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5 Fundamentals of a Successful Marriage

5 Fundamentals of a Successful Marriage

My wife and I began dating at 15. Who could have imagined, almost 30 years later, our relationship would have evolved into best friends still infatuated with each other? Here are five fundamentals of a successful marriage which my wife and I have developed over the years.

As we approach our big 2-0 wedding anniversary, I have been reflecting on how our marriage and lives have developed. We are fortunate to have lived the very essence of a twin flame love story. Our marriage is better than I ever dreamed. Since the first day of our marriage, she has always looked forward to our 20th anniversary. Why? I don’t know, but that doesn’t matter because it is important to her.

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As the date approaches, allow me to share with you five of the fundamentals which developed over the years, the keys that evolved our relationship into the dream it is today. What we must remember is that the situations we experience may be out of our control, but our reactions and the resulting effect on our relationship is controlled by you alone. The relationship you allow to develop will define your marriage. Your marriage will define your family and the upbringing of your children…your legacy.

Marriage is Not a 2 Way Street

    It’s not a two-way street

    As newlyweds, people often told us “marriage is a two-way street.” This never made sense to me–a two-way street is a reciprocal situation. A marriage is filled with twists, turns and detours, but never a straight road. Where you think life will take you when first married at 22 is never where you find yourself at 42. In the military, our marriage endures remote assignments, which is military code for 365 days without your family, or an assignment to a location not on your dream sheet/master plan.

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    If you treat your marriage like a two-way street, then you are going a different direction than your spouse. To be successful, you and your spouse must be on a one-way adventure! We found, instead of reciprocating with each other, we must be walking hand-in-hand in the same direction. After some trial and error, we realized the answer to any choice driving a significant change in our family’s future was to discuss our wishes and determine the direction we wanted our family to grow. We continually ask each other if we are happy with the way we are grooming our children, with how we treat each other, and any other aspect of where our family has been or where we are heading. Marriage is not a two-way street; it is a one-way path we chose to stroll down together. We are equally responsible for where it takes our family.

    Deposits must exceed withdrawals

    We all know the times we are needy. You need your spouse to listen to problems, get you something for a headache after a rough day, or just hug you when you are upset. In our family, we explain successful relationships like a savings account. In order to be productive and successful, deposits must always exceed withdrawals. Noted psychologist John Gottman’s exploration of positive-to-negative ratios in marriages revealed that, for a marriage to be successful, the couple must maintain the “magic ratio.” This is a consistent 5:1 ratio of positive to negative statements. Think about that before you say something negative to your spouse next time. For every critique or criticism that makes a withdrawal from the relationship, you must make five deposits of positive statements or experiences to just get back to where you started!

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    Fight elegantly

    In the beginning of a marriage, not only are you unaware of how to live together, you do not know how to fight together either. The smallest spark of anger bears the possibility of WWIII with rehashing of past problems, delving into pet peeves and unrecoverable insults. We had our share early on, as everyone does. As our relationship and my career developed, we decided we must resolve “fights” before we went to sleep. This way, we could wake every day in love and never run the risk of having our last words be heated when we parted for the next day’s activities. Yes, this led to some long nights. Over the years, our relationship has evolved into fewer fights and more simple disagreements. When we argue, we stick to the issue that provoked one of us to anger and do not resort to insults or bringing up past issues. This has allowed us to set a solid example for our children, who will tell anyone that “mom and dad never fight.” After 20 years of spending so much time apart, I think when we do have a disagreement we both just want to hurry up and get to the best part…the make-up kiss!

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      Love’s tide stronger flows

      Although better known in the modern evolution as”‘Absence makes the heart grow fonder,” Roman poet Propertius proclaimed: “Always toward absent lovers love’s tide stronger flows.” Think about it. When you sit down in your living room after work, someone is doing homework and texting, someone else is getting a snack in the kitchen, and most families are watching television. As someone who travels extensively for my job, this is not our norm. We FaceTime and text, email and send letters. Our time has to be planned to align our schedules. Although she is busy being a single mom in my absence, she still allots time to for me. When we are staring at a computer or phone screen video call, our attention is not sidetracked with TV or other events. The time we talk is dedicated to actual deep conversation. The conversation has our undivided attention, so we also listen. I cherish these interactions. Being apart actually brings us closer together.

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        Flirt

        Say “I love you”, “I need you”, “I want you” often. These phrases are not reserved for the dating or newly married. Try to win your spouse over every day and don’t assume she knows how much you love her after you say “I do.” I appreciate my wife now more she will ever know. She gave up her career as a nurse to be a full-time mother. Did she do this as overcompensation for my frequent absence from the home due to my job? Maybe. Does it matter why? No. Is it a sacrifice by her? Yes. To this day, I am in awe of this dedication to our family. I try to earn her love every day. We are still infatuated with each other after 20 years of marriage and proud of it. Stolen phone calls during a 5-minute break at work or a racy text you hope the kids don’t notice on her phone is habit-forming. Years of flirting have made us incredibly good at it. Our teenagers poke fun at us, fake gag, and routinely remind us, “you guys are not teenagers in love!” What bigger compliment could they pay?

        Never forget the spark that brought you together and realize marriage is not a two-way street. It is a one-way path you both choose to stroll down together–both equally responsible for where it takes your family. Choose to make the journey side-by-side, hand-in-hand.

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        Chris Stricklin

        Leadership Consultant

        5 Fundamentals of a Successful Marriage 8 Principles of Dynamic Leadership

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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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