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How To Have Healthy Relationships When You Come From A Broken Family

How To Have Healthy Relationships When You Come From A Broken Family

How do you have healthy relationships when you come from a broken family? This is a question most of us can relate to. Sometimes we can refer to our families as dysfunctional, but learning how to deal with dysfunction can give us the upper hand when it comes to sorting any family drama. To you, a broken family may mean adoption, parent-child turbulence, sibling competition, divorce, or the loss of a loved one, but by embracing your family status (however that may look), you’ll find yourself building stronger, healthier, relationships for the future.

 

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1. You Need To Accept Your Past To Have Healthy Relationships

Okay, so maybe you had a complicated childhood, a rough start to a marriage, or even trouble with the in-laws. These altercations do not and should not define you. Accepting that you had to manage these kinds of encounters not only makes you a stronger person, you’re also wiser for it. The biggest feat to overcoming any broken family situation is knowing that you survived! Although your past can make you feel as if you are withered and jaded (and you have every right to feel that way), step outside of the past because it’s time to live in the present. Life is always just beginning, and healthy relationships are just around the corner. 

2. You Need To Recognize Your Weaknesses To Have Healthy Relationships

We all have weaknesses, it’s a fact. The biggest hurtle is to recognize them, after that, managing them can become a lot simpler. Admitting feelings like jealousy to yourself does not showcase your weakness, but only displays your strengths. It’s time to stop building a wall of excuses and address the root of your problems. Once you get the hang of accepting your weaknesses, managing them won’t feel so intimidating, and all the triggers that once set you off with your loved ones, will soon leave you calm and in-control to build your healthiest relationships yet! 

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3. You Need To Embrace Your Strengths To Have Healthy Relationships

Sometimes in broken families you lose touch with your strengths and what you can actually bring to the table. Right now, it doesn’t matter what anyone has said to you in previous altercations. Today is a new day and once you begin to see your worth and embrace your strengths, others will begin to see your worth too. Healthy relationships start with respect and acknowledgment of each other’s positive characteristics. If you are struggling to find the good inside of yourself, grab a paper and pen and make a list. Think of the things you are good at, think of your talents, and your character traits. It will add up quickly that you are an awesome person to have around and you should be thanked for simply being you. 

4. You Need To Learn To Truly Listen To Others To Have Healthy Relationships

Listening is your greatest tool when building healthy relationships. It helps you practice empathy and compassion which is very important to when communicating to one another. Having the ability to give your undivided attention shows love and appreciation to people, and it works best when it’s reciprocated. It’s easy to always be the one talking, nagging, complaining, or bragging, so when you can exercise self-control and just sit and listen without interrupting the ones you care about, you bring unimaginable amounts of value to the relationship. Everyone wants to be heard, but it’s a gift only a few receive. 

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5. You Need To Control Reactionary Words and Actions To Have Healthy Relationships

In the past, maybe you fought and argued, maybe you ran and hid, how about that really nasty word or accusation you made? Now, in the future be pro-active and use self-control when addressing sticky situations. The best of relationships can break the moment someone feels accused. Relationships are not about blaming or hurting, they are about unity and compromise. We can’t expect to spit fire and get soap bubbles back. Mind what you say, say what you mean, and respect will remain mutual. Words may not break bones, but they sure can kinder souls. 

6. You Need To Respect The Power Of Trust To Have Healthy Relationships

Some people from broken families struggle with relationships because they have yet to feel a since of stability. A part of building a relationship with anyone is being honest and trustworthy. Each party of the relationship needs to feel as if they can trust one another, whether that’s telling a friend a secret in confidentiality, or giving your heart entirely to a lover. Without trust you both become skeptical of one another, as you would be to a stranger on the street. If you’ve lost trust in people because of your broken family, just remember that not all people are the same, and some do deserve the chance to be trusted.

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 7. You Need To Comprehend Teamwork To Have Healthy Relationships

No matter what, every relationship is 50/50. No mistake, decision, or action is just one person’s doing. In relationships most people do things based on the circumstances of the other person. You need to put in what you want out of a relationship, and sometimes that means admitting that you were wrong every now and then, crushing your ego for a smile in return, or scarfing your want for someone else’s need.

8. You Need To Know When History Is Repeating Itself To Have Healthy Relationships

You’ve seen it over and over again, and you can’t figure out how to stop it. It seems as if poor relationships have followed you around your entire life, but you can’t blame yourself for that, you only know what you know. If you happened to have grown up in an environment were relationships were taken for granted, and bad habits were of the norm, the most important thing you can do for yourself is recognize and avoid them. It’s not always about letting go of relationships that don’t help you grow, because it shouldn’t be about using people until they are no good to you anymore. It’s about knowing when to say enough is enough, because the relationship is stumping your growth. If you’re noticing a reoccurring trend that is obviously not working for you, maybe you have to be the one to break the link for new beginnings.

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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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