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By Gerd Mittmann (More) • Last updated on October 17.02.2023, XNUMX • First published on 01.07.2019/XNUMX/XNUMX • So far 4823 readers, 1803 social media shares Likes & Reviews (5 / 5) • Read & write comments
Executives often underestimate them Effectwho set their expectations on the Motivation of the team - especially in leadership. In 5 steps you can improve the performance of your team increase.
We often underestimate the effect our expectations have on others. We should know better: if we're lucky, many of us have had a manager in our careers who has had a positive influence on ours Career would have.
If we think back, we probably remember useful things Feedback, Further training measures or continuous support. What we do not take into account, however, is the role that his expectations have played in relation to our work and our self-confidence.
The scientific experiment conducted by American psychologists Robert Rosenthal and Leonore Jacobson in an elementary school in 1965 is a famous example of this effect and shows how strongly our Behavior based on the expectations of others.
Teachers got the information that 20 percent of their students after an IQ test enormous development potential was found. In fact, the students were chosen completely arbitrarily.
When the intelligence quotient was later re-measured, these children had one clear higher IQ than their classmates, in whom no increased performance potential was apparently identified.
But why? The teachers had treated them differently: they were more concerned about these students, were more patient and gave more positive feedback. The teachers' expectations of the students - apparently more gifted - had come true.
In Companys one meets the Pygmalion effect in the same way. Because just like the students in the experiment, the employees also adapt their behavior and their work performance to the expectations of their superiors. Team leaders or managers have a certain perception of the employees' abilities and communicate these constantly - both verbally and nonverbally.
Even if they aren't aware of it, subtle signals like tone of voice, eye contact, and body language convey expectations. And subconsciously, we're all trained to interpret these signals to understand what's expected of us and adjust our behavior.
Thus, when managers believe in the potential of their team members, they behave accordingly, thereby promoting self-confidence and the efficiency of their employees.
At the same time, the opposite is also the case. If an employee fails at a task, fast assumed incapacity. In Future less and less is then expected of him and his self-confidence drops just like his Performance - A vicious circle. In the case of a negative self-fulfilling expectation, one speaks of the "Golem effect".
Take these five possibilities into account and use the Pygmalion Effect in your company to improve its performance in the Team to increase:
So expect only the best of your team and offer them your full support - you will be rewarded with self-confident, satisfied employees and improved performance!
Gerd Mittmann is Vice President Benelux, DACH and Nordics at Fyber NVGerd Mittmann Gerd Mittmann holds a BA in English and Geography from the University of Augsburg. Before joining Fyber, he worked for the US company Shutterstock from 2011-2016, where he was most recently As Vice President International Shutterstock Netherlands BV, overseeing the company's international operations, from product localization to content sourcing, marketing, sales and human resources, he was previously VP of International at WeightWatchers.com for the international subscription business in the greater Asia-Pacific region. Pacific and Europe, Middle East and Africa responsible. He started his career in publishing, where he held various positions at IDG Communications in Germany. All texts by Gerd Mittmann.
Great, very helpful article on an under-noticed topic. Keep it up!
Thanks for the nice comment!
Thank you, that makes me happy!
[...] "Personnel management with the Pygmalion effect - 5 tips: The power of expectation" - We often underestimate the effect that the expectations of others have on us and our [...]
I am not so sure whether the Pygmalion effect can and should be used as a “tool”: “A tool with a fool is still a fool!”. I fear that the effect will have the opposite effect without the appropriate inner attitude (“A fool with a tool is worse than without”). Anyone who simply tries to set high goals out of pure calculation and only because it is “worth it” could experience a blue miracle. This could quickly be perceived as a particularly perfidious type of manipulation. The antennae of fellow human beings for such “games” are very fine! So be careful: It is very important to know the effect (that would be a start), but not so easy to make something out of it. For me, two things are involved: 1. An inner attitude that perceives the other at eye level and not as a malleable mass that can now be “guided” even better by using the Pygmalion effect. 2. The right leadership tools, which, however, only 1. work together to achieve an effect in the desired direction.
It has to be called "A fool with a * tool" is still a fool! "
Hello Mr Professor Widmayer,
thank you for the sensible supplements, that with the inner attitude you have expressed very much. However, I do not really see any contradiction with the statements made by Mr Mittmann in your two points. However, you are welcome to present your opinion in a separate guest contribution.
Regards
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