

10 "Weird" Reasons People Fall In Love
Picture this. It was a beautiful summer night near the water. He held her close as he gazed into her eyes. She stroked his face before leaning into his kiss. That night, they fell in love. Or did they? While the idea that the couple was destined to fall for each other is enchanting, chances are there are other reasons for human attraction (feelings of falling in love). And some are quite interesting.
As it turns out, the reasons people fall for one another may have less to do with destiny and more to do with biological, psychological, and environmental factors such as attraction, timing, and...owning a dog?
1.Ring by spring. Love forecast.
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Is it possible for warm weather (read: springtime) to have an affect on your love life? Some say yes. A recent blog post shared research from neuroscientists who claim that springtime is the best season for a new relationship to bloom. Naturally, as the days get longer, skirts get shorter, meaning not much is left to the imagination in the fashion department. People wear less clothes and thus, sexual attraction/desires increase. Have you ever noticed that more than flowers bloom in the spring? Online dating app, Zoosk, compared data from ten major cities to see how changes in the weather affected their users.
2.Sex, passion, and physical touch.
Listen, you had me at sex. Not that we actually needed science to tell us that sex produces feelings of love, but as it turns out, there actually is science to support this claim. Well, kinda. Our bodies churn out chemical messengers known as pheromones when we are in close proximity to one another. Therefore, physical contact where there is an exchange of bodily fluids such as sweat or saliva is present manufactures these chemicals. Additionally, sex produces oxytocin, commonly referred to as the love hormone during orgasm and replicates feelings of love but is more likely creating an attachment than actual love.
3.Kissing.
While this may seem obvious, there's actually a more biological reason why kissing increases attraction. Male saliva contains trace amounts of testosterone which can boost the sex drive of a woman. Additionally, evolutionary scientists believe women can detect genetic compounds that are essential for the immune system and will increase their chances of having healthy children. Now if that's not a good reason to spark a makeout session, then I don't know what is.
4.Menstrual cycle (for women).
Did you know that changes in your hormonal levels at different points in your menstrual cycle can trigger certain urges/outcomes? For example, women that are ovulating are rated as being more attractive by men. That's certainly an ego-boost if nothing else, especially when we feel anything but attractive while coping with cramps and excessive water retention. But that's not the only weird side effect of menstruation. A 2012 study found another useful occurrence in women who were strongly bonded to their partner and experienced more intimate physical contact with them during high fertility days of their cycle.
5.The Holy Trinity of Intimacy.
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Robert Sternberg's triangular theory of love proposes that love consists of three elements: passion, intimacy, and commitment, with commitment as the foundational basis and passion being the most unstable. Intimacy refers to the closeness between partners with regard to emotional connection, while passion is more aligned with feelings gained through a sexual connection.
The element of commitment is when partners make a decision to "stop looking" for other partners and pursue a relationship with each other. While each component is separate, they can influence each other. For example, having greater intimacy can lead to more commitment and vice versa. Sternberg's theory can be summed up with the idea that a relationship can exist with a combination of any two (or less) elements, but for a consummate love, all three aspects are required.
6.Tug of war.
There's a popular saying that opposites attract, but the Bible says you must be equally yoked. So which one is? Actually, it's both. Communication theorists call this interplay relational dialectics. You can email me to learn more about that, if you're interested, but what it primarily focuses on is how individuals deal with contractions in their relationship. Generally speaking, attraction grows when you have something in common with a person. This can be liking the same type of music or eating similar kinds of food, or it could be something more substantial like having the same values or beliefs.
But relationships also benefit when partners are not too much alike and can offer something new to each other. The most common contradictions in relationships are the dynamics between introverts and extroverts, affectionate and non-affectionate, and clingy versus independent individuals. The key to a successful relationship is to find a happy medium.
7.Commitment
People think commitment starts with desire, but it actually begins with necessity. Yes, people commit when you're able to fulfill a need they have. Sometimes it's sexual, emotional, intellectual, even financial. But generally speaking, people stick around when they feel like they have a reason to. I've spoken to hundreds of women who have no problem dating and meeting new men, but when it comes time to take the relationship to the next level and commit to each other, they're left wondering why he walked away.
