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Top 10 Things You Never Knew about Relationship

Top 10 Things You Never Knew about Relationship

Relationships are mysterious. We fall in love only to realize that life together is difficult and presents unique challenges. How do we merge with another person yet remain independent? Forge a close emotional bond yet stay attracted and excited romantically? Here are 10 lesser-known facts about relationship that will help you build a more fun and fulfilling life together!

1) It’s About Skills, Not Knowledge

We watch TV shows and movies about relationship, read books and talk to our friends. Yet being good at relationship is not about knowledge, it’s about skills. Relationships are stressful. Under stress, higher cortical areas of the brain responsible for calculated thought go offline. What we’re left with is more automatic reactions, often driven by previous experiences with others. Our knowledge about healthy relationship is not as available to us then. What we need are skills that are practiced and woven into our emotional and muscle memory–so automatic that we don’t have to think too much to use them. Even couples therapy models are updating their techniques to help partners build this kind of implicit skill rather than instructing partners on good and bad behavior. What we know doesn’t help us as much as what we can do, especially in moments when we’re running more on animal instinct.

2) We Don’t Teach Partnership Even Though it’s Probably the Most Important Subject

Think about it. What is more important than knowing how to form a solid adult bond with another person? Sure, we could live life alone, but few enjoy that as much as sharing it with someone else. We are social creatures, accustomed to having family and connections with others. But we’re so poorly trained for intimate relationships! I used to wonder why we spent so much time in school on subjects few of us would use and so little time on things like love and caring for one another. Maybe teaching relationship is the domain of families, right? Well, many families don’t model great intimate relationship, so it can be difficult to find role models and training that fits the bill. Knowing how to be close with a person different from ourselves is important not just for our own well-being and happiness, but for that of our kids as well. Kids thrive in secure environments. So, no offense to the engineers out there, but teaching close partnership alongside Algebra II could change the world.

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3) Relationship Determines our Self-Esteem More than our Own Thoughts about Ourselves

We live in a self-reliant, independent culture, right? Even our ‘new-age’ spirituality can promote the idea of self-sufficiency. We’re supposed to be confident, brave, and forge ahead with our true purpose regardless of what others think. How many times do we hear the phrase, I am responsible for my own happiness,” or “what others think shouldn’t affect me? Well, it does. Neuroscience continues to confirm that our sense of self is built in the close relationships with our early caregivers. We don’t know who we are except in the eyes of others. If we are treated well and supported, we assume we are good and internalize a sense of confidence. If we are not treated well, we can lose confidence, develop low self-esteem, guilt, shame, and other limiting feelings. As adults, we hope to develop high self-esteem and sometimes try to find it in individual personal growth pursuits. The science suggests it is more efficient to surround yourself with loving people who believe in and support you, thereby reconstructing a relational path for the brain to develop a positive self-image.

4) Relationship Makes us Smarter

It’s true. Relationship asks the brain to perform tasks that challenge it in helpful ways. For example, to be fair to our partner, we must learn to hold two differing opinions as equal, otherwise our conversations result in a winner and a loser, not a good ‘walk-away’ feeling in relationship. This skill develops a marker of intelligence: The ability to simultaneously hold opposite views as equally valid. If only our politicians were good at that! Relationships make us more mentally flexible. An example of flexibility is the ability to switch from an intellectual to an emotionally-focused conversation. In his groundbreaking book Social Intelligence (2006), acclaimed author Dan Goleman described how relationships require that we be aware of ourselves and another in real time, promoting growth in the social-relational system, which helps integrate the brain’s hemispheres.

5) We Don’t Have the Same Memory of Things so Quit Trying!

Memory is state-dependent, meaning that we encode things into memory through a filter that changes based on stress and emotion. Memory is also formed based on previous experience. Early family experiences, in particular, shape how we perceive and remember events. Many partners still attempt to agree on what was said, or done, in a heated moment. Stop trying. It’s not important to figure it out much of the time anyways. It’s more important to make up, care for each other’s feelings, and move forward. Partners have trouble agreeing on facts because their perception of the same event is actually different in terms of how the brain encodes experience. Research shows that memory is unreliable under stress, such as during family arguments. So next time, don’t try to agree on what happened, just take care of each others’ resulting feelings and remember that memory is subjective anyways!

