The expectations you hold about a team member can influence your tone, body language and the amount of oversight you provide. Those signals can then affect how the person responds.
Drawing on his reading of David Robson's The Expectation Effect, Ben explores the connections between expectations, self-fulfilling prophecies and leadership.
He describes how doubts about someone's capability can contribute to a cycle of nervousness and increased checking, and how showing trust and support can help create a more positive cycle. He also suggests ways to respond when changing your underlying beliefs feels difficult.
Key points
Notice the beliefs and expectations you hold about individual team members.
Those expectations can influence your questions, tone, body language and level of oversight.
A team member who senses a lack of trust may become nervous and seek more reassurance, reinforcing your original doubts.
Showing belief in someone, offering help and giving them space can encourage a more positive response.
You may not be able to change a belief immediately, but you can consciously adjust your behaviour.
Use supportive language and positive body language to help offset the negative signals your doubts may otherwise send.
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