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💫 Unleashing potential: The Pygmalion Effect in Leadership In 1968, Rosenthal and Jacobson conducted a fascinating experiment in an elementary school. They told teachers that certain students were expected to show exceptional intellectual growth, even though these students were randomly selected. Over time, these "high-potential" students did indeed perform better—a result of the teachers’ positive expectations. This phenomenon, known as the Pygmalion Effect, shows how powerful our beliefs can be in shaping others' achievements. As Goethe wisely said, "If you treat an individual as they are, they will remain as they are. But if you treat them as they ought to be, they will become what they ought to be." In management, this effect has profound implications. When leaders believe in their team’s potential and set high expectations, they create an environment where growth thrives and performance soars. How can leaders tap into this? 👉 Set Purposeful Expectations: Goals that stretch and inspire align with individual strengths and aspirations. 👉 Practice Feedforward Communication: Focus on strengths, recognize what’s valuable, and offer advice geared toward future actions rather than revisiting past mistakes. Feed what’s already good, and forward what can be done even better. This approach empowers growth and fosters motivation. 👉 Invest in Growth: Provide resources, mentorship, and coaching that enable people to rise to the occasion. 👉 Celebrate Progress: Recognizing small wins builds confidence and solidifies belief in their path. The Pygmalion Effect reminds us that great leadership is about believing in the potential of others and fostering a culture of possibility. AC MENTORING credo What expectations are you setting for your team today?

Transformational Leadership is a powerful concept. And who better than Prof. Dr. P K RAJPUT Sir to talk about this ? His latest book, "The Ladders for Transformational Leadership" is a powerful repository of best practices for transformational leadership. He beautifully treats the concept of Transformational Leadership as an acronym which unfolds as follows: T - Trustworthy R- Responsible A- Approachable N- Non-Violent S- Sharing Leadership F- Focused O- Optimistic R- Resilient M- Mindset A- Aspiring Attitude T- The Change Maker I - Inquisitiveness O- Obsession N- Never Quit Approach A- Assertive L- Learner L- Listener E- Empathy A- Active D- Disciplined E- Energetic R- Respectful S- Self Confidence H- Humanity I- Innovative P- Perspective I was delighted to see him include Emotional Intelligence from pages 60 through 62. His knowledge and analysis of the Holy Gita and the learning thereof is fascinating. From pages 88 through 95, he takes us through the leadership style of Sri Krishna. A gripping and informative read that I highly recommend.

Your greatest asset is not a diploma in IFRS, Tax or AML. Your greatest asset is a Solution-Focus Mentality. Here is a realization. You don't really need to know all the answers. You need to master how to generate questions that deliver solutions. Sometimes addressing a complex problem requires stepping Out in Nature as opposed to walking In the office. Office means: computer screens, walls, calls, noise Nature means: pine trees, blue skies, birds, mindfulness. How do you address a complex problem? Photo Credits: Sia village forest in Cyprus. ♻️If you have found this useful follow me Constantinos Kounnis for further mindful leadership and business strategy insights. ▶️Whenever you are ready reach out to find how I coach individuals and organizations delevop a solution focus mentality.

As more and more artificial intelligence is entered into the world, More and more emotional intelligence must enter into leadership. Any guess? It's Emotional Intelligence. Research has shown that our success in life is 80% EQ and only 20% IQ. and the best part is that EI is a skill which you can build.💫 simply say that how we perceive, evaluate, express and control emotions. but correct definition is " The capacity to be aware of,control, and express one's emotions and to handle interpersonal relationships judiciously and empathetically." Based on the study, there are 3 practical challenges that shape the ethical challenge faced at work. 1️⃣ Time 2️⃣ Ambivalence 3️⃣ the sense of self written ------- by Rhode in year 2006. Moral leaders need to manage all 3 factors under direct ethical challenges. 1️⃣ clear conviction 2️⃣ avoidance of impulsive decisions and 3️⃣ commitment understanding these challenges and actively navigating them are the core values of moral leadership. EI can play a major role in daily life. EI is essential for good interpersonal communication. it can also help to strengthen your own social and emotional intelligence.🤝 You may add your experience too.👇