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6) Money, Sex, Time, Mess & Kids Are Not the Real Issues

Couples researcher Dr. Stan Tatkin has found that the real issues couples argue about are issues having to do with closeness, connection, security and understanding. Because we’re not typically trained or practiced at speaking about those core needs we all have, we use the dishes, the bedroom and the schedule to try to resolve them. The problem with that approach? Those more superficial conversations can’t resolve the deeper need for connection. Very often, when partners feel connected, understood and in love, their annoyance with detail issues seems to vanish. We can tolerate differences if we feel connected. So the next time you find yourself wanting to argue about how clean the house is or a particular philosophical difference, ask yourself, “what am I really wanting to feel with my partner?”

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    7) Many People Think They Made a Mistake Choosing Their Partner When They Chose Well

    OK, so there really are bad choices when it comes to partners. But you’d be surprised how sophisticated and extensive our mate selection process is! Much of it happens unconsciously and is driven by biology and instinct. Subtle chemical signals and familiarities with our family of origin all go into the mix. What often happens, however, is that lacking the skills to take our relationships beyond early phases, we start to think we made a bad choice. It takes some work and practice to make it through the annoyance and reality stages of partnership in which two partners can feel incompatible. But once you do, you realize what a good choice your partner was to begin with. Often the differences that draw us together help us be more complete people, but that takes some growing pains. And due to similarities with early parental relationships, there is tremendous healing potential in later stages of partnership. Those same familiarities, however, can also trigger deep-seated fears along the way. Learn to distinguish real incompatibilities from being stuck in early phases of relationship, and move through those stages to get to the gold of being together!

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    8) Arguing is not a Sign of a Bad Relationship, Not Making Up Quickly Is

    According to relationship scientist Dr. John Gottman, healthy couples argue as a normal part of being together. It’s not arguing per se that indicates a problem in relationship, it’s how we argue and how quickly and effectively we make up. Arguing can actually be an opportunity to deepen your relationship. It exposes differences, releases pent up emotions, and brings more honesty to the conversation. Couples should be careful to not be too hostile in arguments. In fact, secure partners tend to look out for one another even in difficult moments. And more important than whether you have had an argument or not is how well you repair the damage. Strive to make-up, apologize and understand your partner as soon as possible. The longer you feel disconnected, the more negative feelings travel into long-term memory. When arguments are repaired well, we tend to remember the reaching out and re-connection more than the argument.

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      9) Creating Positive Moments Outweighs Processing Negative Ones

      Dr. Gottman also found that couples recover more quickly and build their relationship better by creating positive memories than by spending a lot of time processing negative experiences. Partners can go around and around trying to repair and understand a difference that causes real disconnection. The truth is, most of the issues couples argue about are unresolvable, and don’t need to be resolved. At some point, quit banging your head against the wall and take each other out for a fun day or night out. Go bowling, do something silly together, take an acting class, or one of those partner yoga classes. Make each other laugh, or have your funny bone tickled together by a good comedy show. The shared positive experience and memory goes a long way toward canceling out negative feelings!

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      10) We Talk Too Much

      OK, I know, some people like to talk. And talking can be a way we feel closer. But, when it comes to knowing how we really stack up with our partner, the brain likes it plain and simple. The part of our brain responsible for feeling safe and secure has trouble negotiating meaning out of complex sentences. It prefers short and sweet. To the point. When you really want to convey what your partner means to you and how crazy you are about them, choose powerful words that say what you mean concisely and directly. Gaze into your partner’s eyes as you speak for maximum effect. Some partners can get overwhelmed by too many words at once. Try saying, “I need you,” and “You are the most important thing to me” without any extra words and watch the deepest part of your partner respond!

      Featured photo credit: iStock via istockphoto.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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