Advertising
Advertising

What Are Our Arguments Really About?

What Are Our Arguments Really About?

Assuming that you are a human being reading this – apologises if you are not – I suspect that you will have argued with individuals close to you at various points in your life. Conflicts are sometimes considered to be a negative aspect of life but if you begin to contemplate the situation a little more, arguing can often be a positive, constructive experience. High Existence offers an interesting perspective on why we argue:

WIthin the animal kingdom, if you’re a lion and another lion encroaches on your territory you roar and growl to let the other guy know this is your space. Testing the water, he roars and growls right back at you. Often, after a series of traded threats the outsider will stand down and the argument dissipates. Occasionally, the other lion does not back off and a bloody fight ensues until one is mortally injured or submits. Sound familiar? How often do we argue with our significant others, our siblings, our parents, our friends with the overwhelming need to be right, to be the victor? And what’s wrong with that? Well, wrong is a matter of perspective, but I will say that we are not lions…most of us, anyway.

In our animalistic past, we did in fact have to fight with others to protect ourselves, our family, our territory. In that sense, arguing or fighting is a survival instinct, a threat response. The problem is that during an argument, unless we are very conscious of our feelings, thought processes, prejudices, etc., then our brain automatically defers to that instinct. This means that every time we get into it with someone, the instinctual response is to be right, to dominate. While this may work for animals, it doesn’t yield such effective results for us.

Advertising

Arguing constructively

“If you’re arguing with someone for more than five minutes, chances are it’s not about them or their actions. It’s about you.”

My grandfather

When I first heard that I thought I understood but it has taken me many years to decipher that statement. I’m still finding deeper truth in those words every time I engage in an argument. I’m realizing that staying present in those tough situations is paramount. By ‘present’ I mean taking a moment to breathe, check-in with oneself, and to honestly examine what is there. We cannot argue effectively if we are unaware of what is going on inside. Furthermore, once we confront those thoughts and emotions, we must learn to accept. For instance, if you’re furious, allow yourself to feel furious. Notice, I did not say act furious. But how can I feel something and not let it affect my actions? Isn’t that just repression? Let’s see.

Advertising

Christina (my significant other) left the country for two weeks with some friends. I wasn’t able to accompany her due to work and a few other obligations. We’ve been together for eight years, and it had been a while since we had spent any extended time apart. So we agreed that we would set aside some time each day to check-in. One morning, we had begun one such conversation when suddenly the rest of the group arrived at her room and wanted to have breakfast. She told me that she had to go and I asked if we were going to speak later. She was getting flustered and couldn’t give me a straight answer because she was unsure of the plans for the day. I said, “fine” and we hung up.

I was furious. I felt completely dejected and blown off. In my fury, I sent her a very nasty message telling her how ridiculous I thought it was that she couldn’t make a few minutes for me, and blaming her for being inconsiderate and cruel. In turn, she called me back, full of anger, and told me how inconsiderate was acting. And so we argued and blamed each other for everything and anything. We became two ferocious lions trying to subdue each other.

I had to sit with my fury that day, which was a good thing. It allowed me to examine what was really happening. It had been a long time since I had experienced that sort of anger. Why now? I sat in a meditative state. I focused on my breath first to calm myself, and then on the anger. I allowed the thoughts and feelings to flow. I realized two things. First, when Christina blew me off, I wanted revenge. I wanted her to experience the pain I felt. This realization led to the next: I was feeling lonely and insecure being so far from her for the first time in years. I felt how much I really missed her.

Advertising

The next day, we finally spoke and I told her what I had discovered. There was resistance at first. She was still angry. In turn, I felt my own lingering anger start to rise up. Instead of reacting, I thought about what I had learned. I sat and listened to her talk. She confided that she was feeling stressed out because the trip was non-stop activity, and she was catching a cold. She told me that the way I had acted the day before had really hurt her and made her feel guilty. I apologized for my incendiary behavior, but I also calmly told her that when she more or less hung up on me, I had felt devalued and unimportant. She then apologized, and admitted she could have handled the situation better. We both admitted to still feeling a little angry, and that was OK. No one won. No one lost.

Enslaved to the Unconsciousness

Get the picture? Now imagine what that situation could have been if we had started in the place we ended. Maybe I would have started the conversation that day with the feelings I had been experiencing. In turn, she may have also told me about her troubles. The point is that even before the fight began, we had not been conscious of our mental/emotional processes. If we had, it may not have happened. Or it may have happened regardless, but we would have approached it differently. We would have been able to have a constructive argument from the get-go, which probably would have dissipated much sooner.

We get tangled up in our anger and it blinds us to the truth. The minute that occurs, we start growling, roaring, and blaming. Only when Christina and I spoke peacefully, candidly, and honestly did the healing begin. It then became not about who was right, but about how we were feeling. Why is this so effective? Because you cannot argue with emotion. Your feelings are your feelings and no one can tell you otherwise. The difficult part is learning how to speak openly about those emotions. It can be a frightening and vulnerable position, but those are just more insecurities we must acknowledge and accept.

Advertising

The bottom line is that when we argue with someone else, it is about what’s going on inside of us. When we realize that, then arguments can be an enormously constructive part of life and love. As such, learning how to argue constructively is a must if you want to be in any long-term relationship—romantic, familial, or platonic.

Why We Argue | Highexistence

More by this author

Siobhan Harmer

Siobhan is a passionate writer sharing about motivation and happiness tips on Lifehack.

30 Brilliant Camping Hacks I Wish I Knew Earlier 20 Fascinating Webcams You Can Watch Online Right Now 8 Ways To Stop Emotional Manipulation 30 Of The World’s Most Breathtaking Hiking Trails You Must Visit How You Can Find Peace… On A Map!

Trending in Communication

1 How to Get Motivated and Be Happy Every Day When You Wake Up 2 How to Start Over and Reboot Your Life When It Seems Too Late 3 7 Questions to Ask in a Job Interview That Will Impress the Interviewer 4 If You Think You’re in an Unhappy Marriage, Remember These 5 Things 5 7 Practical Ways to Change Your Thinking and Change Your Life

Read Next

Advertising
Advertising
Advertising

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?

Advertising

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.

Advertising

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:

Advertising

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.

Advertising

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

Read Next