Etty Hillesum & Religion & Holocaust Research Paper

Etty Hillesum and Religion and Holocaust - Research Paper Example The hypothesis that it was God's issue, Etty clarified, was a simple way out. Man made this world (1940's) and its monstrosities, in view of absence of confidence in God. Her confidence and faith in God helped many traverse the appalling occasions before being moved to Auschwitz. She felt life was ludicrous however there were things every distinct individual could pick up. Religion was not unrealistic reasoning. She had an exceptional strict occupation which was outside the ability to grasp of the occasions and somewhat progressively fathomable today. Dread made the primary Gods. Maybe, Etty thought about that dread likewise removed otherworldliness from most. In addition, life itself repudiates the most fundamental of human yearnings: to live without misery and remorselessness in light of the fact that most are not set up in mending the spirit. Life require take a shot at the spirit. This sound trite as an expression yet it was her desire in transforming enduring and pitilessness in to an encounter where some advantage could generated. She made a change in 1943, as she really felt it was not reasonable that she didn't share the enduring of others and elected to be moved.. There are various clarifications of the Holocaust yet non like Etty Hillesum. Her journals composed from 1941-1943 give an extraordinary standpoint to how one young ladies managed the abominations from glimpsing inside. She imparted her motivations to other people. She propelled many. Ester Hillesum was conceived in the Netherlands January 15, 1914. She passed on in Auschwitz November 30 1943. One of the most powerful individual in her short life showed her the benefit of searching inside for the important answers of one's issues . Julias Spier, a psycho-chirologist, concentrated with Carl Jung the method of breaking down the lines of the hand. Etty met him in 1941 at a gathering and afterward in treatment. He indicated her the estimation of composing as a piece of her treatment. In her letter s, she alludes to him as .S. Etty turned into his old buddy and secretary. She kept keeping in touch with her journals for a long time. They are written in the types of letters speaking to a profound excursion. She wished to turn into a writer 'in the event that she made it after the war'. S woke the God in her. She saw that God was ubiquitous in all parts of life. She had two inclinations in her letters: to compose of the God inside her; and to compose of the God of creation and animals. Towards the finish of the journal she unites these two musings. For probably the first time you have started to stroll with God, you need just continue strolling with Him and all of life becomes on long walk ...such a wonderful feeling....(14/07/1942). She kept expounding on God until a mind-blowing finish. God is inside man. Since God could do nothing with what man was doing right now throughout everyday life (WWII), she said it was the ideal opportunity for man to support God. Deal with his essen ce. Don't simply offer him your tears and bitterness yet make his time he has with you as pleasing as could reasonably be expected. Scorn and outrage are the simple course to take however you reserve each option to do as such. Any component of good resentment contacts the spirit. One component of disdain, one molecule a greater amount of contempt added to this world renders it considerably increasingly unpalatable. Life is ridiculous, however man despite everything has libre-arbitre over his appropriate soul. This contempt and hostility which exist in others is additionally in us. I don't perceive some other arrangement other than cleaning our spirits of this decay. We can't improve the outside world without encapsulating gained ground. There is one exercise that can be gained from the war, the need to search inside. A light correlation done in 2011 would be heading off to a malignant growth lounge area, seeing everybody with harsh countenances. Bring a container of chocolates, or m ake a wisecrack for

Covey 7 Habits Analysis

I have consistently been a firm adherent that there are a wide range of kinds of pioneers. To be a pioneer you should have normal capacity, and can tune in and develop. Being in numerous influential positions and positions has helped me to turn into the best individual that I can be. Taking a gander at administration and the executives anyway made me fully aware of another idea. I had at no other time acknowledged how much the two go inseparably. I feel the two words are interchangeable in certain perspectives. My Leadership and Management style helped me to acknowledge what sort of normal aptitudes I have as a pioneer, and what sort of characterized abilities I have as a manager.My â€Å"Lamp† outline truly was part between the two substances. I generally imagined that I was considerably more of a pioneer than a chief. Come to discover I have abilities in the two sides that praise each other. My Leadership style comprises of numerous segments, however the fundamental two are my making capacities and my enabling capacities. I feel that these two are the normal qualities that I have, and they are things that I have developed the more I find out about others, and myself. I have consistently been an innovative individual, the one with the thoughts and new concepts.This has permitted me to be a powerful pioneer in my situations to discover different approaches