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6 Good Reasons to Stop Being The Center of Attention

6 Good Reasons to Stop Being The Center of Attention

Americans are bombarded with manipulative signals from the media on a daily basis. It started generations ago with sexy billboard models, magazines and ad campaigns playing on our insecurities. With the recent rise of reality television, talent-less pop stars, cosplay and the instant gratification of social media, attention seeking behavior has become disturbingly common. Even if you were sheltered from such influences as a child, you probably grew up with a long list of insecurities. This is what the economy and society is built on. The source may be outside of your control, but you still get to decide how actively you want to participate. Attention seeking behavior is unhealthy and it might be destroying your relationships as we speak. Here are a few pointers on how to stop being the center of attention.

Admit Your Problem

The first step to any big behavioral change is to address the problem. Attention seeking behavior is often a source of gratification and positive reinforcement. This means it is unlikely you will modify these behaviors before they have resulted in a level of misfortune to equal or outnumber your positive experiences. Some people never get to this point. If you know yourself well enough to be reading this, you are on the right track. Here are a few questions you should ask before you decide to make a change:

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  • Do you feel threatened when other people are in the spotlight instead of you?
  • Do a lot of people seem to dislike you for unknown reasons?
  • Do you have trouble working with others without being in a position of authority?
  • Do you respond negatively to the success of others?
  • Do you interrupt or talk over people in conversations?
  • How often do you feel jealous? Be honest.
  • Do you require photos to be displayed of everything you do?
  • Would you describe yourself as an exhibitionist?
  • Have you ever been called things like dominant, alpha, or diva?

In answering these questions with unabashed honesty, you should be able to determine if your attention seeking behavior has reached problematic levels. Most people will answer yes to a few of these. If you answer yes to more than half, you might want to keep reading.

Take Inventory of Your Insecurities

Attention seeking behavior is quite often indicative of deep seated insecurities. Start by making a list of the things you are insecure about. Think about where these insecurities came from and why you feel this way. From there, list all the ways in which you are acting out to overcompensate for these supposed shortcomings. Ask yourself whether or not the attention you get from acting out is really doing anything to make you feel more secure or confident in yourself. Then try to think of other, more effective ways you might be able to work on these insecurities. It helps to keep a daily journal of reflections and general observations throughout this process.

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    Observe Your Behavior

    Once you have done some writing and meditated from a distance, try to catch yourself acting out in real time. You will find your motivations are a bit easier to pinpoint from inside the moment. Don’t try to stop yourself at first, just pay attention to what is happening and where it is coming from. Note how the attention makes you feel and what drives you to seek it out. Then, pay attention to the consequences. Did you step on anyone’s toes on your way to the spotlight? Did people praise your performance? How did this praise make you feel? Did anyone seem to be put off by your actions? Why do you think that might be? You should write about these observations in detail to allow for thorough analysis. If you are having trouble getting started, try thinking back every evening to a time when you actively sought out rewards or attention that day. Then write about it in retrospect. If you do this every day for a while, it should get easier for you to catch yourself and think about things in the moment. Try to maintain this mindful presence as constantly as possible once you get the hang of it.

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    Stop Trying to Influence Others

    Many people who seek attention on a grand scale have issues related to control. They have a hard time controlling themselves, yet they are highly motivated to control others. Since others are more heavily influenced by example than intentions, attention seekers spend a lot of time getting frustrated when things do not go according to their plans or wishes. News flash: you cannot expect other people to do what you want them to. You cannot control anyone else, and the more you expect from others the more you will be disappointed. Turn your energy inward and make yourself into a better example of what you want to see in others. Even if nobody else follows suit, at least you will know you are doing your part to make things happen the way you want them to. When you focus on controlling the only thing you truly can – which is yourself – you will be surprised at how much more correctly things get done. In doing this, you are creating a sustainable source of the validation you have always sought from others, and I promise, you will find that it is the real way to increase confidence and eliminate insecurities.

    Understand That Progress Will Take Time

    Once you have addressed a problem like this and made a commitment to working on it, the most important part is following through. This means changing a lot of really bad habits. It is going to be difficult since you are not going to see the changes you are shooting for overnight. Epiphanies take time to sink in. Compulsive behavior often takes years to fully change. While there are many milestones of progress along the way, also know there will be a lot of failure. It is important to take accountability for your foul-ups without punishing yourself too hard or giving up the fight. This is extremely difficult but totally worth it.

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    Seek Therapy

    Only you can trace all the connections between your deepest motivations and the resulting behaviors; however, it helps to have guidance from someone who has studied psychology and is experienced at helping others through such things. There is no way to predict what epiphanies will lead to or result from our most important psychological progress. For you, addressing a compulsive need for attention might only be scratching the surface of much deeper issues. Such is the journey of lifelong learning and self-improvement. Fortunately you do not have to do this alone. Many types of counseling and therapy are available to people who are committed to changing their behavior. The more honest you are with yourself and the more you are able to take criticism constructively, the more effective therapy will be.

    I should conclude by saying that not all attention seeking behavior is negative. It can be very destructive to progress and relationships if it becomes a compulsive obsession, but nobody should seek to do all work from behind the scenes with no recognition. You deserve to see the benefits of your labors. Like with so many other things there is a balance to be sought here. Sometimes you have to experience both extremes before you can find middle ground. Just keep in mind that a confident and secure person isn’t focused on credit or recognition for what he does. He has motivations related to the welfare of others and will give his all with or without getting a medal for it. He is easier for others to relate to because he does not seek constant validation for his accomplishments. In choosing to be less demanding of attention and control, you are increasing your capacity for cooperation with others.

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    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?

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    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.

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    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:

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    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.

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    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

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