The program is built upon principles discovered through decades of research and is closely patterned after Pygmalion training designed and successfully used by world-renowned behavioral scientists. These experts have shown that participants who master and consistently apply the principles and skills presented in this training experience positive changes, including improved performance in them and in those they oversee. These programs have been shown to be effective in helping individuals become more effective Pygmalion’s and brings out more of the potential of all they work with.

Learning Objectives:

1. Understand the ABC’s of the Pygmalion Effect – the basic premises upon which expectations are based. A video example will guide the participants in understanding the power of expectations in their work environment. They will learn to list and understand how to use the Four Pygmalion Factors through which people communicate their expectations. Understanding these factors minimizes work related stress and strains.
2. Most of us have been conditioned to believe that emotions are not welcome in the workplace, that team and work decisions should be based on cold, logical reason. In short, we “leave our emotions at home”. Today there is a growing body of science in the emerging field of emotional intelligence (EI), indicating that proper understanding-and use of emotions can be critical to helping us be more effective workers and better communicators. Participants will come away with specific areas of improvement to focus on and a structured, step-by-step approach to developing the required emotional competencies to bring more creativity, energy and intuition to their work. This results in higher work related gratification and increases overall organizational welfare.
3. The class also allows the participants to develop a comprehensive short and longer-term plan (specific goals) to apply the Pygmalion principles within their own work situation, including plans to overcome likely obstacles. The class also discusses the Theory X (obey my orders or else) that employees face. Even though employees may lack ability and ambition, a Theory X approach is not a good theory as it only allows individuals to absolve themselves of any responsibility for productivity and self-confidence. Before one can change others, they may first have to change themselves. This transition can be self-fulfilling which is beneficial to emotional states of minds

Course will provide 1.0 continuing education credits. RSVP by signing up by end of day Friday, September 17th. Reach out to Jackie (jkolpek@dlrgroup.com) or Nathan Jones (Nathan.Jones@keystonehardscapes.com) if you have any questions. Unfortunately, no virtual option is available for this course. Lunch will be provided.