What do you anticipate the frustrations to be

Every difficulty and every problem takes on larger significance. Communication dies as conflict grows and a destructive, downward vicious cycle is begun. Unless that cycle is broken, dreams of loving family and successful business spanning generations become nightmares. It becomes destructive when others are blamed.

To break the cycle, accusations must be transformed into questions and screams of pain must be understood as cries for help. When one is frustrated, one must learn to ask questions to gain information, feedback and perspective. Who do you ask? Others who might have similar experiences, mentors, and most importantly, the very people who you see as causing your frustration. What do you ask for?

Honest feedback on thoughts and perceptions. Honest appraisals of performance and prospects. Most importantly, ask for help in assessing strengths and weaknesses and advancing toward your goals.

Seek information about yourself and your situation to improve your own understanding, your decision-making abilities and your capacity for action. Ask yourself questions too. Try to clarify your own goals and your own motives. Develop and improve products. List of Partners vendors. Table of Contents Expand. Table of Contents. What the Interviewer Wants to Knows. How to Answer the Question. Examples of the Best Responses.

Tips for Giving the Best Answer. What Not to Say. Possible Follow-Up Questions. By Alison Doyle. Alison founded CareerToolBelt. Learn about our editorial policies. Updated on December 23, Answers that emphasize a measured, controlled response are the most effective. Example Answer When I'm on a tight deadline and working to finish a project, I get frustrated if I run into roadblocks, like if my internet won't load or my partner is slacking off. Example Answer In my last job at ABC company, there was one time when I had a run of frustrated customers on the phone, who were quite rude.

To prepare, start by thinking of strong and relevant adjectives that describe you and your values. Tell the interviewer what they are, then give real examples of how you embody the adjectives. Certainly, you can mention hobbies or interests in your explanation, but keep them relatable to the job. Your potential employer needs to know how you respond under pressure and how you resolve conflicts. Most everyone has a story where they reacted less than ideally to a workplace issue. You can mention one of these experiences if you feel it's appropriate — it could ultimately make your case stronger.

But you can also use an example that didn't happen in the office. The important part is how you describe the resolution, not that there was an issue. Choose an incident in which you were frustrated but overcame the emotional turmoil or one where you had to make a sacrifice that didn't jeopardize the quality of your output.

Your interviewer's asking this question to determine if you're candid, coolheaded and willing to compromise. Choose one or two max. You do not want to come off as boastful, even if you have accomplished a lot. Your discretion in the choices you make will speak far more positively of you than offering an endless laundry list. The example you choose should be something that's not widely applicable, meaning don't mention graduating college. Just don't exaggerate. Many of us tend to dislike this question, but we actually think it's one of the more fun questions you can be asked.

It's an opportunity to showcase how well you really know yourself, which is more critical to employers than many applicants realize. People often get stuck on how to spin a weakness into a positive asset because, admittedly, you shouldn't be telling a potential employer that you have bad habits. Let's say you have a tendency to get distracted. You can tell your interviewer that, but clarify the actions you've taken to remedy it.

Mention that you've now implemented a schedule where you wake up early, work out and set aside the hours from to respond to emails, then don't check again until right before lunch. Demonstrating your drive to better yourself is key. You committed to one professional direction, but you're not feeling it anymore. Can you describe what you saw or heard, or did that was different, right in that moment before you reacted?

There will usually be internal thoughts self-talk that give meaning to the event, and you want your child to start becoming aware of these thoughts. These internal thoughts are often what lead to the feelings. Continue with some gentle, empathic questioning about what this might mean to your child, and how he ended up feeling, in that instant before it turned to frustration or anger. What does that say about you? With this greater awareness, your child will eventually be able to make more appropriate choices for how to deal with the feelings and will tolerate them more easily.

Your child will also be able to tolerate the more vulnerable feelings underneath, and will therefore feel less need to protect himself, or escape from the feelings through the acting out of the frustration and anger. The trick is to develop the association of this sequence with the onset of the frustration or anger. You would work with your child during calm times to offer acceptable choices for ways to express the feelings I know a lot of you have done this already.

You may still need to coach your child through the process of stopping, thinking, choosing before the child can manage it himself. This can create a deep sense of despair and fear that they can never be in control of their world. Some children may even feel individually punished for not being allowed to be in control, and will fight to protect their self-esteem and efforts at self-efficacy.

This can explain why sometimes the smallest incident that seems unjust to them can trigger such intense distress. Think about how scary that would be!