Relationship Maintenance Management

Like a boss

“Big problems start from little ones”

Maintenance Objective

The purpose of relationship maintenance management is to generate an atmosphere conducive to regenerating and increasing emotional energy committed to the preservation of invested relationship capital between two parties; that is between you and her. Just as with any other goal or objective, if you know where you want to end up, you are vastly more likely to get there. With relationship maintenance management we want to sustain and reinvest those initial feelings, energies and beliefs we have of our partner back into the relationship, in order for it to increase our overall feelings and satisfaction associated with emotional connectedness, intimacy and love, to minimize wear and tear on the relationship and ultimately to preserve it.

A man’s responsibility

Despite incredible transformations regarding gender equity within our cultural make-up, women on a whole still expect and desire men to take the leadership role and be accountable for the health, direction and vitality of the relationship they are in. It is simply your gender assigned role, biologically and culturally expressed and as men we are defined by it- boys just don’t take on these roles. While many women would openly deny this, or profess a measure of egalitarianism towards responsibilities and accountability(what they say), what women actually do is quite revealing…(don’t trust what people say, trust what they do), as indicated by the most cited reason for instigating a dissolvement of a marriage (women instigating divorce 70% of the time), was the wife’s unhappiness within the marriage; that she just wasn’t happy, validated or fulfilled, i.e., not for actual cause or violation of marriage covenants, but an inferred responsibility of the man’s inability to manage and maintain her satisfaction within it. That responsibility falls to you; she says so, society say so and the family court system too.

***I make no bones about it, choosing to be in a relationship vastly increases a man’s obligations three-fold; first mastering himself, second fostering relationship competency within his partner and third in stewarding accountability of the overall relationship. It is little wonder why in this culture with removed incentives towards relationships, that many men are opting out of relationships altogether for a whole host of legitimate reasons, the least of which are the honest complexities and accountability involved in establishing, managing and maintaining a healthy, vibrant relationship.

Dominance associated maintenance

Repeated studies have demonstrated and reaffirmed the common observation of the consistent erotic appeal of male dominance, as sexual cues of attraction and desirability for women in pre-relationship partner selection. Similarly, dominance associated attraction plays out within relationships when men maintain and enforce relationship structures (male leadership-accountability coupled with responsibility in meeting men’s gender expectations culturally and biologically), regulate patterns of behavior acceptability (boundary setting) and are disciplined in the care and adherence of behavioral actions protecting the health and vitality of the relationship (relationship maintenance). These acts of dominance have proven to have considerable impact to not only a man’s desirability sexually within relationships, but as importantly to a woman’s measured satisfaction within that relationship, which is the proven hallmark of relationship longevity, as a slew of studies and surveys consistently prove. Thus the unapologetic masculine trait of male dominance plays a significant role in providing a maintenance response to a woman’s natural hypergamic inclination (see hypergamy) of social and status dimorphism expressed by her partner within a relationship.  If that wasn’t enough, the simple function of dominance in nature is to reduce unnecessary energy expenditure; emotional, psychological and physical stress (ego depletion severely limits an individual’s and a groups efficiency) and the risk of injury between all parties.  When leadership is clearly established, behavioral codes enforced and the health and vitality of the group protected stress between individuals is greatly reduced, individual anxiety diminishes and the overall measure of satisfaction increases.  Women may cringe at the thought of the value of masculine dominance in leadership roles, but the alternative being proffered by feminism leads directly to loss of sexual attraction, relational and marital strife, divorce, single-motherhood, broken families and children raised with first hand understanding that marriage doesn’t work (there’s a -14% risk reduction in marriage if both partners parents are still married.)  Ladies, if you children truly mean the world to you, you’d be wise not just to let your man, be the man, but make sure that he is.  Make sure that he knows his role, obligations and duties and take ownership and accountability for those roles.  I have no doubt you’ll like the results far better than the current alternative.    

Technical competence

The most effective leaders, lead by example. They exemplify themselves as models for other to follow, which means a never-ending process of self-study, reflection, education, training and experience gathering through responsibility and accountability seeking. To be a competent leader, your technical skill sets have to be sufficient enough to supervise and as already explained, you are expected to lead and thus supervise your partner. In relationships, that means your relationship skills, management and maintenance abilities need to be mastered or you will be found to be a deficient leader and thus partner. You simply must understand and be proficient in the dynamics involved in relationship maintenance (see future blog post on relationship maintenance), if not you need to take corrective action to rectify that.

Education pay gap

I believe that this biological and cultural tendency of women to shirk leadership, accountability and responsibility roles even within relationships, plays directly out in the mythical ‘pay gap’ between men and women, when viewed that males tend to take on jobs and careers that require higher and more specialized education, training, experience, responsibility and accountability associated with those jobs, not to mention the health and occupation risks and overall nastiness of the nature of the jobs or careers that they take. As such, it would benefit men highly to recognize this fact, in developing similar highly specialized education, training and experience when it comes to relationships, i.e., that what we do for our careers and jobs, we should equally do for our relationships and as a consequence our lives would likely be enriched and rewarded just as effectively.

(RE: the ‘Pay Gap’- On the whole men tend to do dirtier, nastier and more dangerous work which pays better than cleaner, nicer and safer work conditions that women naturally seem to choose. Within similar career fields, women tend to choose work environments that have more social elements to them and less of a specialized and arduous educational regimen; women tend to be nurses, while their male counterparts become doctors. Those women who do become doctors tend to be general practitioners, which requires vastly less specialized training, education and acquired skills than surgeons, which is a vastly male dominated field.)

An alternative perspective to this position is if your partner is the typical average western woman, seeped in narcissistic ala cart feminist, entitlement, prized-princess, victim cultured mentality, well versed in the ‘single and loving it’ frame of mind, holds divorce fantasy infused marriage beliefs and your relationship maintenance skills are below or at hers, well you and your relationship are doomed.

Maintenance culture

As the relationship CEO, you are responsible for developing and sustaining the maintenance climate of the relationship, for ensuring the relationship is appropriately cared for, that the standard maintenance protocols are established and followed, while providing or directing resources, responsibilities, training, counseling and mentoring within the relationship. These are your maintenance management responsibilities. As too is ensuring that appropriate time is allocated within your relationship strictly for the care and preservation of it and that these efforts are clearly communicated, received and accepted by your partner. This is simply the business end of relationship sustainability. It often tends to be dirty work no one wants or cares to do. Too often we hear the ‘communication is key in a relationship’, nowhere will that be tested more than when communication is difficult, strained and to a very real degree unwanted (nobody like negative feedback), but honesty and open communication during these times is critical. As such, this will require both yours and your partners attention, directed energy and focus upon these efforts. Lip service to these efforts should not be tolerated. Your job is to lead the maintenance efforts; it is both your responsibilities to strengthen the relationship, as a result of it. It is far better and wiser to start that culture of open, honest maintenance centered communication when it’s easy, emotional goodwill is running high and the risk low, than when it’s needed in dire straits.

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