Author | Xu Gang
The full text has a total of 2826 words and needs to be read for 7 minutes. The following is the original author of today's beneficiary:
The famous American psychologist Rosenthal once conducted an experiment in 1968: He went to an elementary school in the United States, from first grade to sixth grade, and conducted a "serious" test to predict their future development, and then secretly handed over the list of "most promising" personnel to the principal and relevant teachers in a very admirable tone, and repeatedly reminded: Keep it confidential and don't tell these students, otherwise it will affect the correctness of the experiment. Eight months later, he conducted a re-examination and found that the students on the list had improved their grades quickly, were full of lively and cheerful emotions, and most of them became veritable outstanding students. This is the world-famous Rosenthal effect : also known as " Pygmalion effect ", "expected effect", "KPMo effect" or "Bimalon effect".
Rosenthal effect proposes: expectations or predictions formed by people based on their perception of a certain situation will make the situation have an effect of adapting to this expectation or prediction. In essence, the Rosenthal effect discovers the power of suggestion for us, that is, suggestion is essentially the most important emotions and concepts of people, and everyone will be subconsciously influenced by others to varying degrees. Will unconsciously accept the influence and hints of people you like, admire, trust, and admire. This effect is also summarized as: "If you say you can do it, you can do it, it's okay if you can't do it; if you can't do it, you can't do it, it's okay if you can."
—1—
But in our actual work, we often encounter: curse everything, and then say "a strict teacher produces a good disciple", "It is all for your own good", "Call you are responsible to you", is there any mistake in doing this? No! However, these "good intentions" require a long time to understand and can only take effect under the premise of establishing basic trust. Otherwise, negative hints may be formed, resulting in "If you say you don't do it, you won't do it, and you won't do it either."
If the company has such an atmosphere for a long time, it will cause newcomers to be unable to stay because trust has not been established, and people have left before they are inspired, and only those who are used to it will continue to bear it. Over time, although loyalty has increased, talents have become older.
Because the cultural atmosphere that can be directly felt is mostly swearing culture, negative hints, the positive and positive parts are buried deeper. After layer by layer, the living environment of new people has worsened. Although it is not something that someone deliberately acts, the culture of exclusion has been created.
Over time, the mobility of talents becomes worse and fresh blood cannot be effectively replenished. The organization lacks passion, the talent is flat and there is no echelon, and there is a problem with organizational efficiency and iteration, which eventually turns into a barrier that is difficult to reverse in the company's development.
If expectations become the opposite, it is not an incentive but a destruction of confidence, the Rosenthal effect is still effective, but it is just pushing people to the dark side. What could have done was a bit disgusting because of the negative comments and they didn't dare to give up.
In fact, negative hints are more likely to occupy a person's inner dominance and become the backbone of his inner growth power. This is because the premise for psychological suggestion to work is the imperfection and defects of the "self", while most people's "self" is very weak or naive, have poor judgment, are prone to blindly follow others or authoritative judgments, so the power of negative suggestion can always occupy people's "self" more easily. The following negative suggestion sentences see if we often encounter:
- you can't do it!
- You can't do this!
- How is this possible?
- You are wrong.
- is useless. What is the meaning of
- ?
- Why are you doing so hard?
- What can I do?
- That's it!
- Why do you always do this?
- doesn’t have time, so I can’t do it.
—2—
Actual work is exactly the opposite of Rosenthal's experiment. So how do we apply the positive effects of this effect to our work and life? Let’s first understand how , the psychological mechanism of this effect, and use experimental examples as evidence.
First is atmosphere: has a warm, caring, and emotional support for others, creating a good atmosphere
Second is feedback: Teachers unconsciously give more encouragement and praise to students who have expectations
The third is input: The teacher shows that the students have high expectations for them, and then will do his best to guide them, give inspiring answers to the questions raised by students, and provide extremely helpful knowledge materials
The fourth is encouragement: Teachers always give various encouragement to students, constantly letting them develop in the direction they are looking forward to.
These four reasons turn psychological hints into a substantial support force, which promotes students to accelerate progress.
