“Lament is not despair. It’s not whining. It’s not a cry into a void. Lament is a cry directed at God. It is the cry of those who see the truth of the world’s deep wounds and the cost of seeking peace.” - Emmanuel Katongole & Chris Rice
 
How do you use despair to see the truth of seeking peace? 

What is The Pygmalion Effect and is it appropriate in the workplace?

According to The Pygmalion Effect (otherwise known as the Rosenthal effect), higher expectations of employees may result in better performance and output.

But does this Effect apply to the workplace?

In 1961, Alfred Oberlander, a manager at the Metropolitan Life Insurance Company, carried out an investigation. With the help of his top assistant managers, he set sizeable goals for six of his best agents. The 'Super-Staff' was the name given to this team. In actuality, this group did live up to its moniker by outperforming the benchmark. 

The Pygmalion Effect can influence an employee's behavior, which in turn affects their productivity. When a leader thinks an employee is a great performer, they are likely to regard and treat them differently, as was shown by the Metropolitan Life Insurance Company experiment. Because they think the person is capable of taking on such jobs, they might provide them with greater opportunities and responsibility. They might also be more nurturing and provide the person with greater feedback.

When a subordinate is aware of the expectations their supervisor has for them, they are more likely to act in a way that satisfies or even exceeds those expectations. As a result, the employee meets the manager's expectations, which perpetuates the manager's perception of the employee as a high performer. 

So, are there drawbacks to implementing The Pygmalion Effect with your staff?

The short answer is, Yes. The Pygmalion Effect can influence some employee behaviors in a favorable way, but it can also unintentionally affect other employees. For instance, team members may be neglected by bosses who provide special attention to only a few employees. Because of this, these leaders can be impeding the ability of these other workers to develop and perform at a higher level.

Additionally, some workers can consider the leaders' behavior to be biased and unjust. Other employees become discouraged, which causes subpar performance. As a result, the leader's perception of these workers as being less motivated and productive than their favored high achievers is reinforced.

In fact, Oberlander's investigation revealed that lower performers' performance actually dipped during the experiment.

Please watch the attached video for more information about The Pygmalion Effect and leave me a comment about its appropriateness as a leadership or management tool in the workplace.

“It is better to remain silent and be thought a fool than to speak out and remove all doubt.” - Abraham Lincoln
 
What is important enough for you to speak up?

“Failure is a few simple errors in judgment repeated every day. Success is a few simple disciplines done every day.” - Jim Rohn
 
Which way are your repeated acts taking you?

“Knowing thyself is the height of wisdom.” - Socrates
 
How well do you know yourself?

“No problem is so formidable that you can’t walk away from it.” - Charles M. Schulz
 
How do you know when to walk away from a problem?

Would you say your leadership style is more traditional or more servant in nature?

According to an article in Forbes magazine (Tait 3/11/2020), traditional leadership encourages employees to do their jobs by providing them with direction, guidance, and motivation. The main focus of traditional leadership is to improve the business position of the company.

Whereas, servant leadership, happens when the leader's primary goal is to provide service to their people. The servant leader focuses on the people under their charge, rather than the company as a whole.

Which leadership style is more effective?

According to an article in Entrepreneur magazine (Sun 4/25/2022), servant leadership is crucial to the long-term growth of a company. This type of leadership builds loyalty and trust between the leader and the team.

When leaders effectively serve their teams, performance improves. because employees feel appreciated, heard, and respected. This results in employees performing better.

Practicing servant leadership also helps keep teams more engaged and focused on the mission, which improves staff morale and boosts employee retention. 

By practicing servant leadership and putting your people first, you are setting your company up for sustained growth and a workplace where employees want to be.

Watch the attached video to hear the story of a servant to a King, who learned the hard lesson of just how rewarding it is to do for others instead of having things done for him.

Also, please leave me a comment below with your thoughts on which leadership style is more beneficial: traditional or servant, and why you believe that style is best.   

“One should count each day as a separate life.” - Seneca
 
How do you live as if today is your last day on Earth?

Why is it important to have a strong mind as well as a strong body?

Many of us spend time going to the gym, eating right, trying to get enough rest, etc. But how many of us spend time developing, hardening, and training our mind?

Bobby Knight is a Hall of Fame basketball coach who had a saying that went: "Mental is to physical as 4 is to 1." Here was this great coach teaching premier athletes to use their bodies to be successful on the basketball court, but what he was saying with that quote is that your mindset is four times more important to to your overall success than anything your body will ever do.

In the attached video, Ryan Holiday discusses six ways to develop a strong mindset:

1. Embrace adversity.

2. Converse with the dead.

3. Look for the smooth handle.

4. Treat the body rigorously. 

5. Focus on what you can control.

6. Cultivate courage   

​Please check out the video below to learn more about developing a strong mindset.

“Hold yourself to a higher standard than anyone else expects of you.” - Henry Ward Beecher
 
What standard do you hold yourself to?