I’m a huge Jürgen Klopp fan. My summary of Jürgen Klopp interviews about leadership. Leadership is more than just direction. But it’s easy to get it wrong. How to master it in 3 steps: 1) Respect your team. They are your strength. 2) Set ego aside. Collaboration wins. 3) Listen actively. Communication is key. A great leader is one who: 1) Promotes health and well-being. 2) Prepares thoroughly and trusts the team. 3) Builds robustness and confidence. 4) Focus on clear communication. Explain decisions transparently. These Statements stood out for me: 1) Preparation is crucial. A well-prepared team can act independently. 2) Recognize and utilize others' expertise. Collaboration is essential. 3) Support your team emotionally. Create a supportive environment. 4) Effective leadership is about empathy, communication, and trust. PS: Which Sport coach inspires you as a leader?

The support I have had for Weathering the Storm: A Guide to Building Resilient Teams book has been immense. I so appreciate Codie James for pre-reading the book and giving her perspective on it, thank you. Here is what she said about the book: "Weathering the Storm by Julian Roberts is an insightful and practical guide to building resilient teams and resilient individuals. Focusing on humanistic components such as aligning personal and organisational purposes, community support, psychological safety, and diverse perspectives, this book seamlessly integrates profound insights with actionable steps, ensuring readers are both inspired and equipped to implement what they have learned. Julian’s writing style is commendable for its clarity and purpose. He adeptly translates complex theories into manageable actions, making the book an essential read for anyone looking to foster resilience and strength within their teams. Whether you’re an experienced leader or just starting on your leadership journey, this book offers invaluable guidance that will undoubtedly inspire and empower you." Looking to bolster the resilience of your team, then grab a copy of the book on Amazon, link in the comments below.

Psychological safety is a must to achieve peak performance And yet many organizations fail at it without realising it It is one of the topics I discuss the most with organisations that want to empower their teams and be innovative and where I find leaders to be not aware of how to build it and how easy it is to destroy it I find Timothy R. Clark framework below very effective at explaining the various stages of psychological safety and I highly encourage leaders to dive into it When working with start-ups and scale-ups I often find that founders risk  breaking psychological safety without realising it, e.g. by providing too many "suggestions" Founders care so much for their venture that might not notice how they are not empowering their teams to innovate and take actions Trust is a key element in creating a psychologically safe environment as well as  enabling the team to progress toward higher levels of empowerment Achieving the highest level of psychological safety is key to ensuring leaders can spot opportunities and threats early on One of the issues I observed the most when there is a lack of psychological safety is that teams hide the issues Which can bring to disaster How aware are you of how much psychological safety you created in your team? PS: I am obsessed with enabling sustainable leadership, get in touch if you want to know more

How To Delegate Like A CEO Credit to Dr. Christian Poensgen Follow him for productivity & personal growth insights. ---------- Here's the original post: The opposite of delegation is micromanagement. Some leaders think doing everything themselves is the best way to keep quality high. But here’s the catch: Trying to juggle every task yourself not only holds you back. It keeps your team from growing too. The more you try to control, the less you focus on what truly matters. Leading. This is where delegation comes into play. When you delegate: 1. You give your team a chance to grow. 2. You free up time to focus on key decisions. 3. You balance workloads, preventing burnout. 4. You invite fresh ideas and spark creativity. 5. You focus on leading with vision. It's a win-win: They expand their skills. You elevate your leadership. So, how do you start? By trusting your team. Take a moment today to look at your to-do list. What can you delegate? The best leaders: ↳ guide ↳ coach ↳ empower ♻️ Repost this to help others, too. ---------- Follow for more Business Knowledge

With almost 20% of the UK population neurodivergent, are organisations equipping their managers to support these individuals who’s thinking, processing of information and learning styles differ from what’s considered typical? Are managers aware of the different neurodivergent conditions and how-to best support individuals to gain all the benefits of their unique viewpoints, creative thinking and problem solving and their reliability and loyalty? We are currently writing a development programme to support inclusive leadership and one of the areas I’d like to explore more is how managers can support and create an environment where individuals with neurodivergent conditions can thrive. Would you mind letting us know if this is something that your organisation has considered, is doing or would be interested in?  Thank you info@leadersfortomorrow.co.uk