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Our brain is an amazingly complex organ that among other things helps us to reason, remember and feel emotion. Because of the way our brain ticks, we often experience and do things that at first glance are not very explicable. For example, why do most people overestimate their knowledge and abilities? Psychological phenomenon ultimately explain why people tend to think, feel, and behave the way they do. If we become aware of the “tricks” our brain can play on us, then we are better equipped to leverage these psychological processes to reach our goals. In this post I introduce you to the Pygmalion effect and show you how it can help you to improve work performance.
What is the Pygmalion Effect?
The Pygmalion effect, also known as the Rosenthal effect, occurs when one’s high expectations causes another person to perform better. It’s a kind of self-fulfilling prophesy that materializes because our expectations and beliefs influence our behavior.
Let’s illustrate with the manager / employee dynamic. There is a manager who is confident in their employee’s skills and knows the employee will deliver great results. Because of this the manager communicates high expectations but also gives the employee enough support to ensure his success.
The employee knows that his manager has high expectations. But he is also aware that the manager really believes in him and supports him. Because of this the employee is more confident in himself and feels empowered to go the extra mile.
Have you ever had a manager that trusts you and at the same time holds you to a high standard?
This was probably very motivating. You may have put in extra time to make an exceptional presentation or worked more meticulously than normal to deliver stellar results.
The example above shows us two crucial things that are needed for the Pygmalion effect to work.
- High expectations must be communicated clearly and perceived accurately. For example, an employee must know that their manager has high expectations and understand what those expectations are.
- Those who are setting expectations must also genuinely believe that the other person is able to deliver. When this is the case, this person feels trusted and empowered to go above and beyond.
Why does the Pygmalion Effect Work?
In 1968 Robert Rosenthal, a leading behavioral psychologist, and Lenore Jacobson, a school principal, wanted to investigate if teachers’ expectations of their students influence their academic performance. The researchers gave an IQ test to children in an elementary school in San Francisco and randomly identified about 20% of the class as having the potential to show unusual intellectual gains in the year ahead. After being tested again at the end of the year, those in the high potential group scored significantly better on the IQ test compared to their peers.
4-Factor Theory
A few years later in 1973 Rosenthal identified a 4-factory theory as to why this effect occurs. These four factors explain how the teachers altered their behavior to work out the self-fulfilling prophesy:
Climate: The teacher creates a warm and supportive climate for those they feel have higher potential.
Input: The teacher gives more input and better-quality materials to the students they believe are more intelligent.
Output: The teacher gives the “high-potential” students more opportunities to participate and engage in the classroom.
Feedback: The teacher gives better performing students more detailed feedback as to how they can improve.
When the student has access to a supportive environment full of resources, they have the “fertile ground” needed to activate and discover their strengths. Because the student knows their teacher believes in them, their own self-efficacy beliefs are strengthened. The resulting “I can” attitude motivates and empowers the student to achieve more.
How does the Pygmalion Effect Function to Improve Work Performance?
The four factors discussed above are also pertinent to the work environment. They can help us answer the question of how to improve work performance using the Pygmalion effect.
On the Manger’s Side
Managers tend to invest more in employees they feel have greater potential or employees that perform better. For such employees managers may:
- Openly communicate that they believe in the employee’s ability to achieve great results
- Give better and more detailed feedback about how to improve
- Provide opportunities to take on more responsibility
- Open the door for more trainings and development opportunities
- Give more support when needed such as being more accessible or giving quicker responses
On the Employee’s Side
The supportive environment created by the manager causes the employee to gain more confidence in their abilities. As a result, the employee will mobilize their knowledge, skills, patience, stamina and resolve to achieve better results.
This is a cycle that drives performance. Because the employee delivers great results, the manager believes in them and supports them. As a result, the employee becomes more convinced of their own abilities and continues to perform well.
5 Ways to Apply the Pygmalion Effect to Improve Work Performance?
Now that we have uncovered the power of this self-fulfilling prophesy, how can we take advantage of it? Do you need to be a manager to activate this? Certainly not. Whether you are an employee or a manager, you can take advantage of this psychological phenomenon.
