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5 Truths About Abusive Relationships

5 Truths About Abusive Relationships

The first time it happened I don’t even think it settled in for a day or so. We were in a fight about something when suddenly his hands were wrapped tightly around my neck and I was pinned up against the wall. He didn’t hit me. There was never striking by hand. Most of the time I was shoved and pushed into walls or furniture, shoved up against a wall and pinned against it beyond my will. Thrown head first into a headboard, resulting in a bloody nose. One time in the middle of a fight the shotgun was suddenly taken down off the wall. There is nothing like seeing your partner grab a gun during a fight.

Those were the physical things. The verbal attacks were about as damaging. “You’ll never amount to anything.” Or “If it wasn’t for your long hair you wouldn’t even be remotely attractive. Don’t ever cut it, or you’ll be nothing.” Or “Gee, looks like you’ve lost some weight, I think your ass seems less wide than normal.”

Fear, control, manipulation and threats were a part of my daily life. Combine all that joy with late nights out drinking and you may wonder why I didn’t go running for the door – right? What’s wrong with women (or men) who stay in these relationships anyway? (Domestic abuse victims are approximately 85% women and 15% men.)

Nothing. Well, nothing at the start other than a good heart, a bent towards forgiveness and searching for love in the wrong place. At the end of enduring this type of relationship for any length of time a lot of damage has been done. Over 38 million women will find themselves the victim of abuse at the hands of their intimate partner at some time during their life. See this link for even more sobering facts.

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Here are some insights about abusive relationships from someone that’s been there. Even if you don’t want to admit it, if you are in an abusive relationship then these are truths for you also, as painful as they may be to admit.

1. You are worth more

What starts off as well intentioned forgiveness turns into forfeiting your life for someone who is never going to be capable of being a truly healthy partner. Controlling, abusive partners need help. You are worth more in this life than waiting for their sickness to get better. You are worth a partner that respects you exactly as you are. You are worthy of a partner that does not control you or force you to hide parts of who you are.

What if you even had a partner that was there to be a catalyst – even to your own personal growth in a healthy way? Imagine how far you could go in your life by shedding what is dragging you down. The longer you stay, the more difficult you will find the truth something you believe. Experiencing abuse will eventually rob you of your self-worth.

2. It won’t get better

After every fight you hear promise after promise of how it will get better, and how sorry they are. It won’t get better. Your abusive partner has already shown a lack of respect for you, and that will not improve by putting up with being treated with abuse. Better exists, but not inside this relationship. It took years for them to learn to deal with people in this abusive, controlling, manipulative way. It will take a lifetime for them to unlearn it, and that is only if they want to do the difficult work required with help.

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Back to point one: you are worth more than forfeiting your life. The next time you want to fill yourself with false hope that this could change, please read these facts about your future staying with your abuser.

3. This is not your problem to fix

Being the victim in these relationships can cause you to think, “If only I had dressed better, or cleaned the house better, or been more affectionate… then maybe the fight wouldn’t have started.”

You should never think this way. If you had done everything perfectly the fight still would have started. The abuse still would have happened. Your partner is fighting something in themselves not of you, but taken out upon you. Nothing you do or don’t do can fix them or prevent this from happening again. You are not in control of this situation no matter how wonderful you are to them.

4. There is no prize for who survives the worst

Ask yourself, “Why am I hanging on to this?” What do you have to gain? There is no award at the end of years of long abusive relationships except a heart full of regret. Just because you love this person does not give you to right to forfeit the gift of your life.

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You are worthy of wonderful, healthy, loving blessings. You are not serving your life’s purpose by putting yourself in this jail, wasting your gifts from being shared with the world, under this person’s control and abuse. Fast forward your life to age seventy. What will you regret most?

5. You can help others

Abuse of all sorts is still hidden in our society and not talked about openly. Victims shield their abusers from judgement by staying quiet and not reaching out to others. It is common to stay silent to even your closest family or friends about abuse because of point 2, above – you are still in denial that it will get better. As victims we dream of the day the pain will end and they will see our worth, so we decide not to tell our family and friends. We fear judgement of our partner, our choices and ourselves.

If you believe everything happens for a reason, then maybe the reason this has happened was for you to overcome this struggle and grow from it so you can help others. My situation was not something I often talked about unless I met someone I recognized as possibly in the same situation. In those cases I always shared my story in private and encouraged them to reach out. There are ways to overcome and transcend this part of life.

No, getting out of an abusive, controlling relationship isn’t easy. It’s scary, difficult and at times you will want to retreat. I personally remember about six months of being in fear for my safety in every way. But staying and giving your life up to this person who has zero value for you is not the answer. Reach out to someone you trust. For more resources about what steps to consider to actually get out this is a great link with a helpline link near the bottom of the article.

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Even though my experience with this happened over twenty years ago, it’s still a part of who I am. The experience changed me in a way nothing else could. The most difficult part of the entire thing wasn’t actually the abuse. The most difficult part was letting myself down for not walking away sooner. The most difficult part was forgiving myself for putting up with far less than I deserved. Forgiving myself took far longer than forgiving him.

Remember that when you think about just treading water and just waiting a bit longer to see what happens. Give yourself a chance at life. You are worth so much more!

If you are in, or know someone who is in an abusive relationship, consider checking this link.

If you are in the United States then you can call the National Domestic Violence Hotline at 1-800-799-SAFE (7233) or TTY 1-800-787-3224

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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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