union. If you want to eliminate jealousy and insecurity, focus on loving and accepting every part of who you are first.

You are perfect.

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5. Complacency in your self-care and behavior.

As time passes in a relationship, people get more relaxed and let things go. This can get discouraging for a husband who loves seeing his wife get gussied up for work every day. It can wreak havoc on a couple’s sex life when health issues crop up because of the failure to eat right and exercise.

Whether you have been married two years or twenty, keep on top of your game. Do this not just for your partner, but for you! It feels better to do, act and be the best person you can be. It will do wonders for your marriage, too.

6. Wanting tit-for-tat.

At different points during every marriage, one partner will have to pick up the slack for the other one. This is why they call marriage “a partnership.” Understand that if your husband or wife is not giving as much as you would like, there will come a point when he or she will be picking up your slack. Don’t always insist on receiving tit-for-tat when you think you have gone above and beyond in the relationship.

Let your partner ride a little bit. Look forward to the day when the favor will be returned.

7. Forgetting to let your partner in on your plans.

Nothing can make a relationship go sideways faster than forgetting to get your husband or wife on board. By failing to clue your partner in on your dreams, goals or lunch dates, you could leave them feeling abandoned, excluded and caught off guard. All of these things lead to resentment, anger and disconnection.

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You don’t have to ask for your partner’s permission. You can ask for your partner’s support. You only need to let your partner in on what it is you want to do and where you want to go for lunch…and in life.

8. Making your partner your last priority.

Your kids are a top priority. So is your work. So are you. And…so is your partner.

How do you balance all of these things? That is the million dollar question, friends. Anyone who is in a marriage is negotiating that answer, especially if there are kids involved.

You won’t always balance everything perfectly. Acknowledge that fact. The most important thing to remember, however, is to not forget about your partner in this list.

Talk with your partner about how overwhelmed you feel. Come up with ideas on how you each can make the other feel like a “priority” with all these competing interests pulling at you. Express how much you mean to each other.

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9. Letting the physical intimacy in your relationship dwindle.

Life gets busy. People feel exhausted. They forget to look in their partner’s eyes, kiss passionately, hold each other and just touch. This lack of physical intimacy can lead to the feeling that a partner doesn’t love you.

Physical intimacy with someone you love is healing for the soul. It strengthens (and helps maintain) the bond between two individuals. Keep the intimacy alive in your relationship.

Practice touching one another. Read books to help keep the fire burning. See a counselor if you are out of touch or need help getting started again.

10. Failing to dig deep with your partner.

Without relationship evolution, your marriage will die. Remember that if you want to strike relationship gold, you have to be willing to dig deep with your partner. Issues and conflict are your opportunities to burrow into the soul of your beloved, plant new seeds and continue to grow together.

Approach change in your partner and relationship with the wondrous eyes of an explorer. By doing this, you will continue to discover new things every day. This will keep you out of a relationship rut and in something that is fresh, changing, and always exciting.

These toxic marriage habits are subtle and are sometimes silent. Left unchecked for too long, they will kill your marriage. Make it a regular habit to look at yourself and how you could make yourself better for you and your partner. By doing this, you reduce the chances that the habits will take hold and cause havoc in your heart and home.

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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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