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Are You in Love or in Lust?

Are You in Love or in Lust?

Love or Lust? Or both? Is your relationship headed for long-term success, or is it more of a short-term fling?

Here are 10 ways to find out.

1. Eye contact

Do you and your partner make a lot of eye contact? Partners in lust tend to make less, as the brain’s focus is on gross physical anatomy, as in body shape, the view from a distance, etc. Partners in love tend to do more eye gazing, wanting to travel into each others’ souls. Eye gazing is more emotionally intimate that scanning our partner’s body, and a sign partners are wanting to get to know each other more deeply than just physically.

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2. Games

Partners in lust play more mind games with one another. In dating, partners in lust are more strategic, using manipulations, longing and jealousy to leverage desire. Partners in love dispatch these kinds of games to have a more sincere and transparent communication between them. Partners in love are less concerned with desire, and more concerned with trust and security.

3. Vulnerability

Partners in lust show less vulnerability with one another. Showing vulnerability may be seen as a sign of weakness, something partners in lust can’t afford to do because of the power game still being played. Partners in love want equality, and seek to deepen their emotional relationship by showing more vulnerable parts of themselves.

4. Family

Partners in lust typically are not as interested in one anothers’ past, family members, or complicated aspects of their current lives. They are more focused on physical gratification and pleasure. Partners in lust are not totally in the true friend category yet. They can’t be trusted to really care about the other people important to each others’ lives, they mostly just focus on one another. Partners in love take an interest in each others’ family members, including extended family, and want to understand each others’ past and the nuances of current life experiences.

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5. Communication

Partners in love engage in more ‘meta-communication.’ Meta-communication is exploring the nature of how we interact. Partners in love are interested in making their interactions feel safer, more open and trusting. Partners in lust tend to stick to certain topics, because the nature of conversation is not as important. Conversation, in the case of partners in lust, is more of a prelude to physical intimacy rather than an important intimate experience in its own right.

6. Perseverance & Consistency

Partners in love stick it out with each other and are there for one another even when things get tricky. There is less leaving and being suddenly unavailable when things are annoying or challenging. Partners in lust are less likely to hang in there when the chips are down. Staying consistent during stressful times is a critical part of forming a long-term, stable relationship. For example, partners in lust often leave after sex or during other non-peak ‘filler’ times. Partners in love stay together throughout the day, through the ups and downs of daily experience.

7. Can we have both?

Yes. A relationship can have lust and love. In order to accomplish that, it typically needs to mature in both areas as the relationship grows. For example, as love deepens, do partners keep their romantic lives stimulating, deepening their exploration of physical intimacy as well? Or do their physical lives remain more or less the same as their emotional life matures? Both aspects benefit from tending and attention. A couple needs to focus on deepening their emotional bond in order to expand a sense of love, but also preserve the mystery and novelty that drives lust. A great way to do both is to have a healthy sense of play that extends to both emotional and physical intimacy.

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8. Does love kill lust?

No, not necessarily. But it can. The idea that an emotional friendship will kindle sex drive is not entirely accurate. Feeling safe and connected emotionally is typically good for romance, because both partners need to be able to relax and be vulnerable to deepen their physical relationship. But within that context of overall safety and trust, partners need to know how to turn on the ‘strangerness’ of their physical intimacy as well, to keep things exciting to the more instinctive part of the brain.

9. Does my partner love me?

Tough question. Typically, if people have to think about it, the love is not very strong. On the other hand, there are situations where people do love one another but have trouble being in touch with the part of themselves that feels it. Does your partner consider your needs as well as their own? Do they think about you when you’re apart and do little things they know make your life easier? Do they say sweet things to you about unique qualities you possess that set you part from others? Those are all signs of love. If you partner speaks in generalities about you, using descriptors that apply to half the population (or those with your body type), and doesn’t seem to keep you in mind when apart, it suggests more of a lust-based connection.

10. Can lust turn into love?

Yes. Relationships often begin with lust, then deepen into love. But some relationships don’t deepen into love, because one or both partners are uncomfortable with emotional intimacy, or its not the right fit. If you’re looking for a love relationship, a secure and stable long-term partnership, you want to identify signs of love within the first 6 months. If your relationship has not matured past the signs of a lust-driven relationship by then, chances are it may not, and you should evaluate how ready you both are for a love relationship.

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Featured photo credit: 123RF/pat138241 via 123rf.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!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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