ATNA: All Talk, No Action
a work environment, it’s natural for employees to strive for
attention. While they seek positive attention first – such as
acknowledgment, praise, admiration, and love – they also strive for
negative attention as well – such as criticism, mockery and
contradiction. Of course people prefer positive attention, but if
they don’t get it, most still prefer negative attention to none at
Acknowledgment for Announcements:
Typically, people look for this praise by making personal or
professional announcements to others; their co-workers or even their
managers. When they announce their goals or their achievements, they
are seeking acknowledgment for those intentions.
Here’s an example: While standing in a social gathering, a colleague
announces: “My goal is to climb up the job ladder. I’ll work harder
than ever before, and I will move into an upper management role.”
Some of his co-workers will naturally pat him on the back and say,
“I think that’s a great idea; you are so ambitious!” In this
scenario, the person is receiving praise for his intentions, but not
his actions. This form of verbal acknowledgment is very flattering;
he received attention and thus positive recognition for his
Here’s another example: In a typical sales meeting, the sales
manager wants to know how many leads are likely to convert over the
next quarter. The employees will naturally overestimate their
conversion rates because the higher they shoot for, the more
recognition they receive from their manager. Acknowledgment is given
for the announcements, and as a result, the manager has a certain
expectation from each employee. If those expectations aren’t met,
there is disappointment and possibly serious consequences.
Ultimately employees desire the positive recognition they get
through their announcements. Once they receive the recognition they
desire, often times there is a lack of follow through. After all,
why would someone work toward his announcement if he has already
received the positive praise and attention he was seeking?
Attention for Excuses:
soon as the announced goals aren’t achieved, management will look
for an explanation. Excuses are the common solution, and some people
will be successful with this behavior. Most excuses will lead to
even more announcements, which will result in attention, praise and
For example, if someone complains she couldn’t complete her project
because she is severely stressed, her managers and co-workers may
feel sorry her, offering her advice to help get her life under
control. Now, the “victim,” or the person who should be accepting
the consequences of failure, is receiving attention for making
excuses. If a person sees herself as a victim, she washes her hands
of all responsibility, blames others and sees herself as entirely
innocent. The problem, again, is that if most people strive for
acknowledgment and attention and receive both through their
announcements and their excuses, why should they work for anything
If you’re ready to
focus more on “doing” and less on “announcing,” here are a few
simple rules to live by:
Be a person of action – Don’t announce it, just do it:
Never announce a goal unless you have to in order to achieve it.
Before making an announcement, ask yourself, “Is announcing this
necessary because other people really need the information, or am I
looking for an endorsement?“ If the latter applies, keep it to
yourself and put your first task into action.
Even if one lives up to her announcements, she will always be
perceived as a person of words. However, someone who continuously
brings in results will be perceived as a person of action. Only a
person of action has the respect of her peers and her manager.
Never back – Always forward:
Every excuse is a justification. Every time you blame someone or
something else, you admit you didn’t have power over the
circumstances. A person of action takes matters into his own hands,
explaining why something didn’t work as originally announced.
Always keep in mind how you will achieve the announcement; this way
you don’t have to explain why it didn’t work, but what you can
change to make it work. Don’t think “after” the fact, making excuses
for the past, but think “forward” and do it!
Demand and reward actions, not announcements:
hold others accountable in the same way you hold yourself, never
give praise for an announcement again. Do not compliment prior to
achievement, and do not even agree or nod your head in approval.
Don’t let your co-workers get any praise for their announcements!
Giving acknowledgement for announcements rather than achievements
sets a negative standard, allowing your peers to give too little
recognition for actual accomplishments.
Ignore excuses, force solutions:
excuses. Don’t listen, even if someone tells you, “I just want to
explain…” Simply say, “ I don’t want to know why something didn’t
work. I only want to know how you will make it work. Tell me how you
will do it in the future.” People of action lead simpler, easier and
more successful lives!
Receiving attention through announcements or excuses is rarely
satisfying, and truthfully, it can lead to long-term confidence
issues, depression, and other psychological and physical problems.
By following these simple rules, you will be surrounded by
goal-oriented people, which will make you and your team more
efficient and successful.
When employees aren’t held accountable by the manager or co-workers,
productivity suffers: There is too much talk and not enough action.
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