As a leader, your beliefs about your team’s potential don’t just stay in your head–they shape reality. The Pygmalion Effect is a leadership principle that can transform your business by helping your people grow and perform at levels they may not have thought possible. The question is: Are your expectations for your team creating a virtuous cycle of growth and performance, or are they holding people back?
What is the Pygmalion Effect?
The Pygmalion Effect describes how higher expectations lead to improved performance. It gets its name from Greek mythology, where a sculptor named Pygmalion fell in love with a statue he created, and his belief brought it to life. Psychologists Robert Rosenthal and Lenore Jacobson later studied this phenomenon, showing how teachers’ expectations influenced their students’ academic performance. In leadership, this principle explains how setting high expectations for your team–and communicating belief in their abilities–can inspire them to achieve more than they thought possible. Conversely, the Golem Effect–where low expectations lead to lower performance–shows the danger of doubting your team’s potential.
How the Pygmalion Effect Works
The Pygmalion Effect is a self-reinforcing loop that works like this:
- High Expectations Are Set: A leader believes someone is capable of performing at a high level.
- Behavior Changes: The leader provides encouragement, attention, and opportunities to support success.
- Self-Perception Improves: The individual begins to see themselves as capable, internalizing the leader’s belief.
- Effort and Performance Increase: Confidence drives greater effort, leading to better results.
- Expectations Reinforced: The improved performance validates the leader’s initial belief, starting the cycle again. This virtuous cycle can create a culture of excellence where people thrive and outperform expectations.
Why the Pygmalion Effect is a Virtuous Cycle
The Pygmalion Effect is the ultimate virtuous cycle because success fuels success. When leaders set high expectations, they don’t just inspire better performance–they create a culture where growth and achievement are the norm. Here’s how it plays out:
- Leaders communicate belief in their team.
- Team members rise to the challenge.
- Success reinforces the leader’s belief, prompting even higher expectations. This cycle builds trust, confidence, and momentum–essential ingredients for long-term success.
The Pygmalion Effect in Leadership
To use the Pygmalion Effect effectively, leaders need to adopt specific behaviors that reinforce their high expectations. Here’s how to apply this principle in your leadership:
- Set High, Clear Expectations
Communicate what excellence looks like and why you believe your team can achieve it. Instead of saying, “Let’s try to improve,” say, “I know you can hit this goal because I’ve seen your potential.” - Provide Encouragement and Support
Back up your expectations with action. Offer the resources, training, and feedback your team needs to succeed. - Create Stretch Opportunities
Growth happens outside the comfort zone. Assign challenging tasks that push your team members to develop new skills and build confidence. - Celebrate Progress
Recognize and reward small wins along the way. Positive reinforcement strengthens confidence and keeps the cycle going.
Practical Steps for Business Owners
Here are some actionable ways to leverage the Pygmalion Effect in your business:
- Use Performance Reviews Wisely: Focus on future potential rather than just past results. Help team members set ambitious goals.
- Delegate with Confidence: Show belief in your team by assigning challenging responsibilities.
- Be Intentional with Your Language: Avoid saying, “I’ll handle it myself.” Instead, express confidence in their ability to succeed.
- Build a Culture of Expectation: Make high standards and belief in your team’s potential part of your company culture.
Lessons from the Multiplier Mindset
In Liz Wiseman’s Multipliers, she describes how great leaders multiply the intelligence and capability of those around them. Multipliers amplify their team’s talents by expecting–and enabling–excellence. They use the Pygmalion Effect to bring out the best in people. In contrast, Diminishers stifle potential by setting low expectations, micromanaging, and inadvertently reinforcing the Golem Effect. As a leader, your mindset can either unlock growth or hold your team back.
A Biblical and Inspirational Parallel
The story of Gideon in the Bible (Judges 6) is a perfect example of the Pygmalion Effect. When God called Gideon, He referred to him as a “mighty warrior,” even though Gideon saw himself as weak and insignificant. God’s belief in Gideon transformed his self-perception, enabling him to rise to the challenge and lead Israel to victory. As leaders, we have the same opportunity to call out greatness in our team members, even when they don’t see it in themselves. Our belief can become the catalyst for their growth.
The Risk of the Golem Effect
It’s worth noting the flip side of the Pygmalion Effect: the Golem Effect. When leaders set low expectations, they create a vicious cycle of poor performance. Doubt and negativity kill confidence, effort, and results. Be mindful of the subtle ways you might communicate low expectations–and intentionally counter them with belief and encouragement.
Wrapping Up: The Leadership Challenge
The expectations you set shape your team’s reality. By embracing the Pygmalion Effect, you can create a culture of growth, trust, and excellence. As you lead, remember this truth: People often become what we believe they can be.
What belief or expectation can you raise today to inspire someone on your team to greatness?
Call to Action
Have you experienced the power of high expectations in your own leadership journey? I’d love to hear your story! Share your thoughts in the comments, or connect with us to explore more tools and strategies for building a high-performing team.
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