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The Stanford Marshmallow Experiment, conducted by Walter Mischel, studied children's delayed gratification by offering them a choice between one immediate reward or two if they waited. Findings suggest that self-control in delaying gratification predicts better academic and personal outcomes, impacting organizational behavior by highlighting the importance of impulse management and long-term planning in professional settings.
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Solomon Asch's conformity experiments investigated how individuals respond to group pressure. In these experiments, participants were asked to judge the lengths of lines. Even when the correct answer was obvious, the confederates intentionally chose the wrong answer. Surprisingly, around 32% of participants conformed to the incorrect group opinion in more than half of the cases. This demonstrates how the influence of social conformity can lead individuals to disregard their own judgment, even when the correct answer is clear. These findings provide valuable insights into group dynamics and social behavior patterns. The Asch conformity experiments underscore our natural inclination to align with group norms, significantly impacting corporate culture. In a business setting, the culture a company fosters can deeply influence employee behavior, decision-making, and workflow. Thus, establishing a strong, positive corporate culture aligned with strategic goals is crucial, as it encourages employees to adopt and support these goals. Effective change management, by targeting early adopters and promoting smooth adoption of new processes, creates an environment where positive practices emerge naturally. This indirect influence, leveraging our tendency to conform, can drive sustainable and impactful organizational change, enhancing both productivity and innovation. Change managers have to accept reality: people don’t like change. When people consciously ignore problems, it is called the willful blindness phenomenon. The reasons for such behavior come from avoiding conflict, the anxiety of violating social norms, and the fear of uncertainty. Editor's Notes: The book, Willful Blindness: Why We Ignore the Obvious at Our Peril (2011) explains willful blindness as a psychological phenomenon and inspires us to gain the courage to make a change. The related TED talk is worth watching. PMO | Foot in the door10/29/2000 The foot-in-the-door phenomenon refers to the tendancy for people to comply with some large request after first agreeing to a small request. Base on this phenomenon, change mange can start with small asks.
 The Pygmalion Effect, also known as the "Expectation Effect," is a psychological phenomenon identified by American psychologists Rosenthal and Jacobson. This effect suggests that high expectations can lead to improved performance.The name comes from the Greek myth of Pygmalion, a sculptor who became so enamored with the beautiful statue he created that it eventually came to life. This psychological effect demonstrates the subconscious power of expectations.
Project managers and PMO leaders can leverage this effect by setting positive expectations to enhance productivity and achieve goals efficiently. Here are some strategies to implement: 1. Positive Labeling: Instead of referring to someone simply as a "developer," use encouraging terms like "dev lead" when assigning tasks. Framing the task with a title like "lead" can inspire a greater sense of responsibility and motivation. 2. Cheering for Improvements: To reinforce high expectations acknowledge and praise positive behaviors and efforts. This fosters an environment where team members can achieve great things when they put forth effort. 3. Offer Opportunities: High expectations also involve providing opportunities that challenge individuals but can build confidence when completed. PMO leaders should offer proper guidance and support to ensure a successful experience, boosting confidence. 4. Leading by Example: The subconscious influence of role models plays a significant role. When PMO leaders set high standards and demonstrate excellence, the team will likely follow suit. It's important to remember that this method is a double-edged sword. While it encourages caring and respect for employees, it's crucial to avoid pursuing quick success or forming hasty, insincere judgments. |