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20 Things Considerate People Don’t Do

20 Things Considerate People Don’t Do

Being considerate may seem like a very underrated virtue these days. We’re often rewarded for putting ourselves first, but being considerate can go a long way. Thanks to the “reciprocity effect,” people are more likely to reciprocate positive actions when you act positively towards them. Here’s a list of 20 things considerate people don’t actually do. Are you guilty of any of these?

1. They don’t think life is a zero sum game

Considerate people have a unique perspective, and they don’t see life as a win or lose game. They understand that life is abundant, so they spread joy and kindness as if it’s infinite. When the gym at LeBron James’s alumni high school needed an upgrade, he was kind enough to donate a million dollars to make it happen. Talk about abundance!

2. They don’t say the first thing that pops into their mind

Considerate people always think before they speak. They’re brutally honest, but share their opinion in such a tactful and thoughtful way that people don’t get offended by what they have to say.

3. They don’t ask uncomfortable questions

Considerate people hate to make others squirm. You won’t hear a considerate person asking super personal or awkward questions. They care about how others feel and make it a point to make them feel comfortable in all situations.

4. They don’t show up late

They understand that time is an important resource and that showing up late shows a lack of respect towards other people. Marilyn Monroe didn’t seem to care about being punctual, as she has been quoted saying, “I am invariably late for appointments – sometimes as much as two hours. I’ve tried to change my ways but the things that make me late are too strong, and too pleasing.” Don’t pull a Marilyn, show up on time.

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5. They don’t judge you

Considerate people know that judging others is a sure-fire way to stop them from confiding in you in the future, so they simply listen without passing judgement. They can appreciate the value of a secret and the willingness to lend an ear to someone in need.

6. They don’t give you unwarranted advice

Considerate people don’t mind giving advice, but they have a sixth sense as to when it is or isn’t warranted. They won’t talk out of turn or give out advice when someone is simply venting after a long day.

7. They don’t take acts of kindness for granted

Considerate people show their appreciation when someone acts kindly upon them, resulting in a positive feedback loop making both themselves and the other person feel good. Angelina Jolie knows the importance of showing appreciation for her fans. When a fan who had been standing in the cold for hours to catch a glimpse of the star had a panic attack, Angelina ran to her side to comfort her.

8. They don’t leave people out

Considerate people always introduce people who don’t know each other and make it a point to engage as many people as possible in a conversation. They’re hyper-aware of including everyone in any type of social interaction so no one is left out.

When a school for the deaf was disqualified from an online contest to win a Taylor Swift concert on campus because pranksters casted votes on their behalf, Taylor Swift personally donated $10,000 to the school and gave students free tickets to her concert.

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9. They don’t lose their temper easily

Considerate people may get upset, but rather than raising their voice or walking away, they know how to control their emotions so they can act rationally and objectively. Media mogul Oprah Winfrey is renowned for meditating regularly to calm both the mind and the nerves.

10. They don’t talk about themselves constantly

They understand that people love talking about themselves and they don’t let their ego get in the way of that. Instead they allow others to talk about themselves as they see fit.

11. They don’t make assumptions

Considerate people don’t assume they know your whole story, as many tend to do. Instead, they actively listen and engage, asking appropriate questions.

12. They don’t constantly put themselves first

They put others’ needs in front of their own and they’re happy to do it. Keanu Reeves famously gave away $80 million to the special effects crew of “The Matrix” as a “thank you” gesture for their hard work.

13. They don’t assume that you like what they like

They don’t think that everyone has the same tastes or preferences. They know that just because they like a certain type of movie or food, it doesn’t mean that you do as well. They’re more than open to the idea of others having different interests.

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14. They don’t forget important life events

They don’t forget birthdays, anniversaries or other important life events. They always show up for those big life moments. When “Breaking Bad” star Bryan Cranston heard a fan of his had brain cancer, he hopped on a 30 minute Skype call with the teenager and sent an ice cream truck to his house.

15. They don’t blow things out of proportion

Considerate people don’t sweat the small stuff. They don’t see problems as huge obstacles, rather they view them as challenges. They know that making small things into a big deal will only make you feel worse. When Kellie Pickler’s friend got cancer and had to go through chemotherapy she shaved her head to show her support, and when asked about it she said simply, “it’s just hair!”

16. They don’t think they know it all

Considerate people don’t pretend they know the secrets of the universe. Rather, they ask you how you feel and get your take first. When Carrie Underwood felt like she didn’t perform at her absolute best, she wasn’t shy about admitting it. Not only did she admit that she wasn’t at her best, but she also donated the proceeds from the concert to the local community!

17. They don’t harshly criticize

They will give you candid feedback, but will deliver it in a way that maintains a positive relationship and shows that they truly care.

18. They don’t equate kindness with weakness

While inconsiderate people may think that kindness is a sign of weakness, considerate people know that kindness brings joy to themselves and their community. After Kanye West and Jay-Z had an enjoyable stay at a New York City hotel, they proceeded to treat the hotel staff to the VIP treatment at their concert.

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19. They don’t interrupt you

Considerate people allow others to fully express themselves before jumping into conversations. They regularly think of others, especially when others are speaking for themselves.

20. They don’t mind giving people the benefit of the doubt

Considerate people know that life is short and that stuff happens. Rather than placing blame or jumping to conclusions, they give people the benefit of the doubt, which keeps their relationships positive and healthy.

Featured photo credit: Cristian Bernal via flic.kr

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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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