The Synopsis
If you’ve ever sensed that your team’s performance is influenced by your own expectations, you’re not imagining it. In a recent Always Be Connecting podcast episode, host Linsey Houston chats with Sophie Firmager from the Realised Potential Group about the Pygmalion Effect in the workplace, a powerful concept that shows just how much belief impacts behaviour.
Whether you’re a manager, team leader, or business owner, understanding this effect can help you create a more engaged, high-performing team.
What is the Pygmalion Effect?
The Pygmalion Effect is the psychological phenomenon where people perform in line with the expectations placed upon them. When a leader genuinely believes in their team’s potential, that belief can translate into higher performance, confidence, and motivation.
But it works both ways. If a manager doubts an employee’s capability, that negative belief can unintentionally shape the employee’s behaviour and outcomes, creating a self-fulfilling prophecy.
Why It Matters in the Workplace
Belief doesn’t just influence performance, it defines culture. When teams feel seen, valued, and supported, they are more likely to take initiative, collaborate, and deliver results.
However, when people feel judged, micromanaged, or ignored, their confidence erodes. This can lead to disengagement, poor communication, and high turnover. The Pygmalion Effect in the workplace shows us that leadership mindset is not just a “soft skill”, it’s a core business driver.
From Pressure to Potential
Sophie explains how stress, when reframed correctly, can lead to post-traumatic growth rather than burnout. Just like diamonds are formed under pressure, people too can grow through challenging situations, if they feel supported and safe.
The key is mindful leadership. Instead of reacting to problems with control or criticism, great leaders step back, ask questions, and offer belief even when mistakes happen.
How Leaders Can Apply the Pygmalion Effect
Here are a few practical ways to make this work for you:
- Start with belief. Assume capability, not incompetence.
- Give feedback with growth in mind. Highlight strengths and offer specific support.
- Tailor support by stage. New hires need guidance, but long-term team members thrive with empowerment.
- Lead by example. Your self-belief influences how others show up.
These shifts may seem small, but over time, they build a culture of trust, confidence, and high performance.
Final Thoughts
The Pygmalion Effect in the workplace reminds us that leadership is more than just strategy, it’s relational. What you believe about your team becomes their reality. And what they believe about themselves, shaped by your feedback and actions, can be the difference between surviving and thriving.
To hear the full conversation with Sophie Firmager and gain even more insight into the psychology of leadership, listen to the full podcast episode on Always Be Connecting.