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15 Things To Remember When You Love A Person With an Eating Disorder

15 Things To Remember When You Love A Person With an Eating Disorder

I met my friend, “Maria,” (not her real name) in high school.  She was beautiful, sweet, and I enjoyed spending time with her.  One time the I didn’t see Maria, however, was at lunch time.  She was very thin, and I always suspected that food was an issue for her.

My suspicions were confirmed when Maria disappeared for three months, to enter an inpatient program at the hospital.  She was diagnosed with anorexia nervosa and felt very awkward about returning to school once she was discharged.

When she came back, she was still the same Maria that I had enjoyed spending time with.  But there were some things that we both had to learn.  I learned–through trial and error–how to be a good friend to someone with an eating disorder, and how to help Maria through her recovery.

Supporting someone with an eating disorder can be challenging, but it can make a huge difference in your loved one’s recovery.  Here are some things to remember if you love a person with an eating disorder:

1.  They may not be underweight.

According to this article in the Natural News, clinicians are beginning to notice a new eating disorder, called orthorexia, which is an obsession with eating the “right” foods.  People with orthorexia do not necessarily eat less, so they may be a healthy weight or even overweight.  So be understanding if a loved one has been diagnosed with an eating disorder, and do not assume that they are not telling the truth about their diagnosis, just because they are not underweight.

Maria said that the worst thing for her was when people would tell her that there was no way she had anorexia, because she was not that thin.  This was when she was in recovery.  She was gaining the weight back, but she still had a number of issues to work through.  The weight comes back first, but there is still a lot for the person to work through once they have started gaining weight.

2.  They tend to avoid gatherings that center around food.

According to this article in NY Mag, people with eating disorders tend to show up to parties after the meal has been served, claiming that they have already eaten.  They may also suggest outings that do not involve food.  This is because eating is stressful for them, even if they are in recovery.  You can help by suggesting activities that do not involve food.  People with eating disorders tend to isolate themselves, and providing an opportunity to socialize without the focus being on food can be quite helpful.

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Maria avoided lunch for most of the time I knew her.  Even when she was in recovery, she preferred to eat in a teacher’s classroom.  I was respectful of this, and found a lot of fun, food-free activities for us to do after school.

3.  They may be very sensitive to comments about their appearance.

The National Association of Anorexia and Associated Disorders (ANAD) states that even well-intended compliments, such as, “You look really healthy now,” may be misinterpreted as meaning “you look fat.”  People with eating disorders are very self-conscious about their physical appearance, and many times when someone looks recovered, they still have a lot of recovery work to do.

Maria found it very triggering when people told her she didn’t “look” anorexic.  She said that she often felt competitive with other people who had eating disorders, trying to be the “best” anorexic.  These comments triggered those patterns of thinking and weren’t helpful to Maria in her recovery.

4.  They don’t need you to be a therapist.

ANAD cautions friends of people with eating disorders not to try and be that person’s therapist.  If your loved one has been diagnosed, they are likely working with a team of professionals to help them recover.  Your job is to be a caring friend.  Be supportive, but understand that your role is not to “solve” their problems.

This was something I learned through trial and error with Maria.  It wasn’t my job to make sure she ate enough.  We had an argument once, because I was asking her how much she was eating.  My job was to be her friend, as I had always been.

5.  They want you to know it’s about more than just food.

According to ANAD, eating disorders are about much more than just food, so telling your loved one to “just eat” is not going to solve the underlying issues.  There are many complex issues involved in eating disorders, and recovery can be a time-consuming process.  Be there for your friend, and be supportive and understanding.  Ask your friend how their day is going, and how they are feeling.  Don’t keep the conversation limited to food and eating.

This is why being Maria’s friend was so helpful.  While our interactions were not centered on food, Maria did confide in me about a lot of her fears and doubts.  Being able to have someone with a sympathetic ear there to listen to her helped her tremendously.

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6.  They may feel ashamed of their condition.

An article by Caltech states that people with eating disorders are often ashamed.  This can lead them to be very defensive about their eating and find conversations about food consumption to be very upsetting.  Understand this, and understand that they are working with professional to help them with their diet.  The role they need you to play is that of a supportive friend.

Coming home from the hospital was very awkward for Maria.  She was embarrassed that she had lacked to “willpower” to keep her condition under control. She was worried that seeking professional help meant she was “weak.”  Of course none of these were true.  Eating disorders are not about willpower, and it takes a great deal of strength and courage to seek help professionally.

