KB 102 Pygmalion Effect Self-Fulfilling Prophecy

TH I S MONTH F EATURE S . . .

KNOWLEDGE ISSUE NO 102 | JANUARY 2017 A H U M A N R E S O U R C E N E W S L E T T E R

Insights into implementing Pygmalion at work for superior performance. ATYAASAA SPEAKS

BEANS

Niket Karajagi shares his thoughts on the power of the Pygmalion effect: a self-fulfilling prophecy. FOUNDER’S ARTICLE

ATYAASAA SPEAKS

IMPLEMENTING PYGMALION ATWORK FOR SUPERIOR PERFORMANCE Very often the struggle is on with regards to managing expectations. Expectations are seldom spelt out triggering misunderstandings, miscommunications and conflict. Whether you are a manager or a coach, there are simple steps to deal with such situations by implementing the Pygmalion and the orbit of performance is sure to shift. It is worth a while to action the points below. Set clear expectations: Every team must perfectly know what is expected out of them. Set the task deliverables and the desired behaviours to achieve the task. This preparation triggers the Pygmalion effect because now there is no ambiguity of what is expected from one another. Do spend time in detailing this out. Set precisemeasurement of expectations in the formof results: Numbers activate the left brain and bring clarity. Assumptions have no room once numbers are defined. Neurons in the brain now start firing with imagination and focus on certainty. Surety of numbers is a great definer of success for sure. next page

THE EDITOR’S MESSAGE This issue focusses on Harnessing the Power of Pygmalion Effect . It is a phenomenon whereby superior expectations lead to an enhanced performance. Many of us believe that we are accurate predictors of human behaviour but very few realize they are the ones who cause it. Pygmalion today is being used in organizations worldwide for developing people capabilities which is one of the most critical aspects of leadership. The theme for next month is The Essence of Fair Differentiation in Performance Assessment . Appraisals and performance management are the most emotive processes in every organization. These processes impact the motivation of people significantly. Fairness in assessment is the key to retention of talent and controlling undesired attrition. Organizations of today are struggling to ensure that these processes are implemented in most ethical manner. Discussions are rife whether we should do away with the appraisal processes and only have developmental focus. In the next issue we

look at ways of ascertaining fairness in performance assessment. If you share a passion for the topic, have a flair for writing and would like to share your views, you can send us a 350 word article with your brief profile along with your photograph in jpeg format to atyaasaaeditor@atyaasaa.com

ZEN of Leadership Excellence In the challenging times of business scenarios, who can be a leader 2HrConversation Niket Karajagi Founder, Director - Atyaasaa with TAO of Business Excellence Creating empowered organizations

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