1. Have High Expectations of Yourself to Improve Work Performance
I like to start with this point, because at the end of the day you’re responsible for your growth and development. Of course, others can have a positive impact on your progress. However, no one will care as much about your growth as you. Also, no one can do more for your development than you. Don’t limit yourself by having low expectations of what you can achieve.
The point is not to beat yourself up or put yourself under crushing pressure to do something great. What I’m saying is you can achieve more and go further. There is no need to compare yourself to others. Aim to reach your potential. Having high expectations of yourself and believing in your ability to reach your goals will foster your growth.
2. Position Yourself as Someone Who Will Go the Extra Mile
Did you know that often times 80% of a company’s sales are made by 20% of the sellers. This is the Pareto principle as it applies to employee achievement and I’ve seen it myself. If you ask me, I want to be in that 20%, because most of the company’s resources are used to develop and retain that group.
Therefore, it’s advantageous to position yourself as a high achiever. I’m not saying that you need to go on burn out course to “prove yourself”. But you want to stick out. Sometimes a manager asks a question in a meeting, and no one says anything. Take initiative and say what you think. If there is an extra task that needs to be picked up, volunteer. Actively seek out ways to have more impact and take on more responsibility. Your boss will take notice and begin to invest in you. If this is not the case, it may be time to find another employer, but that is a topic for another blog post.
3. Find A Mentor to Improve Work Performance
Having a mentor is one of the best ways to take advantage of the Pygmalion effect. This person can be your manager or someone else in your network. Mentors will challenge you and guide you in your professional development. They will also hold you to a high standard and provide you with invaluable knowledge and insights. Mentors see where you need to improve, even when you don’t see it or don’t want to see it. They deliver honest feedback to help you develop in those areas. Mentors also provide encouragement, which is something that all of us need. They can open doors for you and introduce you to the right people. Having this kind of relationship, will help you to perform better and develop quickly.
4. Be Around People Who Will Help You to Grow
It is also important to be around people who will help you grow. Be with those who will build you up and not tear you down. If you are surrounded by others who challenge you and inspire you to achieve more, you will perform better. I don’t like to be the best one in the room. I prefer to be around those who are better than me. In this way I can learn more and never have the feeling I have arrived. This pushes me and motivates me to advance. Choose carefully who you decide to spend your time with. This will undoubtedly shape who you become.
5. Find Someone to Mentor or Invest In
If you want someone to invest in you, find someone else to invest in. Become a mentor to someone else. Help them to advance by communicating high expectations and giving them a lot of support. Of course, these expectations should not be unreasonable as this could have a negative effect. Let this person know you believe in them. By investing in others, you will open more doors for yourself as well. For example, your manager may notice that you have leadership potential and give you the opportunity to take on more responsibility.
Summary of How to Improve Work Performance Using the Pygmalion Effect
With this post I showed you how to use the Pygmalion effect to improve work performance. The Pygmalion effect is a kind of self-fulfilling prophesy in which high expectations lead to better performance.
Many studies have investigated the Pygmalion effect in the work context, mostly as it relates to the manger / employee relationship. When a manager communicates high expectations and at the same time believes in the employee’s ability to meet those expectations, the employee performs better.
Because the manager trusts the employee, he wants to see them do well. For this reason, the manager provides feedback and other necessary resources that improve the employee’s chances of success.
The employee is motivated by their manager’s trust, believes more in themselves, and goes the extra mile to deliver exceptional results. This cycle continues with high expectations driving high performance.
Although research on the Pygmalion effect is often in the context of the manager / employee relationship, you don’t need to be a manger to activate this psychological phenomenon. I identified 5 ways to practically apply to Pygmalion effect to improve work performance.
- Have high expectations of yourself
- Position yourself as someone who will go the extra mile
- Find a mentor
- Be around people who will help you grow
- Find someone to mentor or invest in
I wish you much success in enhancing your work performance. Try to use some of the practical tips in this post to drive your performance to new heights. If you are interested in receiving support through my coachings or trainings feel free to reach out here.
Resources
Rosenthal, R., & Jacobson, L. (1968). Pygmalion in the classroom. Holt, Rinehart and Winston.
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