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15 Social Skills That Will Make You Successful In Every Aspect Of Life

15 Social Skills That Will Make You Successful In Every Aspect Of Life

The academics taught you how to learn from a book; other experts or experiences to achieve success. Do you remember any professor telling you how to cope with a conflict, deal with your emotions, or “feel for others”. No? Thought so!

Here’s a real secret to success that you may or may not already know: It’s not all about what you know when it comes to being a credible and reputable expert in your field. There are many secrets to success that go beyond the typical goal-achieving attribute.

Social skills are one of the most important contributing factors to success. This isn’t something you want to gain just to improve your personal relationships. Social skills contribute to a variety of other aspects of life including your health, profession, spirituality, education, and more.

According to Stanford Social Innovation Review, social competencies can be learned and developed with practice, the same way a 20 year old develops fluent language skills through training and practice. Here is a guide on how to hone some of those crucial social skills needed for success…

1. Optimism

Now, you’re thinking, “Wait, this isn’t a social skill”. In reality, optimism can work for personal, social, and several other areas of life. Positivity works like a magnet that attracts any and all. People are naturally drawn towards positivity and optimism because the attitude makes them feel great about themselves, as well as life. Clearly, the opposite can be said for negative people.

Think about a co-worker/friend who is always upbeat and energetic with an unwavering smile on her face. Now, think about another person who does exactly the opposite, complaining about the work, complaining about the people around, backbiting, and occasionally snapping at you as a consequence of a “bad mood”. Which co-worker or friend’s company would you prefer?

How to foster it: Positivity and negativity derive from thoughts, which eventually become feelings and then turn into actions or behavior. To remove the roots of negativity you need to stop feeding and watering it. Whenever a worthless, negativity crosses your mind, replace it with a positive one instead. You can also nourish your positivity by choosing to be with people who remain positive most of the time. You’ll find that it catches on like a virus—a good one in this case!

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2. Compassion

The feeling of compassion is defined as a “deep awareness of the suffering of another, coupled with a wish to relieve it”. This is another social skill that allows you to naturally feel for others and have a deep desire to help them out.

How to foster it: To learn compassion, you need to carefully listen when someone tells you about a problem or a suffering of another. Try to relate the problem they are describe to a similar situation you once had. Next, try to find ways you can help either by pointing out your own solutions to a previous, similar problem or suggesting something new. Get involved with the sufferer, whenever possible. Doing charity work for organizations such as Red Cross is another way to cultivate compassion.

3. Politeness

Mannerism or politeness is a trait your teachers, parents, or the society may have taught since the day you were born. This is exactly why you stay at the back of line when someone is in front of you. Or, act differently at a funeral as compared to the way you would at a party. Clearly, this attribute can be learned.

How to foster it: Making an extra effort to be polite shouldn’t be too difficult if you are careful about what you say before you say it. Think twice about your words before you say them and always avoid negative emotions or words. Encourage yourself to speak politely by using words such as, “please” “thank you” “sorry” and “excuse me” often. Your sugar-coated responses will eventually kick-in and you will get into the habit of being extra polite every time.

4. Emotional Intelligence

Writing a paragraph for this vast topic won’t be enough. For starters, emotional intelligence deals with knowing exactly how to act and react emotionally to a given situation, or the emotions of other.

How to foster it: You can learn more about emotional intelligence and how to foster it using psychologist Daniel Goleman’s, “mixed model”. This speaks of five key areas that improve emotional intelligence.

5. Discipline

Discipline teaches you to behave in a manner that is in accordance with a set of rules, customs, laws, policies, or other guidelines. A disciplined person willingly complies with a systematic method in a given environment. This teaches self-control that promotes acceptance by other members of the society.

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How to foster it: According to Forbes, a proven method to gaining self-discipline is by allowing yourself breaks and treating yourself with rewards after long periods of success. Don’t wait for something to “feel right.” Change your routine, push yourself hard, and most importantly, step out of your comfort zone.

6. Diligence

As the great Benjamin Franklin once said, “Diligence is the mother of all good luck”. Giving your work due diligence is the only way to receive credibility for what you do. People know when you have worked really hard to obtain something and sometimes it is just that trait that wins the hearts of many.

How to foster it: Simple. Tell yourself that there are no shortcuts in life and nothing comes by easily. At the end of every day, you can use a diary to log any tasks that you have achieved which contribute to a long-term goal. Have at least two or three such tasks on your list every day.

7. Patience

Most of the daily nuisances we face are in some way or the other related to people. Got stuck in traffic? There could be too many people in the cars — or the city. The internet won’t work? It could be due to a fault at the main server, which eventually a bunch people need to fix. Human error is natural, but it doesn’t mean that you find someone to place the blame on.

