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14 Signs of a Truly Great Father

14 Signs of a Truly Great Father

When I was younger, I thought being a dad was pretty easy. As I grew up, I realized what an amazing man my father is, because he made such a difficult job look like a walk in the park. While as of yet I have no experience in fatherly ways, I’ve learned from the best, so in that respect I feel qualified to explain some of the reasons great fathers are, well…great.

1. They listen to their children.

I don’t just mean they let their kids chat away while smiling and nodding. Anyone can do that. A great father will dive into the silly story his son is telling about some cartoon, creating conversational points around a topic he would not be talking about at all if it wasn’t with his own child. He’ll also be there for the tough conversations when his children need a shoulder to cry on, and be ready with actionable advice on how to move forward. Great fathers know their kids inside and out, because they’ve spent their parenthood listening to what their children have to say.

2. They’re interested in their children’s interests.

The best fathers take a genuine interest in what their children like to do. All fathers would absolutely love it if their children took up similar hobbies, but great dads let their kids pursue their own interests. Not only do they let their kids follow their own dreams, but great fathers also become interested in these dreams as well. They seek out information about their children’s hobbies on their own time, so they can spend more quality time with their kids. Great fathers take time away from their own interests in favor of watching their children thrive.

3. They care deeply.

They don’t just act as a shoulder to cry on, either. Amazing fathers preoccupy themselves with their children’s well-being, and take their kids’ burdens on themselves. Their mood depends on their children’s. How can they enjoy themselves if they know their kid is upset? On the other hand, on their worst days, how can a father be upset when he sees how happy his children are? Not only do great fathers care about their own family, but they also care for everyone, and everything, around them as well.

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4. They show they care deeply.

The best fathers drop the stoic act immediately, and only seldom pick it back up. My favorite part of A Christmas Story is the look on the father’s face when Ralphie finally gets that Red Ryder BB Gun. Throughout the whole movie, you got the feeling his father was a strict, no-nonsense type of guy—that is, until you see how happy he is to have made his son so ecstatic. The mark of a great father is the ability to let down his guard, and show his children just how much he cares.

5. They help their kids find the answers to their questions.

I’ll never forget this moment, and whenever I think about it I hope that this man was an uncle or relative without any kids of his own: At a local destruction derby event (which I was at for some reason I can’t remember), a young child behind me kept asking questions about the trucks and cars on the field. The adult with him eventually said “You sure do ask a lot of questions,” and that was the last time I heard the child speak.

If I was in that man’s shoes, I would have immediately taken the child’s hand, brought him down to the pit area, and found a friendly mechanic to answer those innumerable questions the boy had. By doing so, a father can not only get the answers his kid is looking for, but teach his child how to find answers when they aren’t sure of them.

6. They let their children’s imagination thrive.

Just like a father should guide their children toward the answers for questions they may have, he should also allow his child to spend time in wonderment. Remarking that a child is “just being silly” will shut them off to their own imagination, which at one point they may never recover. On the other hand, a father who provides a cardboard box, scissors, tape, and paint to their child will be absolutely amazed at what his kid can come up with in a short period of time. Great fathers provide endless opportunities for their children to expand their minds.

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7. They read, and read to their children.

One day when I was six years old, I ran into my parents bedroom at 6:30 in the morning crying because I had just read that Dr. Seuss had died. I was six. And I habitually read the morning paper. I’ll give you one guess where I picked up that habit from. Although my mother was usually the one to read a bedtime story to me, my father has always read the morning paper, and could always be caught reading a sports or fishing magazine throughout his day off. By doing so, he modeled the importance of reading for a variety of purposes to his (incredibly amazing) children every day of his life.

8. They handle the dirty work.

I’m sure my wife will hold me to this when we have kids in a few years, but here it goes: great fathers have no qualms about changing diapers, cleaning up vomit, or handling any type of grossness related to their children. They can look past the disgusting bodily fluids and know that not only are they helping their beloved wives, but they’re also bonding with their babies.

Cut forward about 12 years. Great fathers will also be able to talk to their growing children about adolescence, and have all the difficult “chats” that come up around that age. Again, while it might not be the most comfortable thing in the world, awesome fathers will push past the discomfort knowing that it will benefit their children in the long run.

9. They exhibit self-control.

Super dads never lose control. They might be seething, upset, or even frightened on the inside, but great fathers never let their kids know it. They deal with issues in as calm and collected a manner as possible, and keep their negative feelings to themselves knowing that a break in their armor could lead their children to even worse fright. Fathers who act this way are the reason children brag about them to their friends: their fathers’ actions have allowed them to truly think their dad is the most amazing person in the entire world.

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10. They put away childish things.

Becoming a father means losing a part of yourself, while gaining a lot more. It’s no longer acceptable to go out to the bar with your friends until question mark o’clock. It’s no longer an option to spend Saturday afternoon in your underwear watching ESPN. And it’s definitely not okay to blast Sublime in your car on the first day of summer anymore.

But, the best fathers know that there is no point in drinking until you can’t stand up when you could be watching over your child as he sleeps peacefully. They would rather get up and go fishing at six a.m. than stay in bed until ten. They would rather see their kid dance in the backseat to some silly kids’ song than blow out their eardrums listening to SoCal ska. The best fathers know that letting go of a past life can lead to bigger and better things.

11. They put others before themselves.

Okay, I have to use my own father as an example again. Every year for Christmas, he’d always joke that “this year would be the year he got that bass boat.” He easily could have gone out and bought a boat at any given time throughout my childhood, but it would have been at the expense of a family vacation, or a few years’ worth of “just because” presents for his children and wife. That never mattered to him. Being a great father, he constantly put his own interests on the back burner, in favor of his family members’ happiness. (By the way, he finally bought one a few years ago :-D)

12. They provide for their families.

The greatest fathers aren’t the billionaires who can buy whatever their kids want. They’re not the ones who can fly their family to the Bahamas every winter for two weeks. I’m not saying those who can do these things aren’t great fathers—just that these examples aren’t the only great fathers out there.

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The man who works two jobs so his family can eat; the man who works the graveyard shift but manages to pick his kid up from school every day; the man who hates his boss but goes to work with a smile every day so his family has a roof over their head—these are the great fathers. The ones that know that no matter what hardship their going through, they’d rather go through them than see their family suffer.

13. They’re always there when needed.

We talked about dads being a shoulder to cry on, but there’s more to it than that. Great fathers will absolutely drop whatever they’re doing to support their children. He just lay down after a hard day’s work, and his kid needs a ride to soccer practice? No problem. His boss asks if he could stay late on the day of his daughter’s recital? No can do. Even if he knows he won’t be able to get a nap in later, or that his boss will be on his case tomorrow, a great father never disappoints his children, no matter what.

14. They truly want all of it.

The best fathers know there is absolutely nothing more rewarding than everything involved in being a father. No amount of money, possessions, nor any other accomplishment can mean more than raising a son or daughter that you can be proud of. He may have to change who he is, but he welcomes the change with open arms. The best fathers have waited for the day they became a dad since they were young, and have simply been waiting for the right moment.

Featured photo credit: Pixabay 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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