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7 Things I Didn’t Realize I Was Doing Wrong Trying To Be A Good Wife

7 Things I Didn’t Realize I Was Doing Wrong Trying To Be A Good Wife

Being in a committed relationship is a big deal – for me, at least. I’ve always been very independent, so when I met my future husband, it seemed like it was my first relationship, even though we’d been dating since high school. Those relationships seemed like child’s play compared to the commitment we shared, so I had to learn a lot about what I’d done in previous relationships, and what I’d done on my own, and why it wouldn’t work in a marriage. As a result, I found there were quite a few things I was doing wrong trying to be a good wife.

1. I thought my husband’s happiness was my responsibility.

I know everyone has to be happy with themselves, I really do. But when you’re in such a serious, committed relationship, it’s easy to feel responsible for the other person. Because when he’s around me, all his troubles should fade away, right? Wrong! I had to stop and think, “OK, when I’m cranky, does being around someone else automatically make me better? No.” So why was I expecting myself to be that magic potion for him? Just because he’s unhappy or cranky or angry doesn’t mean I did anything wrong, and it doesn’t mean I have to “fix” him. In fact, sometimes when I try to smooth over an issue, he’ll ask me to stop because he needs time to be angry and blow off steam. I had to learn to step back and let him handle his own emotions, and take myself out of that equation.

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2. I wasn’t confronting the issues.

It was too easy to think life was happier if the dust was just shoved under the rug. In reality, that made me angrier about small things because I wasn’t bringing them to my spouse’s attention. Once I started bringing up issues I had, I realized he had done the same thing! We had hidden a variety of problems from each other because we wanted the relationship to always seem happy and smooth. Truthfully, no relationship is like that. We all have problems and part of the joy of marriage is knowing you have a partner who will help you through tough times. After we started sharing every problem, big or small, it was so much easier to deal with daily life, even when there were no problems! We started talking more about positive things and stuff we had done during the day, too, so confronting problems actually opened up our conversations!

3. I was doing all of the domestic work.

I’ve lived on my own most of my adult life; even with roommates, you’re still responsible for your own chores. As a result, I always think I need to do everything myself. I wash my own dishes, I do my own laundry, I take the trash can to the curb on pick-up day. In reality, this isn’t how it should be. When you’re married, you’re in a partnership, and both people need to take responsibility for what needs to be done. After we talked about it, I found my husband actually wanted to do some of these chores! He wanted to feel needed, and he didn’t think of household chores as “woman’s work.” Now he is in charge of doing the laundry every week, taking care of the yard, putting out the trash, and washing the dishes on alternating nights. He also likes cooking and grilling dinners! It’s such a load off my shoulders knowing not only do I have someone to help juggle these chores, but he actually wants to do so.

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4. I was always saying yes.

My husband loves art and painting, and would often ask me to paint with him. I was flattered because to say I’m not very artistic is being generous, and I love doing things with him – especially collaborating on something he loved that might hang in our home. But the more he asked me to do this with him, the more I realized it was taking away my free time. I didn’t have as much time to read or write as I used to, and as a result I felt more stressed because I wasn’t getting my creative outlet. Same as when I stopped say yes every time he wanted company to run an errand. Sometimes you just need to hold your ground and say no to something, even if it’s not a major issue. Did it hurt me to take time to paint with him, or run to the store with him? No, but it took away free time I craved. Always saying yes to someone – whether it’s your husband, another family member, friends, co-workers – means you feel walked on, like you don’t matter as much as they do. You need to be OK with putting your foot down and saying no to things that might give you more time, space or happiness.

5. I always thought I was right.

This might just be my problem, not one all wives have, but I think it’s big enough to be mentioned. A lot of the time I thought I was right because I had lived on my own more, or because I had been more independent, or because it was stuff women were just “supposed” to know more about. I tried to always speak with authority and sound confident, but in reality, I often didn’t know if I was more correct than him. I had always been so independent I felt like letting a man be right meant I was weak or dumb. It took me time to let him be right, but I realized he’s actually a really intelligent man – I wouldn’t be with him if he weren’t!

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6. I expected him to read my mind.

I know how to get people to talk to me, and so I always ask a lot of questions to try and learn what they’re going through and what might help them. So I expect others to do this for me, too. I don’t come home and volunteer information about what happened during my day and how it made me feel. I expected my husband to read my body language and, yes, read my mind and see I was unhappy, then go about talking to me and soothing me on his own. This never happened. It’s just not how people work! He told me he was hurt when I didn’t share with him, because he has always been very open about his days and his emotions. So I started trying to make sure I told him things I’d done, or how I felt, and he started making a point to ask me about certain things so I’d know he wanted me to open up to him.

7. I put other things before him.

This is probably the hardest point for me to get over, and I bet I haven’t really stopped yet. Because I’ve always lived on my own and done things for myself, I can’t get over the mindset I need to do everything, and I need to do it now. Those dishes are stacked on the counter and have to be washed – now! The floor needs to be vacuumed – now! I want to crawl in bed and read a book – now! I know it aggravates my husband because he is much more laid back – especially about housework! But sometimes he just wants to cuddle and talk, or sit on the couch, or watch a movie. I always feel like I need to get things done, or multitask, and this makes him think I don’t want to be with him. I’ve explained to him how my brain works when it comes to this, but it’s not enough to tell in words – I have to show him with my actions. So now when I get frantic about housework or my never-ending to-do list, I take a deep breath and melt into his arms and enjoy being with him.

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Featured photo credit: Matthew Hogan via flickr.com

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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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