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The Power And Pitfalls Of Complete Vulnerability

The Power And Pitfalls Of Complete Vulnerability

The first time I remember being vulnerable was in the fourth grade. It was Valentine’s Day and I was in love – or so I thought.

While waiting for my mom to pick me up from after school daycare (I distinctly recall this memory to this day), my best friend and crush at the time, his friend, and I all sat in a circle playing Jenga by the child-sized lockers. In the middle of our game, he looked up at me, and asked, “So who do you have a crush on?”

My heart stopped. He continued staring as though he already knew the answer, as though my eyes must have given it away, but said nothing and waited for me to respond.

With a bit of hesitation, I raised my finger, pointed at him, and said, “You.”

He smiled, and for a moment, I thought that he would say the same. I assumed his smile meant the feeling was mutual and he liked me too. But, of course, I thought wrong.

The next words out his mouth nearly ruined Valentine’s Day forever for me. He said, “That’s cute…well I have a crush on Natasha [who was my other best friend at the time].”

Looking back, it’s almost comical how quickly my emotions changed within the instant. I went from blissful, hopeful, excited, and nervous to confused, angry, mortified, and ashamed.

How could he? I thought. How could she? (Even though she wouldn’t even found out until middle school).

I was hurt, yes, but even more so I was upset at myself for allowing him to make me feel such a way – a way which made me feel as if my whole world was collapsing all around me and I had no control in the matter.

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I didn’t understand it at the time, but this was the first time I’d ever felt truly vulnerable. And it was one of the worst vulnerable moments in my life, but arguably amongst the most important too.

Earlier this year, I experienced a situation similar to my Valentine’s Day catastrophe. Instead of crying into my parents’ arms for five straight hours, I decided to do some self-therapy and seek out advice from others going through the same thing.

So I read The Year of Magical Thinking, by Joan Didion, wrote some admittedly melodramatic songs, and cried a little, of course, but I also discovered a Ted Talk called The Power of Vulnerability.

By this time, I’d grown up enough to realize what I was going through was a result of my inherently vulnerable nature. I had put myself out there, without my initial hesitation, and fallen flat on my face in the midst of great expectation.

However, when I watched Brene Brown’s “The Power of Vulnerability” talk, I felt the puzzle pieces start to come together in my head. It was as if she was speaking directly to me, but indirectly, by speaking about vulnerability.

In her research, Brown started off by talking about the idea of connection and how humans have this ingrained desire and need to connect with others saying, “In order to allow for connection, we have to be seen, really seen.”

She went on to say that she’d discovered this factor hindering us from connecting with those around us that stemmed from a sense of fear and insecurity. What she’d found was shame.

And underlying that shame and sense of unworthiness was excruciating vulnerability.

When reading The Year of Magical Thinking, I thought what I was going through was a subset of grief – an unnamed, but universal feeling of loss that we have all experienced at the signs of an end. But when I watched Brown’s video, I realized it was the all-too-familiar emotion of shame.

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It was the fear that maybe I wasn’t good enough, maybe there was something wrong with me that made it impossible to continue this connection I’d established. In hindsight, I didn’t need the validation of my worthiness, but I wanted it. I wanted to know I wasn’t still that little girl who wasn’t enough for her first valentine.

I needed to know I was wanted for me.

“When you ask people about love, they tell you about heartbreak…when you ask people about connection, they’ll tell you about disconnection,” Brown pointed out. I realized I was no different then, and admittedly I’m still not.

In being vulnerable and revealing an unseen layer to someone else, I had lost something of myself. I had lost that part of me that feared the unknown, but in doing so, opened myself up to the possibility of rejection. And rejected was exactly how I felt.

But as the video went on and Brown delved further into shame and vulnerability and connection, I realized it was not my vulnerability that had made me feel weakened in the circumstance. Rather, it was my willingness to be vulnerable that made me stronger, and my feeling of shame and rejection that instead belittled me.

Brown’s research then switched to focusing on this idea of “the wholehearted” who are “people who had a strong sense of love and belonging because they believed they were worthy of love and belonging.” She explained that these people had three factors in common: courage, compassion, and connection.

“They were willing to let go of who they thought they should be in order to be what they were,” Brown said.

And even though I had gone through a whirlwind of negative emotions following periods of vulnerability in my life, it occurred to me then and there that I was a wholehearted person. The only difference being that I thought I should be the opposite.

One thing that my best friend has said to me time and time again, which is now lodged in my brain forever, is that she sees me as someone who gives their full 100% when it comes to what I love.

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I love to write so when I do, I put my whole self into my writing. I love music so when I produce songs, I practice them until they’re perfect. And when I love someone, I give everything of myself to that person, even if the future looks unclear or unfruitful.

But when it comes to whom I choose to be with, I expect that same effort. I expect it because I was given that overabundance of love from my parents. Not that it’s a bad thing, but it definitely raised my expectations for relationships beyond the average idealist.

For a long time though, I thought it was a bad thing. I believed myself to be too loving, too caring, and too emotional, which translated into needy, dependent, and irrational for most people.

However, in watching “The Power of Vulnerability,” I started to see that it wasn’t that I was these things. I was anything but needy, having chosen to balance my friends and my relationships equally ever since I could date. My dedication to all aspects of my life reflected a stronger sense of independence than any Beyoncé song could convey.

And irrational could only begin to describe the list of words loosely tossed at me in a feeble attempt to diminish my sense of intuitive knowledge and self.

It was that I was willing to be vulnerable, and thus willing to feel such a way I had.

After the video ended, I spent a great deal of time thinking, really thinking, about who I was. And by the end of it, a whole two hours later of list-making and songwriting, I came to the obvious, but not as understood realization that I was human.

I made mistakes. I wasn’t perfect, and I certainly didn’t try to pretend I was. But above all, I was open enough with myself in order to be vulnerable. And that was arguably what was most beautiful about me.

All of us fear the idea of vulnerability, whether we like to admit it or not. We build walls around us to keep out what scares us most like heartbreak, pain, jealousy, rejection and endings. We distract ourselves with things, places, and people that may not give us much joy, but certainly help us avoid the thoughts that torture us.

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But as Brown states in her video, “When we numb the bad, we numb the good too.”

I’d be lying if I didn’t say I’m terrified of change. I’m terrified of what will happen, or what won’t. To be honest, most of the time I’m crossing my fingers behind my back and hoping to God that a miracle in the shape of a comfortable reality will lend itself my way. But I know that’s not the way it goes.

And ultimately I don’t think I’d accept such a fate.

“To let ourselves be seen, deeply seen, even if there’s no guarantee, we must love with our whole hearts…practice gratitude and joy in those moments of terror…and to believe we are enough.”

In life, there’s no sticker of guarantee. There’s no promise you’re going to make the varsity team, get straight A’s, graduate from college, find the job of your dreams or settle down with the person of your dreams. But if we never try, then there’s a positive guarantee we’ll only be disappointing ourselves.

At the end of the day, I know I’m not perfect. I know I have a lifetime of learning left to go and a list of lessons I have yet to fill. I know I’m still that same little girl who cries to her parents, gives her whole heart and loves even with a question mark hanging in the balance.

But I am enough, whether or not I have a valentine to call my own.

And in looking back, I’m so grateful for those moments of vulnerability and heartbreak and pain because it gave me the courage I needed to continue on, become stronger, and to never give up, even in the face of uncertainty.

It’s not easy to be vulnerable, but who says it has to be a bad thing? I know I wouldn’t have it any other way, and deep down, neither would Brene Brown.

Featured photo credit: vulnerability/rebecca nicole montana 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!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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