...the difference between a lady and a flower girl is not how she behaves, but how she's treated. To put it shortly (14), as a manager or supervisor, your aim is to get the best out of the people who work with you. If you have high expectations of a member of your team, this can reinforce (15) your efforts. On the other hand, if you have lower expectations of an individual, this can devalue (16) your efforts to improve his or her performance (17). More than this, the effect of low expectations can create a vicious circle – you expect less, you get less, you lower your expectations and further demotivate (18), and so on. The good news is that the opposite is also true. By setting and communicating higher expectations (19), you can motivate team members and create a vicious circle leading to continuously (20) improving performance. Let’s leave it there. Now I’d like to give you some steps of using this technique (21) to shape the way (22) you express your expectations. 1. Make a list of all of the members of your team, and then write down your expectations of the job-related performance of each team member on the next task you give to him or her. Then you need to give three clear orders (23) to them. You can diversify (24) their tasks, but it could affect (25) the overall result.
2. Next, take an objective look at the outcomes of the last three tasks you delegated to each team member. Were these outcomes positive or negative? Again, write down this objective measure (26) of outcomes (27) against each performer. 3. Plot each team member on the grid. Don't worry too much about scale: Just ask yourself, which of the four quadrants (boxes) illustrates the team member and his or her objective performance the best. The quadrants are: "High Performers, as Expected" o These people meet your expectations and continuously improve their performance.
- Fall '19
- Pygmalion, Steve, My Fair Lady