Experts say there are three things that people consider when deciding to commit to someone: how satisfied they are with their partner or the relationship, the availability of options outside of the relationship, and how much they've already invested into the relationship.
8.Looking like your partner’s parents… Say what, now?
Greek mythology relays the tale of a mythical king, Oedipus, whose tragic demise resulted in him killing his father and marrying his mother. From this tragedy, the world-renown psychoanalyst Sigmund Freud coined "The Oedipus Complex" to describe a child's feelings of desire for his or her opposite-sex parent. Recent studies have latched on to Freud's ideas claiming some folks are attracted to people with similar features as their parents such as skin tone, hair/eye color, and the age range they saw at birth. So if it's any consolation for why your ex's new girlfriend is frumpy-looking like his mom, this might explain why. Sigh.
9.Eye contact.
In 1997, Arthur Aron and a group of psychologists conducted an experiment to see if they could "create" intimacy between couples and ultimately make them fall in love. One study consisted of about 50 strangers, a series of 36 questions followed by a two-minute period of complete silence while looking into each other's eyes. Their experiment resulted in an almost 60 percent success rate with several couples going steady and two successful marriages.
10.If you own a dog.
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Several studies have concluded that dogs contribute to social interaction among strangers. A 1992 study by Kelly Ann Rossbach & John P. Wilson showed that the presence of a dog can make a person appear more likable. Research shows that people are more likely to attribute positive characteristics such as being caring, patient, and nurturing to dog-owners. These qualities are commonly cited as reasons people fall in love, thus making them more desirable to date.
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Also known as The Real Black Carrie Bradshaw for her relentless love of shoes and emotionally unavailable men, DeJa K. Johnson is unapologetic in her pursuits to find love, happiness, and orgasms. A graduate of UA Little Rock, DeJa earned a Master's degree in Applied Communication with an emphasis on Interpersonal & Romantic relationships. She is also the founder of TheBreakupSpace.com, a safe space for men and women who need help getting over the loss of a romantic relationship. To connect, you can find her on all social media @TheRealBlackCarrieBradshaw or send her an email to love@TheRealBlackCarrieBradshaw.com.
Rachel Lindsay On Leaving 'Extra,' Betting On Herself, & Entering A Season Of 'Rest And Renew'
There are two words that Rachel Lindsay keeps returning to over and over again: Rest and renew.
The ambitious, self-described “type A” media personality just left one of her more prominent roles after three years, and instead of being anxious about the downtime, she’s finally learning to take a few moments for herself.
When we talk via Zoom in late August, Lindsay, 38, has just returned from a lunch date with a friend, the type of midday social outing she’d never had time for previously. In a week, she’ll be heading to Europe for an Eat, Pray, Love trip. It’s the first time she’s had time to go to Europe in five years.
“You ask me what I have time to do? Take care of me,” she says, beaming.
In the past six years, Lindsay has made a lot of changes. After becoming the first Black woman to lead ABC’s Bachelorette dating series in 2017, she fell in love with Bryan Abasolo, the man she chose on the show, and married him. Enamored with the world of entertainment but also accustomed to the stability that being an attorney provided her, she returned to practicing law in her native Dallas, Texas, while pursuing media opportunities on the side.
For a time, Lindsay would fly herself to Connecticut to co-host ESPN’s Football Frenzy radio show. The role was perfect for the Dallas Cowboys fan and sports fanatic who majored in sports management and once dreamed of becoming an agent. In 2019, when she finally felt she’d saved enough money and made enough connections, she made the leap and left the legal profession behind, determined to bet on her entertainment dreams.
Working as an on-air correspondent for Extra was one of Lindsay’s first big roles as a full-time media personality. In this job, she interviewed celebrities such as Halle Bailey and Anthony Anderson. She also notably conducted the controversial interview with Bachelor host Chris Harrison that subsequently led to his departure from the franchise. After Harrison told Lindsay he felt people needed to have “grace” for a contestant who had attended an “Old South” party, Lindsay publicly announced her plans to distance herself from the series.