to get things done, and to be fruitful at executing new thoughts. I additionally can engage everyone around me. This means to get individuals energized and ready to take the necessary steps to achieve the objective or errand we may confront. I do this by having confidence in people around me and giving others the apparatuses they have to lead themselves. My administration style anyway is somewhat unique. I accept the board aptitudes are found out dissimilar to authority traits.Through the positions I have hung nearby, in secondary school, an in the work place I have figured out how to turn out to be pr ogressively capable and thus some fundamental administrative abilities. Through my â€Å"LAMP† I have come to understand my main two administrative abilities are association, and I am very occupation focused. I have not generally been a sorted out individual, and still accept that there is a lot of opportunity to get better. All things considered my hierarchical aptitudes have unfathomably improved while in school and it is because of the jobs I have had inside clubs and associations, and above all my fraternity.Organization didn’t come simple for me, however I understood to turn into a successful chief I should have been sorted out, this straightforwardly means being a viable pioneer too. Poor association can prompt loss of validity and that is something I attempt to avoid. I am additionally very occupation focused. This implies I like to recognize what should be done, by whom, and with a set date. On the off chance that I have the entirety of that I am ready to assig n and land positions completed in a convenient way. Being work focused truly implies I like to have characterized roles.Who’s doing what is a serious deal for me, particularly in administrative and initiative positions. Presently the inquiry is are Leadership and Management the equivalent? I think not. There is an explanation that the two are isolated on the test. Both Leadership and Management aptitudes are crucial when playing any job or position of intensity. The distinctions lie by they way you assume responsibility and take control. Administration aptitudes I feel are things you are brought into the world with. Pioneers additionally are individuals who are profoundly worshipped, somebody who you turn upward to or need to be.While Managerial abilities can be instructed if enough difficult work and exertion is placed in. However directors here and there are not worshipped as a good example on the grounds that generally they will in general be your chief and make to a lesse r extent a work force association. This is the reason I feel having characterized aptitudes in the two regions can make you the best individual you can be. Being an extraordinary pioneer permits you to interface with individuals, energize individuals, and fabricate validity. While being a decent administrator implies you delegate well, you remain composed and on undertaking, and you direct/keep steady over those whom you are managing.According to Kotter in the article What Leaders Do â€Å"Management is tied in with adapting to multifaceted nature. Authority, on the other hand, is tied in with adapting to change. † Good administration is the thing that shields mayhem from happening. Kotter discusses how the board is a significant part in consistency and benefit on the off chance that we take a gander at it from a business angle. This article portrays how the executives is about the complexities and how to great chiefs adapt. â€Å"More change consistently requests more autho rity. † (pg.. 86 Kotter. ) Things are consistently evolving today. This is the reason authority as a training has now become so important.Kotter discusses the capacities of pioneers to run with the change and make things work with no place for inconsistency or disorder. A decent pioneer is somebody who can move with the punches, make sense of another strategy, and assume responsibility at the same time. Initiative is something that takes fearlessness to settle on the extreme choices when something emerges. The two styles albeit distinctive do go connected at the hip. When taking a gander at Leadership and Management corresponding to the Greek people group we perceive that it is so imperative to have understudies who represent both qualities.When acquiring a Leadership job inside a Fraternity or a Sorority you are taking a great deal of obligation. To run a Greek house you should have the help and regard from all individuals, else you can achieve nothing. Brotherhoods and Soror ities were based on the premise that we share similar objectives and goals, it is the Leaders employment to remind everybody that so they can continue together. Initiative abilities additionally prove to be useful when identifying with your individuals. On the off chance that you approach them as an administrator rather than their pioneer they may lose that association with you.With that being said the Managerial side of running a Chapter additionally is significant. I like to think about this as the work side. While dealing with a Greek house you should consistently be on the calculated or off camera work that numerous individuals never truly get an opportunity to see, regardless of whether it be associating with nationals, working with lodging corp. , or going to IFC gatherings. This is the place being a chief assumes a major job in light of the fact that with the entirety of this work authoritative aptitudes, assignment, and arranging all must happen