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The 10 Best Things Every Mother Ever Told Her Child

The 10 Best Things Every Mother Ever Told Her Child

Whether or not we realize it, most of us operate on default based upon the messages our parents communicated to us as children. If we were lucky enough to have folks who made it their mission to empower us, the chances are better that we take a sense of high self-esteem into the world every day. As we groom our own children to become the planet’s future leaders, remember that what we tell them will influence how they show up for life. Keeping that in mind, here are the 10 best things every mother ever told her child:

1. “I love you.”

There are people in this world who don’t ever hear their parents say, “I love you.” We all want to hear it. We all need to feel it. Not hearing the words, “I love you,” could impair a child’s future ability to express love and affection to others, causing the cycle to repeat.

What the world needs now is love, sweet love.” We each have the chance to make that happen. We can start by telling the child in our lives that we love them…every day.

2. “You can do it.”

In the eyes and heart of a child, the smallest of things can look and feel scarier than they should (Santa Claus, for example). A mother who tells her child they “can do it” is teaching that child to face life’s obstacles with courage and resolve. This child will grow into an adult who will be willing to take risks by looking fear straight in the eye and saying, “Let’s do it!”

The willingness of any individual to keep pushing the boundaries will ensure his or her personal evolution and the expansion of our species. (Think Ben Franklin and the light bulb here!)

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3. “Everything is going to be OK.”

In today’s world, kids face different challenges than any of us ever could have imagined even a decade ago. Unfortunately, more kids are turning to permanent solutions (like suicide) to solve temporary problems. When your child is going through pain, make them a promise.

Promise your child that if they just hold on, the pain will pass, and everything will be OK. By helping to strengthen your child’s determination when life gets to be too much, you will be empowering them with the sliver of hope we all need to feel sometimes. Your child will also learn hard times aren’t forever, and by experiencing pain, a person can come out the other end stronger, wiser, and happier.

4. “Be kind.”

People can be mean. In fact, sometimes these mean people can be our own siblings. The best way to disarm someone else’s meanness is with kindness.

When your child is dealing with a Mean Girls situation, remind them that responding with unkindness will only breed more hostility and drama. It is important for a child to stand up for themself in a situation where they are being mistreated, but coach your child to do this with dignity and respect. If your child will be placing themself in harm’s way by responding (even with kindness), give your child permission to do what they can to remove the mean person from their life (with your support, if necessary).

5. “Be yourself.”

This is the mantra of many parents. It is, however, difficult for parents to truly allow their kids to be themselves. We sometimes treat our children as though they are here to please us. As a result, we can punish them for acting in ways we don’t approve of, but that might be authentic for them.

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The fact is that each of us, including our children, are here to realize our own purpose. It’s difficult to let kids make their own ‘mistakes’ when we ‘know’ how things are going to turn out. As parents, we should understand our children’s decisions are necessary for their personal growth. The lessons they learn from acting authentically will be much stronger than any lesson they might learn from parents just telling them ‘how it is’ or how they ‘should’ be.

You can still coach, guide and reprimand your child. However, by giving your kid some freedom to grow into their fullest potential, you give the both of you a gift: the gift of letting go (for you) and the gift of expression (for them).

6. “After you eat your broccoli, it’s time for bed.”

Moms really know what they are talking about here. To keep your body and mind in optimum performance mode, you must take care of yourself by (drumroll)…eating right, getting exercise, and getting enough rest.

Lead your children by example; give yourself the gift of whole, healthy food and adequate sleep. Help your kids in removing the physical, mental and emotional issues that come with poor health and lifestyle choices. Raise your little ones to be thankful for their beautiful, perfect bodies and to treat those bodies with love.

7. “Time out.”

Life isn’t fair. We don’t always get what we want. When this happens to kids, many go into meltdown mode. Actually…this can happen with adults, too; when our plans are derailed by something or someone, it can cause an individual to react out of anger or descend into a bout of despair.

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When things go sideways, cultivate in your child the value of taking a ‘time out.’ By learning to stop, step back, and breathe, your kid will learn to regroup. A time out will allow your child the chance to consider a different perspective and potentially redefine the situation in a way that works for him or her. The ability to do this as an adult enables us to create our own happiness by choosing how we will manage things that don’t go our way.

8. “Say, ‘Thank you.’”

Raise a child to say, “Thank you,” so they can learn good manners. More importantly though, teach your child to feel gratitude in their heart for every minute of every day. Regardless of what drama and pain might be happening, there is always an opportunity for something greater in that difficult experience. By raising a child to be thankful in the midst of turmoil, you will be nurturing a resilient human with the power to shift any circumstance into something amazing.

9. “Never quit.”

Life can be hard, even for a kid. School gets tough. So do relationships. As we get older, competition for jobs, money and status turns fierce.

Whatever it is your child wants to accomplish, they should remember to keep on trucking even after failure strikes once, twice, or hundreds of times. Your child should understand that just because they haven’t gotten something ‘right’ yet, things aren’t over. Tell your child that if they hold a dream, they should never quit, and should take little steps every day for as long as they have that dream in their heart.

10. “It’s OK to quit.”

Sometimes dreams change. Sometimes we realize we don’t want something we once did. However, sometimes giving up the pursuit of a dream feels like failure even if we really don’t want the dream anymore.

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Give your child permission to call it quits. Remind them that if they are quitting something because that is what they truly want, there is power in quitting. This will serve your child well as they grow into an adult who wants to make a change—be that from a college major, a job, a career, or a life partner.

If you are a parent, remember the force behind these 10 best things every mother ever told her child. Choose your words wisely. Those words will be largely responsible for your child’s destiny and our collective future on this planet.

Featured photo credit: bright picture of hugging mother and daughter via shutterstock.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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