Motivation Pygmalion

"If you behave with a girl like a lady, she will behave like a lady".

(The musical "fair lady")

 

The Pygmalion effect will help you to understand how your hopes and expectations from other people can affect their productivity. This effect implies that setting high expectations leads to increased motivation of the members of your team or individual.





The Pygmalion effect occurs in the context of expectations: if the teacher expected from the pupil good results, it is usually justified these hopes. Conversely, if the person says that he did him not waiting, the results were relevant. It is possible to make some conclusions about this experiment and the main one is: never tell a friend, your child or a subordinate that he did not work and strongly support it.

Understanding of the theory

If you're a Manager or leader, one of your main goals will be the ability to help his team be the most productive in any aspect. Expect a lot from them and it will help the team to come together and achieve success. Low expectations will lead to loss of confidence of each member.

In that case, if you have low expectations of your team, and you will have your people uninteresting and simple things. You will pay less attention to its employees will no longer support them and praise.

Besides may experience a vicious cycle: you expect from team smaller, it reaches lower, and as it reaches less then you expect from her less.

The use of the theory





1. Create a list

• Write down a list of their team members.
  
  
• Consider what expectations you're placing on each of them.
  
  
• Decide what the next task will give each member of the team.
  
  

 

2. Be objective

No objectivity will not do, even in the motivation of Pygmalion.

• Analyze the results of the work of each team member in the last month.
  
  
• Positive or negative they were?
  
  
• Write down next to each name objective evaluation.
  
  

 

3. Put a man in one of the cells of the quadrant

Four cells of the quadrant represent your expectations of each team member.

1. Good results as expected. Call it a virtuous circle — people met and gradually increased their results.

2. Low results, as expected. It's a vicious circle, we were talking about. You would not believe that employee and he "did not disappoint".

3. Unexpectedly high results. It's a great employee, because you have nothing from him waiting, but he managed to surprise you and motivate yourself.

4. Unexpectedly low results. There are many things you expect from this person, but its results are disappointing.

 

4. Create a list of factors

Now consider the cases in which you consciously or subconsciously motivate or demotivate their employees. This may include such factors as:

• The work that you have delegated;
  
  
• The responsibility and trust which you have expressed;
  
  
• Praise and recognition;
  
  
• Support and guidance;
  
  
• Opportunities for development;
  
  
• Fair treatment relative to other team members.
  
  

If you don't know where to start — think about what motivates you. Of course, it is not the ideal way of identifying the motivation of other people, but still a good starting point.

 

5. Analyze

Consider whether you treated the person. Does not it, that the people giving poor results, you get less support and assistance? How to behave with such people, so that they give good results?

 

6. Determine the method of treatment with a person

It is time to consider each category separately.

1. Low results, as expected. That's where the Pygmalion effect should manifest itself in full measure. Believe in the person and maintain it — it will give him confidence and allow you to achieve high results.

2. Unexpectedly high results. These people are potentially future stars. You can leave it as is, and you can support them and see what happens. Maybe their results will be worse — in this case, return to the old tactics.

3. Unexpectedly low results. What happened? Perhaps you are too lifted the bar for that person. Maybe something prevents them from reach their full potential? Talk to these people and try to find out the cause of the problem.

4. Good results as expected. Do not forget about this category. Everything is fine, so don't stop this virtuous cycle, and motivate these people and expect big results from them.

 



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Pygmalion motivation will help you to apply the principle of Pygmalion Effect in order to motivate the person to try their best and show the greatest results.

We wish you good luck! published

 



Source: 4brain.ru/blog/%D0%BC%D0%BE%D1%82%D0%B8%D0%B2%D0%B0%D1%86%D0%B8%D1%8F-%D0%BF%D0%B8%D0%B3%D0%BC%D0%B0%D0%BB%D0%B8%D0%BE%D0%BD%D0%B0/