in any case anarchy could occ ur.Once things turn crazy it is difficult to pull them back, that is the reason keeping steady over everything as a director is similarly as significant just like the pioneer that everybody needs to follow. Another approach to take a gander at initiative and the board in every day life is Stephen Covey’s book The Seven Habits of Highly Effective People. The book sees how to be the best individual you can be. The means you have to take to do so is additionally a significant segment in the book. The 7 Habits sets you up to change your point of view toward what it truly intends to be successful, and thus the stuff to be a leader.Habit one is Be Proactive. Sounds quite plain as day yet when you look more top to bottom you can truly gain so much from this propensity. Being proactive is the root to being compelling. It is the initial step away from reliance towards freedom. Being proactive methods stepping up to the plate, completing things, and generally speaking assuming responsi bility for your life. At the point when you become proactive you assume liability for your decisions. You realize what it intends to truly take responsibility and complete things. Being proactive truly is tied in with getting yourself to do what should be done and being responsible for that.I have actually observed myself begin to be increasingly proactive the more established I get. I was an enormous slowpoke when I was more youthful and was continually hurrying to complete things. Presently by being progressively proactive I have discovered time to do others things and take on more obligations as a pioneer. Propensity two is, start in view of an end. This comes down to defining objectives. At whatever point beginning an undertaking or taking something over comprehend what you need to accomplish when you start. This is significant in estimating achievement. In the event that you have an objective you have an objective you are attempting to reach.The progressively hardened the objec tive the more set you up can become while attempting to accomplish it. In the first place an end as a main priority resembles defining an individual objective or statement of purpose that can be applied to everything that you do, along these lines realizing what you can and need to accomplish. I discover propensity two amazingly shrewd. I have consistently been an activator, somebody who wants to begin things and get them off the ground, my concern now and then is once I start I don’t realize where to go. This propensity is truly on that I associated with in light of the fact that I feel it can enable me to set what I need to do and where I need to go when beginning any venture in my life.Habit three is put first of all. As such it is to organize by significance instead of desperation. Ordinarily individuals get got up to speed and stall, abandoning them and continually racing to make up for lost time with due dates. In the book there is a graph called the time the board grid , which shows four quadrants. The perfect quadrant is two, in the event that you are living in this quadrant you have your needs within proper limits and have some spare time to appreciate life. A great many people anyway live in quadrant one, which is emergency the board and failing to have available time as a result of poor pre planning.I see this propensity as one of the more troublesome ones to live by. In my â€Å"LAMP† arranging was my least quality on the administration side. I battle with putting first of all on the grounds that occasionally I actually don't put first of all. This is something since perusing the seven propensities that I realize I have to take a shot at for my own initiative and the board needs. Propensity four is think win-win. This part clarifies all the various sorts of individuals that are out there. It clarifies that a few people are out there just working to benefit themselves and couldn't care less in the event that they push anybody down to ge t where they want.This section centers around taking a gander at life from the viewpoint of win-win. In this way everybody is no more awful off than previously. In the event that we generally went into an arrangement searching for the best alternative for the two gatherings then things wo

7 Interview Questions That Determine Emotional Intelligence

7 Interview Questions That Determine Emotional Intelligence Whether youre a hiring manager that wants to assess the emotional intelligence of a potential employee, a regular person evaluating his or her correspondent or youre doing a self-evaluation, youll surely need some help distinguishing EQ from IQ.While there are a lot of tests that help you determine IQ, its a bit harder to asses EQ since the terms are somewhat codependent.Emotional intelligence is at least as subtle as any other type of intelligence (since there are many types of it).There are many traits of emotional intelligence that you should be wary of. Self-awareness, self-regulation, empathy, motivation and social skills are all trademarks of an emotionally intelligent person, but all of these traits are sometimes elusive and come in many different forms.Having said that, its important to note that EQ (emotional intelligence quotient) may matter even more than IQ or formal education, depending on the type of job the employee will be doing of course.If youre looking for someone who does well in a team, youre going to need a higher than average EQ and if youre hunting for lone wolves (for whatever