How to foster it: As Oprah blog says, patience is a skill – and very much a social skill. Instead of playing the blame game, practice patience by using meditative techniques. Before exploding into a fit of anger, take a few seconds to think about what is making you so mad. After identifying the trigger, take deep slow breathes, one at a time. Close your eyes while you do this and count to 10. Think of the moment as an activity that is “testing” your patience and in order to pass the test, you need to react in the most sensible and constructive manner. Visualize that ideal reaction and try it out every time.

8. Affability

It goes without saying that in order to be social, you need to learn sociability. To be specific, affability deals with how well you get along with people. Are you a cave-seeking hermit? Or do you love hanging out with people, laughing, and chatting about anything that concerns “life”?

According to Stephen Elliot’s (the author of Social Skills Improvement System-Class wide Intervention Program) statement on newsvanderbilt.edu, “If we increase social skills, we see commensurate increases in academic learning. That doesn’t mean that social skills make you smarter; it means that these skills make you more amenable to learning.” Social people always have “a friend or two” who is more than willing to help. Even a random stranger you met only once could teach you something that could come in handy later on in life.

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How to foster it: The best way to learn affability is to throw yourself to people whenever and wherever possible. Get into the habit of having a conversation with anyone you meet be it in a restaurant, a bus station, or your workplace. Give a compliment, ask polite and relevant questions, and when they have something to say, listen attentively and respond appropriately. Keep practicing!

9. Listen

Successful people are not just great talkers. They are also great listeners who give equal importance to what the other has to say. Without the ability to listen carefully, you won’t be able to learn, exchange information, or understand a constructive criticism.

How to foster it: Practice turn-taking habits. For example, if you are conversing with someone, don’t try to dominate the conversation by being the only one who has something to say. Notice the amount of input you are giving in to a conversation versus what the other person is pitching in. If you tend to run into conversations where 80% of the input is given by you, you need to stay quiet and listen more often.

10. Forgiveness

To make peace with the pain can be tricky at times. However, successful people try not to take things to the heart. Bearing grudges not only increases stress which is harmful to health, but also reduces unforeseen opportunities for possible gains through the relationship.

How to foster it: Think about where they are coming from. Have you ever been in a similar situation where you were unjust to someone important to you? Imagine how you would feel if they hadn’t forgiven you for it. It didn’t make them weak, but rather strong, right? This is exactly why you also need to learn to forgive others.

11. Resilience

The quality to bounce right back up every time someone, or something, tries to knock you down is called resilience. Resilience goes one step beyond “motivation”. It is the power to survive and thrive no matter how testing an environment is. Failure is only valuable feedback, not a dead end.

How to foster it: The American Psychological Association claims that resilience can be learned by cultivating strong relationships. For example, a network of family and friends will always be there to support you through the most difficult times.

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12. Responsibility

It’s easy to shrug off a problem and say, “I don’t know. It wasn’t me”. Successful people own their problems and mistakes, take responsibility for their own actions — even if it wasn’t a direct liability, and work towards betterment.

How to foster it: Own your actions, by first realizing what you are directly responsible for. This could be your homework, housework, a job, bills, taxes, trash and more. Once you have accepted this as your responsibility, admit your fault at every failing. Finally, own it by correcting your mistake.

13. Leadership

It won’t take a couple of sentences to explain leadership skills or how to cultivate it. However, we have good news: Stewart Freidman, the author of Leading the Life you Want, believes leaders are born, not made which is contrary to popular belief.

How to foster it: According to Steward Freidman, you need to first “discover what’s uniquely you”. The next step is to harness your passion, skills, and interest aligning values, aligning life’s boundaries, and embracing change. Read more on how to do so here.

14. Asking For Help

You may have expected “helping others”, which is indeed a necessary trait to do what comes next: asking for help.

How to foster it: Successful people don’t hesitate to solicit a helping hand. Of course, this goes both ways. This particular social skill not only improves your relationship, but also allows opening many opportunities for success through another assistance.

15. Honesty

Politeness can at times come into conflict with the desire to be honest. How can we overcome this dilemma?

How to foster it: The trick is to balance both. While being polite might mean giving false, incomplete, or inaccurate information, speaking your mind would deem you “rude”. However, being overly polite all the time would give the image of a fake or deceitful person. The trick is to be polite even when you are trying to be honest. Start on a positive note then follow with the negative news. For example, instead of throwing an abrupt “no”, you can say, “Umm, I would love to help, but currently ….”

Featured photo credit: https://www.flickr.com/photos/davefayram/ via flickr.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!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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