Leverage the Pygmalion Effect in leadership

Belief: A Gift that Transforms

Imagine standing before a sculptor as they carefully chip away at a rough block of marble. With each stroke, a form emerges—a masterpiece shaped not only by skill but by vision. This is the essence of the Pygmalion Effect in leadership: the powerful influence of expectations on performance. The way we see others—our belief in their ability—can either elevate them to greatness or confine them to mediocrity.

The Pygmalion Effect is a well-studied psychological phenomenon. It reveals that when leaders genuinely believe in their team’s potential, they inspire greater achievement. But the opposite is also true—low expectations can stifle progress and demotivate people. It operates as a self-fulfilling prophecy. When leaders expect excellence, they unconsciously adjust their behaviour in ways that foster growth—offering more guidance, encouragement and opportunities. Their belief in someone’s potential fuels that person’s confidence, effort and ultimately, success.

But what happens when leaders expect less? They inadvertently communicate doubt, provide fewer opportunities and invest less time in development. Employees sense this and respond accordingly, often shrinking into the limitations placed upon them. The result? Unmet potential and disengagement.

We all want those around us to THRIVE and be at their best so let’s take Key Steps to…

‘be the difference that makes the difference.’

Key Steps to Harness the Power of the Pygmalion Effect

To lead with the Pygmalion Effect in mind, you need to cultivate a belief in possibility. Here’s how:

1. See the masterpiece within. Every person has untapped potential. Look beyond current performance and focus on what they could become with the right guidance and belief. Notice what they get right and focus on harnessing the power of their strengths.
2. Communicate high expectations. Let your team know that you believe in them. Use words and actions that inspire confidence rather than doubt. Set stretch goal that are realistic, communicate the burning WHY the goal is important and WHY you are confident that they can get there. Also communicate your support.
3. Provide growth-focused feedback. Offer constructive, empowering feedback. Reinforce strengths and frame challenges as opportunities to learn and grow. It is so important that teams have the psychological safety to make mistakes and learn from them. They need to know they can express uncertainty and be vulnerable without fear of embarrassment or negative repercussions.
4. Lead with encouragement. The simple act(s) of—acknowledging effort, celebrating progress and offering reassurance—can have a profound impact. When effort is acknowledged, the dopamine released turns on the learning centres in the brain, helps teams to continue in the face of adversity and even aids better problem-solving.
5. Be mindful of bias. Challenge any unconscious biases that may lead to lower expectations. Ask yourself, “Am I holding this person back with my assumptions?” Leadership is not about sculpting others into our image—it’s about revealing the brilliance already within them. When we lead with unwavering belief in people’s potential, we unleash confidence, capability, and commitment.

Belief is a gift that TRANSFORMS. So, take a moment to reflect: Who in your world needs your belief in them today? How might your expectations shape their future? Because in the end, leadership isn’t just about managing people. It’s about believing in them so deeply that they begin to believe in themselves.

Give the gift of belief today and take Key Steps today to… ‘be the difference that makes the difference.’

Namaste,

Sharon