reason you may have), IQ may be more important. The overall capability of a candidate is thus determined by both EQ and IQ and to help you catch a glimpse of your candidates EQ capacities, weve listed some of the best questions to help you test people for emotional intelligence:1. WHAT IS YOUR GOAL IN LIFE? WHAT ARE YOU AIMING FOR?This is the first ice breaker and a huge one! By asking this youll be able to determine whether the person youre talking to is striving for something spiritual and unique or towards something material and generic.Were not talking religion here and were not stigmatizing matter either. Were talking about whatever lights someone up!If its material goods then you know that the person youre talking to hasnt figured things out because what all of us really want is that sweet release of serotonin. Money and wealth are simply means to an end and if someone mistakes one for the other, you just know that he/she lacks self-awareness.You know that story when John Lennon answers a test question by saying he wants to be happy and they tell him he didnt understand the assignment?Well, how emotionally intelligent are you from 0 to John Lennon? Few things scream Emotional Intelligence like art and artists.Now, we dont all need to be artistic or spiritual, each one of us gets sparked up by different things, but to be in touch with your self (aka self-aware), you need a certain depth… unless youre a shallow person and only a few people admit to being shallow. Youre not one of them, are you?2. WHAT MAKES YOU HAPPY? WHAT DO YOU WANT FOR YOURSELF?Just to specify the former question, if a person mentions wealth let them define or describe wealth for you.This is one of the hardest and at the same time one of the simplest questions out there.By asking this one, youll understand the nature of the candidates motivation.How much were motiv ated depends on what were motivated by.Many people want money and success without really defining what success means for them. You cant be self-aware without specifying your goals and preferences in life.If you dont know what drives you, how are you gonna get it? If you dont get it, you dont get emotionally fulfilled, and being emotionally dull is not really a sign of a high EQ, right?Ask this question to see how well defined your interviewees goals are and how thorough he/she is in quest for his/her (career) passion.3. HOW DO YOU (REALLY) FEEL?This one may sound plain, but its anything but. Its not a matter of courtesy and make sure that the interviewee gets it too.The point of this question is to test the interviewees ability to recognize, understand and verbally articulate his/her emotions. Thats one of the most important aspects of emotional intelligence.Describing the current emotional state with some precision is the first step towards managing emotions and that is what emotio nal intelligence is all about. Its its practical purpose to regulate your own and other peoples emotions.Dont let the interviewee answer plainly. Make him/her tell the whole story.The more they speak the more they say about their emotional intelligence.4. CAN YOU DESCRIBE THE MOST POSITIVE IMPACT YOU EVER HAD ON SOMEONE?Ask this to determine whether the interviewee has leadership potential. Emotional intelligence is a key trait for successful leadership. Judging by the answer, youll see if the interviewee is a team player or not and how influential he/she really is.Youre looking for someone who inspires others and who knows how to motivate people to be the best version of themselves and to always excel in what theyre doing.This question can also help in determining whether a person is prone to helping, coaching and mentoring others.All of these are important aspects of leadership and leadership is what emotionally intelligent people are talented for.The difference between a boss an d a leader is that the latter one has a high EQ. Bosses boss people around or in other words they make them do things they dont want to.Leaders inspire people to want to do things that they didnt even know they were capable of.5. WHATS THE MOST NEGATIVE IMPACT YOU EVER HAD ON SOMEONE?By asking this, you will assess whether the interviewee is influential or not.Some people will give plain and generic answers for one of two possible reasons. Either theyre diplomatic and theyre hiding something or theyre plain and ordinary.If theyre diplomats, they might not be too sincere and open. There are people with traits of emotional intelligence who lack empathy.They understand how the whole emotional mechanism works except for their own which seems to not work at all. These people are called narcissists. Watch out for those.If theyre avoiding the answer, they are too closed off which means that they view others as threats instead of potential teammates.Such people are afraid and potentially ag gressive as they misinterpret other peoples behavior for offensive and then they defend by attacking.If, however, they tell you a story about having a negative impact on someone, they will explain why and how their impact took place. If they understand why and how they are already emotionally intelligent which makes them somewhat culpable.It also might be the case that theyre feeling remorse. Watch out for their body language and facial expressions.6. TELL ME SOMETHING ABOUT YOUR IMPERFECTIONS? WHAT DO YOU THINK ARE THE WEAKNESSES THAT YOU NEED TO WORK ON?Ask this to see how self-critical and self-aware people are.If they respond quickly, it means that theyve