7.  They will experience good days and bad days.

According to an article by NHS, recovery is a long and bumpy process.  Part of your loved one wants to get better, while another part is afraid to let go of the old habits.  Understand that not every day will be easy, and does not mean that your friend is not getting better or that they are backsliding.  Be there for them through the ups and downs.

This was something that surprised me with Maria.  Some days, she would seem very confident and even eat lunch with me.  Then the next day, she would be absent from school because she felt so challenged.  Recovery is a roller coaster, and being there for her and the good and bad days was very important.

8.  They may at times come across as angry or aggressive.

NHS states that this is because people with eating disorders are often fearful and insecure.  Learning to cope with and redefine these fears is a part of recovery, so be patient with your loved one.  Understand that it is not about you, and take care not to take it personally.

Maria would sometimes become angry and lash out at me for no reason at all.  Learning not to take this personally was an important lesson, and it helped me to be there for her when she calmed down and felt embarrassed about her outburst.

9.  They still want to be included.

According to the Butterfly Foundation, people with eating disorders may feel isolated and alone.  Even if they try to isolate themselves, continue to invite them to participate in the activities that they used to enjoy with you.  This can help them a great deal in their recovery.  Invite them, but don’t push it if they say “no.”  Just keep inviting.

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Anytime I went out with friends on the weekend, I invited Maria.  Sometimes she came, and sometimes she did not.  But later on she said that always being a part of the group and always having a place where she belonged was very helpful.

10.  They need you to set boundaries for yourself.

The Butterfly Foundation states that it is necessary for you to set the boundaries, as far as being supportive of your friend.  It is not possible for you to be on call 24/7, but when someone is lonely and struggling, it can be hard–if not impossible–for them to realize this.  It is not only perfectly fine for you to set boundaries for when and how long you are available, it is also helpful to your friend in the long run.  By taking care of yourself, you will be more able to be patient and understanding of your loved one.

11.  They likely learned their habits as children.

According to Eating Disorders Online, children are especially at risk.  One study conducted by the Agency for Healthcare Research and Quality found that hospitalizations for eating disorders in children under 12 increased 119 percent between 1999 and 2006.

My friend Maria went on her first diet at age 10, and had her first hospitalization at age 16. She said a lot of her misunderstandings were learned in childhood.

12.  They want you to know that men can have eating disorders as well.

According to Eating Disorders Online, 20% of women and 10% of men will have an eating disorder in their lifetime.  That means 1/3 of eating disorder sufferers are male.

Maria did meat a surprising number of men while in treatment, and she said they encountered a great deal of misunderstanding, because they were not skinny women.

13.  They want you you to know that eating disorders kill.

Eating Disorders Online states that one in five people diagnosed with anorexia will die from the disorder.  People with anorexia are 50% more likely to die by suicide than people without the condition.

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Maria said that she did think of suicide, but she sought help right away.  This is not always the case though.  If your loved one seems depressed or talks about ending their own life, seek professional help immediately.

14.  They want you to know that there is not a lot of funding for treatment.

According to Eating Disorders Online, the government allocates 93 cents in research funding per eating disorder patient, while the average autistic person is designated $88.  So while it is getting more expensive to hospitalize an eating disorder patient, the money to pay for it is not there.

The important thing to remember from this is that your loved one might not be fully recovered when they are released from treatment.  There is a great deal of red tape, and they will need your support as they work their way through it.

15.  They want you to know that most people don’t get treatment.

Eating Disorders Online states that only one in ten people with eating disorders get treatment, due to insurance issues.  This is because eating disorders are hard to diagnose but also because healthcare laws largely consider eating disorder coverage to be non-essential.

Maria was lucky in this respect, but she knows that things would not have gone so well for her, had her family not had adequate insurance coverage.

Maria is now a healthy woman in her 30’s, happily married and the mother of two beautiful children.  She emphasizes that recovery is possible and that most people with eating disorders do eventually get better.

Eating disorders are challenging and often misunderstood.  By better understanding your loved one’s struggles and challenges, you will be a much-appreciated source of support for them in their recovery!

Featured photo credit: BFF/Flickr Creative Commons 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!

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Featured photo credit: Amy Hirschi via unsplash.com

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