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15 Truths About Schizophrenia Many People May Not Know

15 Truths About Schizophrenia Many People May Not Know

You Can Help A Schizophrenic

    “An individual having unusual difficulties in coping with his environment struggles and kicks up the dust, as it were. I have used the figure of a fish caught on a hook: his gyrations must look peculiar to other fish that don’t understand the circumstances; but his splashes are not his affliction, they are his effort to get rid of his affliction and as every fisherman knows these efforts may succeed.” –Karl Menninger

    One per cent of the US population has “schizophrenia,” a term referring to a “mental illness” in which people interpret reality “abnormally.” I am using quotation marks to signify that these words contain much that is controversial. It is the medical profession and the related pharmaceutical industry that defines people in this way to be better able to control or treat them. In the extreme case, if a person is “harmful to self or others,” as judged by a doctor, they can be involuntarily incarcerated in a mental hospital. Life in mental hospitals has been accurately portrayed in the popular movie, One Flew Over the Cuckoo’s Nest. Malidoma Some, a shaman and cultural bridge to the west from an African tribe, was shocked when he visited a fellow student who was placed in one. In Some’s tribe, a person showing signs of what we call “mental illness” would be trained to be a healer. The more appropriate term might be “spiritual emergency” and “spiritual emergence”.

    My Experience As a Paranoid Schizophrenic

    Here is my experience of being a “paranoid schizophrenic;” how I managed to break the cycle of hospitalizations and how I learned what it was like to be stigmatized. In the late ’60’s, I found my Ph.D. program in microbiology to be boring in comparison to the new emerging counterculture. I was involved with alternative schools, radical politics and experimented with psychedelics. Those experiments revealed darker sides of experience with such force that I became aware of realities I was unable to comprehend. When I was interviewed by a psychiatrist, he recommended I sign in to a mental hospital. He was an authority, and I saw no alternatives, so I signed in. It was there I made my decision to drop out of the Ph.D. program. I got out of the hospital a month or two later, but continued to have episodes that brought me back over a period of ten years, until I decided not to go to this extreme ever again.

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    I stopped taking the medications, did not participate in outreach, got an apprenticeship with an artist (which created a new identity for me) and saw an excellent psychologist who pointed out the origin and cause of my problems. She gave me tools that finally helped me out of that mess. In between those hospitalizations, I applied for about twenty jobs and was unsuccessful in landing one, even though employment was not so scarce in those days. There was no freedom of information act then, and I did not have access to my personal file from the university. Being suspicious, I had the file sent to a friend, pretending that I was applying for a job with him. “Don was a campus goodie-goodie”. “Don was brilliant but remote”. These were the “recommendations” from my professors. I felt that this behavior was immoral. Why didn’t they just tell me that they could not give me a recommendation? My adviser claimed that I could never be a teacher—that I should consider working in laboratories instead. Since “schizophrenia” is so widespread, yet so misunderstood, I am listing what a sufferer might want based on my experiences, and also from a landmark publication, Understanding Psychosis and Schizophrenia: Why people sometimes hear voices, believe things that others find strange, or appear out of touch with reality …and what can help.

    1. They want to be treated like anyone else—as human beings with basic human rights

    Freedom, clean air, water and food, and a decent place to live.

    2. They do not want to be judged, pitied or given sympathy

    They want to be understood, with compassion and empathy.

    3. They want to develop a shared understanding of what’s going on and how their behavior affects others involved

    4. They want to be treated with respect, kindness and support

    They want to be accepted—to be loved and supported, and have their views and opinions heard.

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    5. They want others to authentically share their own perceptions and experiences of life with them

    Use “I” statements instead of projecting. Rather than saying: “You are acting crazy”, say: “I feel that your behavior is inappropriate because . . .”

    6. They do not want to be labeled or stigmatized

    They want people to realize that “psychotic” experience is continuous with ordinary experience and is part of the human condition, not an “illness.” They do not want to be considered “ill,” but as unique. They do not want to be thought of as “stuck with an affliction for life.” To be crazy in this insane world is the new normal.

    7. They want regular communication with others

    They want to be able to express how they are feeling. They do not want to be told that their beliefs or perceptions are wrong or imaginary. Instead, they prefer to hear that the other person sees things differently.

    8. They want help (sometimes not treatment but guidance) in order to take responsibility for their behaviors and for their lives

    They do not want to be told what to do, especially by professionals. They do want to develop a shared understanding and description of their problems and hear suggestions on what might help.

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    9. They want an advocate on their behalf, if needed, to mediate between them and mental health staff

    10. They want help in regaining their independence after a crisis

    And they want this help to be at choice and not forced.

    11. They want help in remembering the fun things in life

    They want a partner to go out with and do ordinary things.

    12. They want to be given the opportunity to explain how they understand their experiences and how friends and family might help

    13. They do not want to be identified as their problems

    They want to be seen as a person who is not totally at fault for having them.

    14. They don’t want to be isolated

    They want to meet with others with similar experiences in self-help groups and other settings to feel less alone and learn about what can help.

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    15. They want to take control of their recovery and achieve their hopes and dreams

    Since the incidence of “schizophrenia” is so high, many people have friends and relatives who carry this label. But these types of problems know no boundaries. Many famous successful people have suffered, too. The movie, A Beautiful Mind, tells the story of John Nash, the Nobel Prize winning mathematician, who died recently in a car accident. The football player for the Green Bay Packers, Lionel Drawbridge, also suffered with the “illness.” Musicians known to have it include Peter Green of Fleetwood Mac, Jim Gordon with the Beach Boys and Alice Cooper and Brian Wilson of the Beach Boys. And take note of a renowned artist who was second in line to Andy Warhol, Yayoi Kusama, “Princess of Polka Dots”, who’s been living in a psychiatric hospital in Tokyo since 1977. She recently was featured in the Tate Gallery. Now that you know how common this affliction is, and how you can be of help when you encounter it, I hope you will act on the ideas and spread the word of what “schizophrenia” really is and what it is not.

    Featured photo credit: A man with schizophrenia/http://healthy1st.net/ via healthy1st.net

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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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