Ever wonder why some teams overperform and others don’t?
They’re most likely being led by someone aware of the Pygmalion Effect and using it to their advantage.
The Pygmalion Effect is a psychological phenomenon where higher expectations lead to an increase in performance. The term originates from the Greek myth of Pygmalion, a sculptor who fell in love with a statue he had carved, which then came to life.
When a mentor, manager, or leader has high expectations for someone, that person tends to perform better. This happens because the person in authority, consciously or unconsciously, behaves in ways that encourage better performance.
In other words, the Pygmalion Effect is a type of self-fulfilling prophecy. When people are expected to succeed, they often do because those expectations influence how they view themselves and their abilities.
How do we use the Pygmalion Effect to motivate others?
Using the Pygmalion Effect to motivate others involves setting high expectations for them, communicating those expectations effectively, and providing the support and encouragement needed to help them succeed. Here’s how you can apply this principle:
1. Set High Expectations
As a leader, It’s important that you believe in your team’s potential. Your belief in their abilities is the foundation of the Pygmalion Effect. By clearly articulating your high expectations and letting them know that you believe in their potential to meet these expectations, you are setting the foundation for their success.
2. Provide Support and Resources
You must provide the necessary tools, resources, and guidance to help them succeed. Show them how they can meet the high expectations you’ve set. Also, ensure to make yourself available to answer questions, provide feedback, and offer support. This reinforces your belief in their abilities and helps them stay on track.
3. Encourage a Growth Mindset
Make sure to keep a focus on effort, not just results. Emphasize the importance of effort, learning, and improvement over time. Encourage them to see challenges as opportunities to grow rather than as threats. You must also acknowledge and praise their progress, no matter how small. This reinforces their belief in their ability to achieve more.
4. Provide Positive Feedback
When giving positive feedback, be specific about what they did well. This helps them understand their strengths and how they can build on them. On the other hand, when offering criticism, do so in a way that encourages improvement rather than discouraging them. Frame it as a way to help them meet the high expectations you have for them.
5. Model Positive Behavior
You must set an example. Demonstrate the attitudes, behaviors, and work ethic you expect from them. Your actions can inspire them to strive for similar standards. You must also display confidence in your abilities. Your confidence can boost their self-esteem and motivate them to live up to your expectations.
6. Monitor and Adjust Expectations
The expectations you set have to be high but achievable. Unrealistically high expectations can lead to frustration rather than motivation. On the other hand, if someone is consistently exceeding expectations, raise them slightly to continue challenging them. But if they are struggling, provide additional support or adjust expectations to help them get back on track.
7. Celebrate Successes
Lastly, ensure to acknowledge their achievements publicly when appropriate. This not only boosts their confidence but also encourages others to strive for similar success. Another tip is to offer rewards or incentives for meeting or exceeding expectations. This reinforces the idea that hard work and high performance are valued and recognized.
By setting high expectations, providing support, and offering positive reinforcement, you can motivate others to achieve more than they might have thought possible, leveraging the Pygmalion Effect to inspire and guide them toward success.