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A new perspective on how you look at your employees...

A new perspective on how you look at your employees...

May 24, 2017

As I’ve been researching and speaking to dozens of entrepreneurs about their secrets to creating a Culture of Accountability, I discovered an interesting study that changed the way I looked at things.

Read on for a new perspective that might change the way you look at your employees...

“Whether you think you can or think you can’t, you’re right.” -Henry Ford.

In the 1960’s there was a study done at the Oak School in California to determine whether expectations of success led to actual success.

All students in an elementary school were given IQ tests. The exact test results were not disclosed to the teachers. However, teachers were told that certain children could be expected to be "intellectual bloomers" that year, doing better than expected in comparison to their classmates.

The teachers were given the names of which children were expected to “bloom”. But the researchers purposely shuffled the deck of names. The “bloomer” category was made up of some children with high and some children with average IQs.

At the end of the year, the students had another IQ test. These “bloomers” did indeed score higher than their classmates, though these children were not the children with the higher IQs from the original test.

Witness the Pygmalion Effect. The intellectual bloomers in real life were the children that the teachers thought could succeed. Not the children with the actual higher IQs.

What does this mean for your business?

Basically said, your expectations of your employee will alter your behavior. If you have high expectations of him, you’ll treat him differently than if you have low expectations. Employer expectations are a self - fulfilling prophecy.

If you expect your employees to be helpless, that’s how they’ll act.

If you expect them to be held accountable, problem solve and take ownership, that’s how they’ll act.

I was once working with an entrepreneur and he kept saying “my woooykerz” did this or that. He believed that his “woooykerz” (he didn’t call them his team, employees, etc.) were stupid, lazy and had a poor work ethic. Clearly, he didn’t expect much. And sure enough his woooykerz lived up to his expectation.

He was constantly plagued with bad employees and honestly asked me why. Unfortunately, I had to share with him the truth. His attitude and expectations were so low and demeaning that his team didn’t try hard and often failed at their tasks.

On the exact opposite side of the spectrum, I have clients who are excited and believe deeply in their team. These people are confident and perform well. Not perfectly - but well. And they’re dedicated to their jobs and employers.

WARNING! There’s no quick-fix, magic formula. Merely thinking something isn’t enough to see results then next day. What this is about is changing your mindset and outlook. That’s the first, absolutely crucial component in changing behavior. Learn more about changing your thinking to change behavior here.

What’s the Galatea Effect?

It sounds like a star constellation, but it’s actually an important twist on learning accountability.

The Pygmalion Effect says that someone else’s expectation can alter behavior. One’s employer, teacher, parent, authority figure expects more from her and therefore she (the employee, student, child) performs better to meet those expectations.

The Galatea Effect is rooted in self expectation. “I know I can do a good job, therefore I will, regardless of anyone else’s expectations of me.”

Both play an important role in increasing the productivity and personal development of employees. They are an inner and outer system of expectations, a program of accountability, that make your company better.

How can you use the Pygmalion and Galatea Effects to build a Culture of Accountability?

Shoot me an email at jongoldman@brandlauncher.com and I'll send you the replay of my live workshop Mastering the Art of Accountability. Get the top to bottom training you need to see real, measurable change.

This was hands-down the most asked for, eagerly awaited workshop we’ve ever done.

See you,

Jon