Today, she cites changes in Extra’s leadership and her responsibilities as the reason for her recent departure after three years. “I just didn’t fit within the new regime,” she reveals to xoNecole.
Lindsay is currently focusing her energy work-wise on her two podcasts with The Ringer Podcast Network, the Higher Learningshow with Van Lathan, and Morally Corrupt. Despite the extremely different subjects – Higher Learning touches on race and politics while Morally Corrupt finds Lindsay commenting on her favorite Bravo reality shows – she gushes when speaking about both, calling podcasting “the most liberating thing you can do.”
On Higher Learning, she’s challenged by her co-host, Lathan, to think in new ways. She’s regularly in conversation with prominent figures such as Tracee Ellis Ross and Billy Porter.
Lindsay, a “Bravoholic” whose favorite Real Housewives franchise is Potomac and whose favorite Housewife is Nene Leakes, is no less passionate about Morally Corrupt, even if the subject matter is much lighter. “I’ve always loved reality TV because it was such an escape from my real world. Part of me admired people who could put themselves out there in a way that I believed I never could, until I went on reality TV,” Lindsay says.
Courtesy of Rachel Lindsay
The podcast host says she never intended to find love when she went on The Bachelor, and she was surprised when she was asked to lead season 13 of The Bachelorette. Going from viewer to reality TV star quickly opened her eyes to the demands of being a public figure. After receiving initial criticism from viewers about choosing and marrying Bryan Abasolo, she realized she wanted to become more protective of certain aspects of her personal life.
“I quickly learned that we had to protect what we had, and stop trying to prove it to other people and convince people to know what we knew to be true,” she says. “I wish I could share more of my relationship. But the moment you do that, you have to continue to provide more and you have to continue to answer.”
In many ways, Lindsay benefited from being on a show like The Bachelorette, where the contestants are confined to a limited environment over a temporary amount of time. She says she doesn’t think she could ever be on a reality show where she’s expected to reveal all aspects of her life constantly. In fact, she says if she ever had pregnancy news or updates about her relationship with Abasolo, she wouldn’t make a big public announcement.
Since walking away from The Bachelor franchise, the former Bachelor Happy Hour host says she’s been approached to participate in recent seasons, specifically this year’s season with Black lead, Charity Lawson. Lindsay says she ultimately declined to participate. “I just started thinking I can have a relationship with Charity – whose number I do have and I have talked to – outside of the show. I don’t need to come on television to put that out there for other people,” she says.
Reflecting on her life today, Lindsay is trying to learn the benefits of being still. She’s not planning to do any on-air correspondent booked for the time being, and she’s not planning to release another book, the followup to the collection of essays Miss Me with That or the fictional Real Love.
As her 40th birthday approaches in a couple of years, she’s been thinking a lot about the popular quote, “You are, right now, as young as you'll ever be again” from the FX drama Fleishman Is in Trouble. If she does start on a new creative project, it might delve into this notion, she says. “I think I could do something in that space about adulthood and getting older and maybe questioning things in life because I think we all do it,” she tells xoNecole.
Lindsay is not rushing the process, though. For now, she’s remembering to rest and renew.
“We'll see what comes out of this state that I'm in.”
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Let's Get Real: Are Black Women Really In Emotionally Safe Spaces At Work?
The issue of emotional safety at work has steadily been a thorn in the side of Black women for decades, and it doesn't seem to be letting up. Recent research conducted by the creators of Exhale, a mental wellness app for women of color, found that 36% of Black women left a job due to not feeling emotionally safe.
And we all know the debilitating horrors of microaggressions, discrimination, and sexism we've had to deal with at one time or another in the workplace, whether overt or covert. (And don't say you can't relate. At best, you're probably getting paid less than your white male and female counterparts in your industry, so even if you love your job and everyone is "super-nice," you're experiencing one or more of these issues, sis.)
With all that we, as beautiful, ambitious, go-getter Black women, have to deal with at work, what does emotional safety really look like in the workplace? And are we really in spaces where we're truly at ease and able to fully flourish?
What Is Emotional Safety?
