The Pygmalion Effect, also known as The Rosenthal Effect, is a fascinating phenomenon where a leader’s expectations of their team members can actually influence their performance.
The Pygmalion Effect = Self-fulfilling prophecy
It is essentially a self-fulfilling prophecy. Here are the basic assumptions of this phenomenon.
- High Expectations, High Performance. When leaders have high expectations of their followers, this tends to be associated with high performance. When leaders hold high expectations for their team, believing in their abilities and potential, it creates a supportive and encouraging environment. This motivates team members to strive harder, take on challenges, and ultimately achieve better results.
- Low Expectations, Low Performance. Conversely, when leaders have low expectations of their followers, this tends to be associated with low performance. When leaders have low expectations, it can create a demotivating atmosphere. Team members might perceive that their efforts will not be valued, leading to decreased effort, lower performance, and potentially confirming the leader’s initial doubts.
In sum, people more often than not appear to do what they believe they are expected to do – thus, the self-fulfilling prophecy.
How does The Pygmalion Effect work?
This effect is not magic. Leaders communicate their expectations through various ways:
- Direct communication. Setting clear goals, providing feedback, and expressing confidence in their team’s abilities.
- Nonverbal cues. Body language, tone of voice, and overall demeanor can subconsciously convey trust or doubt.
- Resource allocation. Providing opportunities for growth, training, and challenging assignments demonstrates belief in their potential.
Benefits and potential pitfalls of The Pygmalion Effect
Benefits: When harnessed effectively, The Pygmalion Effect can boost team morale, engagement, and performance, leading to a more successful organization. Communicating high expectations can make a leader more productive as well.
Pitfalls: Unrealistic expectations and biased perceptions can be harmful, creating pressure and anxiety. Leaders should be self-aware of their own biases and strive to create a fair and supportive environment for everyone. It is crucial for leaders to avoid favoritism and ensure expectations are fair, achievable, and based on individual strengths.
Tips for becoming a positive Pygmalion
Our expectations of ourselves, our own self-image and belief in oneself.
Our behaviors are more influential than what we say such as climate, input, feedback, etc.
We are, unfortunately, more effective in communicating low expectations than high expectations.
We want to have our expectations fulfilled, so must develop goals that are considered realistic and achievable. And finally, we must be willing to learn.
Additional useful points about The Pygmalion Effect
The Pygmalion Effect has been demonstrated in various settings, including education, business, and sports. It is important to remember that while powerful, individual factors and external circumstances also influence performance.
If leaders treat their followers as responsible, competent people, they are likely to act that way. If leaders treat their followers as incompetent and irresponsible, they will live up to such expectations. Specific, controllable behaviors communicate one’s expectations.
This constellation of behaviors and their relative importance will differ from one cultural context to another. Thus, in order to be an effective transformational leader, you must have an understanding of the appropriateness and importance of these components for a given context.
In summary, The Pygmalion Effect refers to what leaders expect of their followers and the way they treat them has a significant impact on their performance. By understanding The Pygmalion Effect, leaders can harness its power to motivate and inspire their teams, ultimately leading to a more successful and fulfilling work environment.
