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
Niket Karajagi shares his thoughts on the power of the Pygmalion effect: a self-fulfilling prophecy. FOUNDER’S ARTICLE
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 firstname.lastname@example.org
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
ISSUE NO 102 | JANUARY 2017 BEANS
FOUNDER’S ARTICLE The Pygmalion Effect is probably one of the most powerful metaphors that I ever came across in my life. It changed my entire perspective to people management. It surely defies all logic. The concept is fascinating for sure and says what we expect from one another is what we get from one another. So we are no accurate predictors of human behaviour, in fact, we create it through our expectations. The story of Pygmalion is rather romantic in nature. Pygmalion, the sculptor, carves out a beautiful lady from a rock and names her Galitale. He falls desperately in love with his creation and prays for life in her. As the story goes, Galitale comes to life. This story later became a play by George Bernard Shaw and then an Oscar winning Hollywood movie "My Fair Lady." "Pygmalion Effect" then found space in management in the area of Coaching, Mentoring and Training.The point re-emphasized here again is "what we expect from one another is what we get from one another." Which means that if managers have a high expectation from their teams and they operate through emotional intelligence and active engagement they can achieve superior performance collectively. My experience of coaching leaders in an organization corroborates this hypothesis. All leaders irrespective of their backgrounds created performance when they were actively engaged with their teams. The contra is also true. When leaders have little expectations from their teams; the teams tend to under deliver. As regards to the teammembers, the adage here is; it does not matter what they are. It’s all about how they are treated. Respect and warmth are bound to build synergy and a great outcome. So the critical learning here is, if we all collectively believe that we can deliver; the entire chemistry of team interaction changes. There is an emotional commitment to winning, and it is tough to let a person down who trusts you with heart and soul. THE POWER OF THE PYGMALION EFFECT: A SELF-FULFILLING PROPHECY from previous page | ATYAASAA SPEAKS : IMPLEMENTING PYGMALION ATWORK FOR SUPERIOR PERFORMANCE Coach, coach and coach: Success is all about capabilities and transfer of knowledge. It is imperative for managers to upgrade the skill-sets of their people. Pygmalion succeeds only when right skill-sets are provided. Stakeholder feed forward: Feedback is reflective feed forward is pre-emptive. After all past behaviours are an accurate predictor of future behaviours. Contain the limiting behaviours through feed forward. This increases the possibility of success. State the rewards of results: Rewards are intrinsic and extrinsic. Brain starts firing neurons faster when rewards are in line with intrinsic motivators. Lack of motivation is primarily a condition where the brain sees no gain. The above five action points will help you achieve results and also the new behaviours will help you shift orbits of success. It's relatively easy to deliver performance when you have the right
framework. The best part is it is fast, easy and straightforward. Pygmalion must become a philosophy at the workplace. Groom your managers to expect the best and see the wonders it creates.
Have fun; do build great teams through the Power of The Pygmalion Effect.
Niket Karajagi is the Founder Director of Atyaasaa, which contributes to the top corporate brands globally. He is a business psychologist, a coach and an organization transformation facilitator with niche areas of expertize and contributions. Niket is an authority on creativity and innovation, emotional intelligence and statistical methodologies apart from his operations background in understanding management processes.
Pygmalion effect applies to people of all ages, genders, ethnicity and background. It is indepen- dent of cultures and qualifications. It is the fundamental essence of all human transactions. Even in our personal lives, this paradigm is always prevalent. An experiment conducted in a school confirms that when teachers carried no bias of students’past performance, there was a significant improvement in the way students performed. A similar experiment conducted in a manufacturing set up for blue-collared workforce also showed the same outcome. In the process of coaching, the success of the coach is entirely dependent on the perception a coach carries of his protégée. Pygmalion is a magical paradigm. Should Pygmalion be used with self, it is possible to surmount all odds in life. After all "what we expect from our own self is what we also tend to get in life!" It is another validated interpretation of self-fulfilling prophecy.
Action the Pygmalion in your life. It's worth it indeed.
ABOUT ATYAASAA Atyaasaa Consulting Private Limited is a leading Human Resource Training & Consulting Organization partnering with some of the best brands in the country and overseas. Atyaasaa has been a catalyst and a contributor in their quest for people development and business excellence. The core differentiator of Atyaasaa process is continual innovation, unique customization and use of state of the art technology tools. These are implemented through ethical and experienced operations and human resource facilitators having contribution as their core value.
Performance is proportionate to expectation and capability. BEAN STATEMENT
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