How does the 'Pygmalion effect' exacerbate career stagnation in low-performing teams?

The 'Pygmalion effect' exacerbates career stagnation in low-performing teams by creating a self-fulfilling prophecy where leaders' low expectations for team members lead to reduced opportunities for growth, diminished motivation, and ultimately, confirmed low performance. The Pygmalion effect, also known as the Rosenthal effect, is a psychological phenomenon where high expectations lead to improved performance, and conversely, low expectations lead to decreased performance. In the context of a low-performing team, if leaders hold negative beliefs about the team's potential, they are likely to provide less challenging assignments, fewer opportunities for training and development, and less positive feedback. This lack of investment in the team's growth signals to team members that they are not valued or capable, which further reduces their motivation and effort. As a result, their performance declines, confirming the leaders' initial low expectations and perpetuating a cycle of stagnation. For example, if a manager believes that a particular team lacks the skills to implement a new technology, they may avoid assigning them to related projects or providing them with the necessary training. This lack of opportunity prevents the team from developing the skills needed to succeed, reinforcing the manager's initial belief and limiting the team's career prospects. The Pygmalion effect can create a significant barrier to overcoming career stagnation in low-performing teams, as it undermines the very factors that are essential for growth and development: opportunity, motivation, and belief in one's own capabilities.