The Hawthorne Effect-the best and the ripest low hanging fruit for coaches

James W. Falcon, MSOL, CLSSBB

Published on March 29, 2023, 8:06 p.m., EST | Updated on March 29, 2023, 8:27 p.m., EST

Post 6 of the Relationship/Couples’ Coaching series

     I would like to begin with full disclosure of the fact that this post is evidence that my inner “Syd the Science Kid” is subject to surface at any time. I make no bones about the fact that my love of science has been long standing relationship with origins in my early grade school years.

…full disclosure…my inner “Syd the Science Kid” is subject to surface at any time.

To get back on track with the topic at hand, I was initially exposed to the Hawthorne Effect from member of the advisory team that was the audience for my master’s thesis presentation. As part of the feedback I was given, one of the advisors encouraged me to delve into the Hawthorne Effect and to consider the potential impact it might have in my research. At the time, my research topic was “leadership intervention on performance outcomes in a call center.”  The point of my research was to identify the variables needed for leaders to aid their employees to have the best performance output. That research was converted into a book and is one of my twenty publications. For more on that book and others, click: James’ library. I took the advisor’s advice and I dove head long into as much as I could find about on the subject. I found the information incredibly helpful but at the time my master’s work closed and I had nowhere to use this wonderful information. Recently, I stumbled across information online that jogged my memory and here we are.

The Hawthorne effect is a term referring to the tendency of some people to work harder and perform better when they are participants in an experiment

Averywellmind.com, 2022.

For the benefit of all, allow me to present the history and the definition as provided by a source on which I often rely-Averywellmind.com.  The definition my trusty source supplies is as follows: “The Hawthorne effect is a term referring to the tendency of some people to work harder and perform better when they are participants in an experiment”(Averywellmind.com, 2020). Employees, people in general will tend to modify their behavior when they know they are being observed. What is intriguing is the fact that the conclusion was incredibly profound in its simplicity. I say that because the original intent of the study was to decide what kind of impact, if at all, might changes in lighting have employee performance. What they concluded was that the lighting changes were irrelevant.  In other words, the experiments began with the lighting as the dependent variable and they concluded after realizing that the lighting was the independent variable.  Instead the attention the employees were receiving was the cornerstone of the experiment. So, no matter whether the lights were dim or bight, the employees’ performances increased.  The experiments were one of the first of their kind and have been quite consequential to the study of the effects of the workplace on employees. 

…the experiments began with the lighting as the dependent variable and they concluded after realizing that the lighting was the independent variable.  Instead the attention the employees were receiving was the cornerstone of the experiment

Averywellmind.com, 2023

At this point, I am sure you are wondering what relevance this has to coaching and or for leaders that coach? Before I launch, permit me to edit in a meaty parenthetical insert. The study did not speak to the details of the attention given. We have no choice but to assume that the attention was given corporally rather than individually.  Therefore, we will turn our attention as well as our focus on one-on-one interactions. The relevance of the study’s findings for coaches is as follows:  As coaches we should strongly, seriously consider the quality and the frequency of our interactions with or clients and employees. Here is what we can legitimately draw from the Hawthorne Effect.  Though the circumstances were experimental, the attention they received was the most important variable in the equation.  So, the question then becomes, what kind of attention can we give our employees & clients?  Armed with this information, one of things I decided to do in the early days of my practice, was to not limit communication with my clients to just and only our agreed upon session times.  It is common among coaches to limit the access they give clients and to charge clients either by the minute or the hour for calls, text messages and or emails that were answered outside of agreed upon session times.  Instead, I do as a coach what I did in all of the leadership roles I played in the workplace. I offer my clients what I gave my direct reports: unbridled access to me at all times. I even went as far as to grant them access to me no matter what was happening in my office. Or even If I was in meetings with my bosses, there was no such thing as a closed or locked door. My employees had my personal cell and were invited to call me without restriction. I have learned important things over the years since adopting this practice. To those of you fearing having to manage an onslaught of questions, attitudes and or problems, there is absolutely no need to fear.  With the proper guidelines in place, the process will manager itself. Contrary to common beliefs, the likelihood that that access will be cherished is greater than it will be abused. Employees will appreciate it and celebrate the fact that you are their first line of assistance.

Contrary to common beliefs, the likelihood that that access will be cherished is greater than it will be abused

     Remember the attention you give them is thing that will aid performance improvement.  That is why I grant unbridled access to my clients. The opponents of this philosophy & practice might have a problem with this citing loss of potential fees, but for me, I prefer to side with the science.  I stick with what I know works. Other things I do for my clients to give them the attention they need and to give me the attention I want them to have to succeed (reach their goals) is to make sure that I offer affirmations for all instances in which I notice that their answers and behavior matches the guidelines we mutually developed in support of their goal pursuits. For my couples’ coaching clients, I actually ring a small bell that I have on my desk. And I make a big deal of ringing it in acknowledgement of intended outcomes. Believe it, or not, clients respond to it very favorably. They then look to do things, which will require me to ring the bell,  And if I miss a moment they will say, ”hey James, I deserve a bell ring for that.”  It lightens the mood and it facilitates a mindset that fuels the change we mutually agreed to pursue. And, an enriching experience will be had by all. The attention our employees and clients need are the best and the ripest, low hanging fruit leaders who coach and coaches can take advantage of.  Best of all, we have the science that supports the practice. As a leader that coached employees with 20 years of experience and with 2 years of experience as a coach in private practice, I have client after client of proof that the science really, truly works. But, don’t take my word for it. Try it for yourself. If you or someone you know is ever in need of a skillful, experienced, research savvy coach, let me know. I know a guy. LOL.

For more information on James’ practice, click: A New Horizon Life Coaching Products & Virtual Services. All content and/or images are the real & intellectual property of James W. Falcon and of the Encouragement Is Key Network (c), 2022, unless otherwise noted. The information contained therein should not used nor duplicated without the express written consent of the aforementioned parties.

References:

David Susman, P. (2022, November 29). What Is the Hawthorne Effect? Retrieved from Averywellmind.com: https://www.verywellmind.com/what-is-the-hawthorne-effect-2795234