already thought it trough which means theyre introspective and strive towards perfecting themselves.It could also mean that theyve prepared for the interview and anticipated your out-of-the-box questions. If they take some time to think thats ok too.Pay close attention to what they consider their weaknesses.The heavier flaws th ey list the more open, sincere and self-aware they are, so thats actually a good thing.Notice the tone of their voice to evaluate how determined and motivated they are to improve.If they sound determined, its a clear display of tendency towards self-management or self-regulation which is one of the most important traits of emotional intelligence.7. TELL ME ABOUT YOUR WORST DAY AT WORK? HOW DID YOU HANDLE IT?By asking this youll determine how an individual does under pressure.The ability to manage affects and maintain composure is a crucial feature of emotional intelligence.If they cant keep their cool, theyre potentially hazardous for themselves and their environment aka your team.If, however, they just felt depressed and suppressed their anger, bitterness, disappointment, discontent or general negativity, theyre still a liability.Suppression is not self-management. Exerting force over yourself in order to adapt is not self-discipline.Self-regulation is being assertive and proactive instead of passive and retroactive.It means understanding the need for a certain manner of behavior and truly wishing to become something else instead of just making yourself be something that youre not.8. IF YOU HAD ALL THE MONEY AND POWER YOU WANTED, WHAT WOULD YOU DO?This question may help you discover what your interviewees are aiming for and how good their aim is.If they explain only what they want for themselves then you know youre dealing with someone self-centered. That could imply that the person in question is self-aware, but not necessarily.If they forget to tell you that they want something for society as well and that they want to have a positive impact on their environment, then they arent taking others into consideration.Now, thats not really a trait of a team player and not being a team player is close to not being emotionally intelligent.If the interviewee doesnt have clear goals and all they can think of is some generic idea of fun like partying and buying a yacht , then you have a hedonist on your hands.Thats not a good sign of emotional intelligence either because, paradoxically, hedonism doesnt make you happier.If your candidate answers by mentioning both individual goals and an impact he/she would have on society and environment then youre dealing with a wholesome, emotionally intelligent character.9. HOW DO YOUR TEAMMATES BENEFIT FROM WORKING WITH YOU? WHATS YOUR PERSONAL WORTH? HOW DO YOU THINK YOU CONTRIBUTE TO THE COMPANY AND THE SOCIETY FOR THAT MATTER?Timing is of the essence here. The time they take to answer the question shows how much thought theyve given the question before.Its also important what comes out of their mouths first. If they start with the numbers and mention making profit and revenue, you know what theyre aiming for.If, however, they say that they could have a positive influence on the atmosphere and that they could motivate others to learn and improve, you might just have an emotionally intelligent person in your ranks.Dont get fooled, its not just about making people feel nice. Employees with high EQ tend to have higher income too. Source: www.talentsmart.com10. WHAT IS YOUR BIGGEST ASSET?A short and simple question to determine how much theyve pondered on what theyre worth and how much they can relate their worth to your expectations.By the complexity of their answer, youll be able to determine if they are self-aware or not, because the shorter the answer is, the less theyve examined themselves.Of course, it can be vice versa. It may happen that theyve already done their share of introspection and that they already have the answers in store.Watch out for the answers depth and aim. Is it a psychological trait or a skill? Does it include something others can use or not?11. CAN YOU TELL ME ABOUT THE TIME YOUVE BEEN (EMOTIONALLY) HURT THE MOST IN YOUR LIFE?This ones a bit tricky. Its not really something you should ask on a first date, but what the heck.Interviewees might answer by putting the blame on others, which is not a trademark of emotionally intelligent people.People with high EQ usually tend to accept ful l responsibility for everything that happened to them.Other than that, they try to understand the process and their assailants motivation rather than put the blame on someone.Pay attention to the level of their bitterness to assess how successful their negativity-management skills are.If they underline the importance of learning a lesson and are actually thankful for the hurt theyve been inflicted because they understand its purpose… then hire them right away!Kidding, but nevertheless, it could mean that their EQ hits the roof.Next, pay attention to what exactly hurt them? Is it a betrayal, disappointment of ideals or expectations or are their Egos sore.By realizing that other people are just agents of emotional damage and that the reasons for it are ideas, expectations, etc., you may come to understand what exactly hurt them. That will point out who they really are.12. ARE YOU AN EASYGOING PERSON?Simple question. The more they make it complex, the less easygoing they are but watc h out for the level of conformism they might exhibit while answering.Being to prone to