Xiaoxia has been working for 3 years. Her performance in the company has been mediocre after graduation. The reason is that her former boss Luo was always a very arrogant and mean person. She did not appreciate all Xiaoxia's work, but often poured some cold water on her. Once, Xiaoxia took the initiative to collect some information on the implementation of new environmental protection standards for the textile categories exported by the company from abroad. After Mr. Luo learned about it, he not only disapproved her from her active work, but instead criticized her for not focusing on her job. Later, she no longer dared to pay attention to work outside her business scope. She felt that the reason why Mr. Luo did not appreciate her was because she did not flatter her like other colleagues, but she knew that she was not a person who could flatter her, so she could not get Mr. Luo's favor, so she naturally became taciturn in the company.
Until later, the company was newly transferred by Mr. Zhang, who was in charge of import and export work, had a new boss and a new style. Mr. Zhang was cheerful and often praised his colleagues. He especially advocated that everyone speak freely and not stick to departmental and responsibilities restrictions. Under his guidance, Xiaoxia also began to actively express her views.
Due to Mr. Zhang's active encouragement, her enthusiasm for work has been unprecedentedly high. She kept learning new things, drafting contracts, participating in negotiations, and dealing with foreign businessmen... In the end, she was also very surprised. It turned out that she still had so much potential to discover. She could not have imagined that the silent and shy girl in the past could argue with foreign merchants for the offer today.
Because of the change in her boss' attitude towards her, her career has undergone a fundamental reversal. Just imagine, if Mr. Luo had not left, Xiaoxia might have been silent and silent, and in the end she would be a very mediocre employee who quit at some point and left, and she would not have made a breakthrough in her career.
Xiaoxia's change is that the Rosenthal effect plays a role. In an environment where people are not valued and motivated, and even full of negative reviews, people are often influenced by negative information and make relatively low evaluations of themselves. In an environment full of trust and appreciation, you are easily inspired and encouraged, work in a better direction, and act more and more positively as your mentality changes, and you will eventually achieve better results.
—3—
The author of "One Minute Management" Ken Blanchard has conducted in-depth research on this. He recommends managers to use "One Minute Praise". He said: "Catch the moment people happen to do the right thing, and you do it often, they will feel competent and their work is effective. In the future, they are likely to repeat these to win praise."
Sometimes, it only takes one minute, which is not difficult for managers. As long as you have the heart, you can do it.
The problem is whether managers have such awareness and confidence. As a manager, if you want to polish out excellent employees, you must have the courage and confidence to praise them.Wise managers, they sincerely appreciate every progress of their employees, strengthen their strengths, weaken their weaknesses, and subtly let their employees perceive the correct approach.
Only those selfish and short-sighted bosses are afraid of the growth of their employees and do not want to encourage them. Instead, they suppress their subordinates, use slander and belittle their creativity and consume their confidence in work. In the end, they are actually the ones who suffer from damage.
However, not all positive hints can exert the Rosenthal effect. How to make positive hints? Some basic rules will help us better grasp:
. Simple and powerful, not too long;. From the positive point of view, don’t beat around the bush;
. Be clear and not ambiguous;
4. Be prone to nature and not impractical;
5. Inject feelings into your body and don’t be scattered.
For example, when a manager is assigned a certain task, he might as well say to his subordinates: "I believe you can do it well", "You have a way", "I want to hear the news of your success sooner", "You are the best at this, I don't worry", "Let go of your hands, there is no problem"...
Finally, from our own perspective, the Rosenthal effect will have a positive or negative impact on our lives and work. You must not blindly believe it and be controlled by it. We should keep a calm attitude and only get close to its positive side will life become better.
Because external encouragement or criticism is a problem that everyone must face. If you always change yourself because of other people's attitudes, lack thinking independence and lose your ability to judge yourself, then you will never be able to mature.
Even if there is a shadow in front of us, it is because there is light behind us. Let us stay enthusiastic and go to every mountain and sea!
—END—
Source: Benchmark Lean·Beneficiary
Article Editor: Blean
Submission method: wangyj @benchmarklean.cn
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