In reference to the workplace, emotional (or psychological) safety is defined as "a shared belief held by members of a team that it’s okay to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences," Amy Gallo writes for Harvard Business Review.
The benefits of psychological safety at work are linked to a professional's ability to innovate and perform, as well as their creativity, resilience, and learning.
This psychological safety has positive effects, and a major factor in all of it is the actual team. This sort of safety leads to team members “feeling more engaged and motivated because they feel that their contributions matter and that they’re able to speak up without fear of retribution," Gallo reports, citing insights from Amy Edmondson, the Harvard Business School professor and author of The Fearless Organization, who reportedly coined the phrase “team psychological safety."
It can also lead to “better decision-making, as people feel more comfortable voicing their opinions and concerns, which often leads to a more diverse range of perspectives being heard and considered.” It fosters “a culture of continuous learning and improvement, as team members feel comfortable sharing their mistakes and learning from them.”
Black Women, Diversity and Toxic Workplaces
Further research has found a positive link between psychological safety and diversity efforts due to the fact that this sort of safety ensures inclusion, understanding, and belonging. Many of us have benefited from diversity initiatives and diverse environments where we feel we’re not only learning from people with different levels of experiences and from different walks of life but are being valued.
However, the whole idealistic practice of the so-called workplace diversity can seem like pure gaslighting due to issues such as Black and Hispanic women often being disenfranchised further due to the veiled racism and indifference involved in meeting “people of color” quotas by welcoming professionals who are neither Black nor Brown.
Despite diversity efforts, Black women are still reportedly in "survival mode" at work and are not being "tapped for their skillsets or supported for promotions." According to another recent survey, 75% of Black women say their companies are not taking full advantage of their skills, and 63% said they don't see a path for advancement at their jobs.
And with the latest blows to affirmative action, the safety net of legally forcing companies to level the career opportunity playing field is slowly gaining holes of job insecurity and covert discrimination that Black women have been fighting against for decades.
How can a Black woman feel psychologically safe in such conditions? Add to that the pay gap and the false diagnosis of "imposter syndrome"---another way to gaslight smart, accomplished Black women instead of enacting real systemic change on the part of corporations and the whole system of work in America--and you've got the perfect concoction for super-dangerous, hazardous and unsavory experience for us.
What Can Black Women Do To Feel Safe at Work?
This is quite the loaded question. While we can try self-accountability, job changes, sabbaticals, or leaving the workforce altogether, that takes the ownness away from the true culprits: corporate leaders and legislators. This issue, as the famous term goes, is above us. As managers and leaders, we can, of course, recommend and even enforce better policies that put the emotional safety of Black women---hell, of all women---as a priority.
We can also partner with workplace allies (especially those who do not look like us, as those driving the power structures often do not) to ensure that policies and practices are in place to ensure that Black women can thrive at work without fear of losing their jobs or being quietly fired or derailed simply for our unique choice in hair, our cultural elements such as our names, religions and world views, our tone of voice in meetings, or our unique way of approaching problem-solving.
We can fight legally and continue to use our voices for change. But the true one-hitter-quitter would be if legislators and billionaire CEOs made their mission to actively listen to professionals, conduct real research, implement real disruptive solutions to the problem, and stop giving lip service to grand gestures of "support" when protests or special advocacy months come around.
They have to put their money where their mouths are and conduct training that pinpoints issues like unconscious bias and ineffective communication. They have to pay us equally and actually take our brain power seriously through promotions and leadership roles beyond diversity posts.
Stunted Progress and Solutions
Experts also offer the following tips on how workplaces can be made to facilitate emotional safety:
- Company leaders must have “clear systems and accountability” in order to “create foundations for true psychological safety,” so that Black women have a “safety shield” and aren’t left to “fend for themselves.”
- Company leaders must focus on a "change in systems, not people." This includes, again, policies, the way meetings are run, how promotions are handed down, and the review processes from a human resources standpoint, but aren't limited to those things.
- Leaders are also encouraged to "level up coaching, 360 feedback, and performance management practices to surface potential biases that are negatively impacting the quality and frequency of these conversations for Black women."
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