adaptation can be a sign of emotional intelligence, but its not necessarily so. It can just mean that someone lacks a backbone.Not having a backbone can be a prerequisite for some occupations, but were assessing emotional intelligence here.If theyre spineless, their EQ is either very low or theyre extremely cunning so watch it.13. DO YOU THINK YOURE INTELLIGENT ENOUGH FOR THIS POSITION?This might sound a bit offensive and even better if it does. You can explain the point of the question later if you want to be excused.As for the purpose of the question, its devised to assess the level of someones ego and how much they value themselves.If you think about it, people will admit to all kinds of flaws except that they lack intelligence. Its the characteristic that our sense of personal worth is most associated with.If someone admits to his/her lack of intelligence, it can only imply that they are modes t and self-aware. Stupid people are less likely to admit to being stupid.By asking this, you may insult someone which will give you a chance to assess how they react when theyre assaulted. Watch out for their body language and the tone of their voice.How diplomatic is their answer?Are they defensive?Did they take it as an insult?If they manage their own emotions well and arent easy to disturb then theyre likely to have a high EQ.People like that are more productive too. Source: www.biocybernaut.com14. IS THERE SOMETHING THAT YOU CAN TEACH ME?Coaching talents and skills in mentorship are a big trademark of emotionally intelligent people.If they answer positively, ask what and you may just learn something new.15. YOU KNOW THOSE LITTLE THINGS THAT PEOPLE DO THAT ARE IRRITATING? WHAT IRRITATES YOU THE MOST? CAN YOU MAKE A LIST FOR ME?This is a simple one. Its usually some sort of recklessness and lack of manner that we despise in other peoples behavior.Its sometimes some stimuli that trigger our neurosis that we may recognize as irritating.If your interviewee makes a list without ever mentioning that he/she sometimes does something similar, theyre projecting their own flaws on others which doesnt really scream emotional intelligence.If the list of things that irritate them is long then their emotional management skills are poor. They probably arent that good in managing conflict either.16. TELL ME ABOUT THE 3 TIMES THAT YOU LOST YOUR COOL THE MOST?When they answer, try to look for a pattern in what gets them on fire.If they think too much, look at their faces. Are they thinking because they cant remember when they lost their cool or because they cant decide which time was the worst?People who are generally calm take less time to remember the situations when they werent calm because its weird for them when they lose it.If someone tells you that they dont lose cool, its time for a red alert. Never losing it is like a superpower. How come theyre not evaluating you instead?Pay attention to their explanations. Are they focusing on reasons for loosing cool, are they still surprised they acted the way they did or did they analyze the situation already and come up with the solutions?Did they learn from the situation? Do they make excuses for the loss of control or do they regret losing it? How determined are they not to lose it again?17. WHAT ARE THE 5 KEYS TO SUCCESS?This one is a simple test. Just count the words I and We in their answe rs.In other words, one of the keys they list should concern teamwork.Its an easy question to determine whether theyre team players or not and if they arent well bye, bye EQ.18. WHAT DO YOU DO IN YOUR FREE TIME? WHAT DO YOU DO FOR FUN?How much are their leisure activities oriented towards nurturing their psyche? Do they take time for themselves or do they enjoy group activities?Theres no right answer for this one. If theyre more introverted, they may have awesome analytical skills, but if theyre extroverted, they might have that subtle leadership magnetism that emotionally intelligent people often have.Actually, the introvert and extrovert categories got old so an ambivert might be the best candidate for the emotionally intelligent interviewee.Look for someone who values their alone time and knows how to listen and speak. Look for someone who knows how to lead and follow.That way youll be sure that the person in question took their time to understand and analyze their own and other p eoples emotions, motives, behavior, but that he/she also has people skills and field experience. CONCLUSIONIts not just what they say, but also how they say it that matters. Pay attention to the conjunctions such as: however, still, although, but, etc. These might imply detailed analysis and complexity of someones mind.Its all the nuances that they perceive (or that they fail to perceive) that give out their emotional intelligence.Watch out for body language and signs of short temper or resignation. Listen to their tone of voice. Are they easily excited?Dont be too rash in conclusions or otherwise, you wont turn out to be very emotionally intelligent. There are always more variables in human motivation and relationships than we can account for so keep your mind open for the possibilities you missed.Someone may lack a trait of an emotionally intelligent person but still have a high EQ.Thats why its important to go through all of these questions. Even then, do not rush. Try to underst and rather than judge. Its what emotionally intelligent people do after all.P.S. If their answers are too perfect, they may have read this article as well.