Leaders, have you heard of the “Pygmalion Effect?” Have you considered the amount of influence you have over your team members?
The “Pygmalion Effect” is a phenomenon where the greater the expectation placed upon a person, the better they perform. It’s really a form of self-fulfilling prophecy, where people will basically live up – or down – to the expectations and labels placed upon them.
I recently had an opportunity to sit down and watch My Fair Lady – for the umpteenth time. I do like this movie for several reasons. Did you know that it is based on the Broadway production, “Pygmalion” by George Bernard Shaw? The play was named after a Greek mythological character of the same name. Pygmalion was a sculptor who could look at a piece of marble and see the sculpture of his ideal woman, Galatea trapped inside. When he chiseled the marble and created his vision, he stepped back and looked at her and instantly fell in love. He asked the goddess of love to grant his wish and make her come to life.
In the play and movie, Professor of phonetics Henry Higgins makes a bet that he can train a bedraggled Cockney flower girl, Eliza Doolittle, to pass for a duchess at an ambassador’s garden party by teaching her to assume a veneer of gentility. Well, I won’t tell you more. If you haven’t seen it, (really?) go ahead and rent it.
Take a moment now and think about the expectations and labels you place on those who work with you. Think about the language you use and the implications your words have. What are you communicating to team members? Are you communicating confidence or concern about their abilities? Are you telling them in so many words (and actions) that you don’t trust them to do the job right? Or are you indicating to them your faith in their abilities, your support and appreciation for their hard work, and your belief in their success?
I know it can be difficult to focus on the positive with team members. It’s easy to criticize and focus on their mistakes. The problem is, if you dwell on the mistake, the employee is likely to repeat that mistake or to make some other mistake. It has a cascading effect on their self-confidence. A better way of addressing a mistake or shortcoming is to have a private discussion with the employee, opening with some positive observation about their work. Then describe the error, making sure they understand how to do the task correctly. Be sure to finish on a positive note, assuring them of your confidence in them, and noting other successes from the past.
Leaders, I encourage you to re-examine how and what you’re signaling to your team members, because whatever you’re communicating is likely what you’ll get from them: Good, bad, or ugly. But wait, that’s a movie for another post!
Your Turn:
- What expectations/labels do you place on your team members?
- What experiences – good, bad, or ugly – have you had with the Pygmalion Effect that might help the rest of us?
- Chime in here and share your thoughts, examples, and tips:
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Jennifer Ledet, CSP, is a leadership consultant and professional speaker (with a hint of Cajun flavor) who equips leaders from the boardroom to the mailroom to improve employee engagement, teamwork, and communication. In her customized programs, leadership retreats, keynote presentations, and breakout sessions, she cuts through the BS and talks through the tough stuff to solve your people problems.
