Things do not happen. Things are made to happen.
– John F. Kennedy
Take a good long look at the photograph above. What do you see? What kind of emotions does it bring up within you?Advertising
This scene radiates an abundance of power and positive emotions. Without even knowing the context of the photograph, you can easily tell that John F. Kennedy, 35th President of the United States, was genuinely charismatic. What does this mean? One good way to describe charisma is “personal magnetism,” as described by Olivia Fox Cabane, keynote-speaker and executive charisma coach. In her book, The Charisma Myth, she outlines three keys to charisma that anyone, regardless of personality type, can employ in their daily life.
Presence is the easiest but most misunderstood aspect of being charismatic. How hard is it to be present in an interaction? With our minds wandering about 47% of the time, it turns out, it is quite difficult. Simply put, being present means you have dedicated 100% of yourself to the current interaction. When someone is speaking to you, tune your brain into not only what they are saying, but why they are saying it as well.
Everyone wants to feel important. The best and easiest way to make people feel important is to legitimately listen to what they have to say, and clarify your understanding of their thoughts. This means thoroughly listening to another person’s point of view, instead of planning in your head what you are going to say next. While thinking what you are going to say next, how can you be fully understanding of what another person has to say? When you have an awesome idea, don’t you want people to listen? There is nothing more frustrating than when you have the best idea ever, and nobody seems to want to listen to you. When you finally find someone that makes an effort to understand you, don’t you feel a strong appreciation for them? This is the power of presence, and you can leverage this every day when you interact with people.Advertising
Power is one aspect of charisma that most people find difficult. Power is critical to charisma, simply due to the fact that powerful people attract attention. When you have some kind of desirable knowledge or expertise, people will follow you. People tend to want powerful people on their side. Impressing the boss feels a lot better than impressing the intern, right? The boss has a lot more influence than the intern, so it’s more fulfilling to have them on your side. But if you’re not the boss, how can you come across as powerful? The answer may surprise you.
Studies show that nonverbal communication, also known as body language, makes up around 60% of all interpersonal communication . This implies that your body language is more important than the content that comes out of your mouth. For the common person (a.k.a. not the boss), this is great news. You can convey power without always having something intelligent, witty, or profound to say. The reason that not everyone comes across as powerful is because weakness and insecurity can rear its ugly head in all of your body language and vocal tonality, without you even knowing it. People can easily detect these subtle expressions that you don’t realize you are giving off. So how can you demonstrate powerful body language and vocal tonality?
In order to convey power, it is important to have dominant body language. Claim territory with your body – take up space by comfortably spreading out your arms and legs. Keep your chin up, sit up straight (yes, Mother) and pull your shoulders down and slightly back. Improving your posture has been scientifically-proven to increase testosterone (dominance hormone) and decrease cortisol (stress hormone). Avoid fidgeting and putting your hands near your face or neck – these pacifying behaviors indicate that you are uncomfortable in your environment . Look people in the eye, especially when you are speaking directly to them. This is the most powerful way to deliver a message. One trick I like to remember is whenever I meet someone, I try to find out what color their eyes are right away. This ensures that your first impression demonstrates power and confidence.Advertising
One last key to projecting power is to have good vocal tonality. Make sure that your vocal intonation does not rise excessively at the end of your sentences (as it often does when you ask questions) – this indicates weakness, indecisiveness, and neediness. A recent study done by Quantified Impressions, an Austin, Texas, communications analytics company, showed that the sound of a speaker’s voice matters twice as much as the content of what they are saying. Think about this fact next time you listen to someone that has strong vocal tonality, but absolutely no idea what they are talking about.
Warmth is the final key to charisma, that when combined with the right amount of presence and power, will lead to massive personal attraction. Warmth, unlike presence and power, is the factor that makes you approachable. Warmth is somewhat related to presence, but is more related to providing a feeling of comfort to those you are interacting with. To be warm, it helps to treat others as equals, even though you may be much higher on the social ladder. Making people feel important makes them feel good, and if you are able to become a source of these feelings, people will be attracted to you. Warmth can be achieved by constantly being a source of positive emotions for all around you.
The key to generating massive amounts of charisma is to mix these three qualities in the right proportions. Too much warmth without power can come across as needy. Too much power without presence can come across as arrogant. Too much presence can come across as creepy; you get the picture. It is important to remember that being charismatic does not require an overhaul of your personality- but rather a re-tooling of beliefs about yourself and others that allow you to become a more attractive human being. Experiment with these three qualities to come up with your own personalized charisma concoction, and reap the benefits of becoming a magnetic person.Advertising Navarro, Joe, and Marvin Karlins. What Every BODY Is Saying: An Ex-FBI Agent's Guide to Speed-reading People. New York, NY: Collins Living, 2008. Print.
Featured photo credit: The U.S. National Archives via flickr.com
Last Updated on March 14, 2019
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?
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.
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:
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.
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
- 10 Things Strong Interview Candidates Do That Make Them Get Hired Every Time
- The Most Challenging Interview Questions and Answers You Should Give
- How to Answer Behavioral Based Interview Questions Smartly
- Killer Cover Letter Tips to Nail Every Interview Opportunity
Featured photo credit: Amy Hirschi via unsplash.com