Affecting Behavior Change, LLC

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Pushed Beyond Limits

Posted on March 19, 2019 at 8:10 AM Comments comments (0)

How someone attempting to intimidate me enhanced my practice as a BCBA and leader.

To see the video click here.

Why ABC is a Continuing Ed and Professional Development Provider

Posted on March 7, 2019 at 9:15 AM Comments comments (0)

“Why?,” you ask. Why CEUs? It has to do with my love of learning! #values #purposedriven #AffectingBehaviorChange #continuingeducation #professionaldevelopment

Check out the video here.

Learning Outside of Your Field

Posted on March 3, 2019 at 12:40 AM Comments comments (0)

It's not often that I share my personal feelings on the Blog or Social Media.  For whatever reason, I feel the need.

I signed up for a business school professional development course.  B-School by Marie Forleo to be precise.  I've been following her work for about 4 or 5 years...maybe even longer.  She's amazing and talented and someone who has created the life she wants to lead (in business and personally).  Who doesn't want that?!  So, I finally took the plunge and joined B-School.

Well, B-School hasn't even officially started yet.  It drops Monday.  But, I've been completing the bonus modules.  It's amazing and I'm so excited about it but at the same time I have this uncomfortable feeling.  I know part of it is fear, but it's more than that.  I'm learning, have gotten clarity on a lot of my goals and generated new ideas from the content.  So, what's the problem?  

Honestly, I think it's what everyone goes through when they start something new.  We're beginners and aren't used to being amateurs.  After the number of years you spend in your field and becoming really skilled, or even an expert, starting from the beginning again is scary.  And exciting!  It makes you better in your industry because you now have more knowledge than you previously did.  You're able to bring a new set of eyes or a different strategy than you had before.  

Being an eternal student, I love learning.  And hate it.  No, I just love it.  But always have the uncomfortable feelings creep in when it goes beyond the context of the field where I've spent more than half my life.  Do I believe it?  Is it a credible source?

Do you go through this too?  Share your thoughts in the comments!  

Making Hard, Work Tasks Easy

Posted on February 20, 2019 at 10:50 AM Comments comments (0)

In Pampino et al., 2005 article, they discuss using fluency training to increase employee performance.  The authors suggest using fluency to increase the frequency (or number of times) work tasks are performed.  When workers are fluent; responding with speed and accuracy over time, in basic processes, more difficult processes become easier.

"Fluency is the ability to perform quickly, accurately, and without hesitation (Binder,1996).Training staff to fluency ensures the mastery of basic foundational skills on which higher order skills can be based, making more advanced work easier rather than harder. Basic foundational skills are most commonly improved upon by increasing the accuracy and frequency of the desired response.  When desired frequencies of accurate performance are achieved, learners seem to retain and maintain what they have learned, remain on-task in the face of distraction, and generalize those performances to new situations (Binder, 1996)."

When fluency training was applied to sales and customer service agents in a large wireless cell phone company, average calls per hour by the employees increased by 60%.  When applied to in a large construction company, within two hours (total), foreman were taught to fluently enter jobsite, operations codes; decreasing billing errors and increasing funder payment.  Accuracy in pricing for future bids/contracts is also noted.

If you are interested in reading the full article, click here.

If you are interested in services to make hard, work tasks easy for your employees, click here.

Preintervention Assessments in Organizational Behavior Management

Posted on February 20, 2019 at 10:05 AM Comments comments (0)

In Wilder et al., 2018, the authors discuss how preintervention assessments guide intervention.  "Safety assessments may assist managers or consultants to increase safety with respect to a specific task within an organization. Behavioral Systems Analysis (BSA) enables managers and consultants to improve the ways in which important processes are conducted and managed across units and people within the organization. Performance management assessments enable a manager or consultant to intervene on the specific antecedent or consequence events that contribute to performance problems."

Commonly used preintervention assessments include:

BSA is used to analyze the systems of the organization and the behaviors of the employees within the system (e.g. analyzing the product received by the customer and discovering it is not meeting the customer's needs).

Performance Diagnostic Checklist (PDC) is used to identify areas that need improvment or intervention to increase/decrease behavior.

PIC/NIC is used to analyze what happens before and after a performer engages in work tasks; from his/her perspective.

If you are interested in reading the full article, click here.

If you are interested in services to assess the PDC and/or PIC/NIC in your business, click here.

Performance Targets in Occupational Health and Safety

Posted on February 18, 2019 at 11:15 AM Comments comments (0)

In Sulzer-Azaroff & Fellner's article, they discuss how to select safety targets.  When reviewing safety incident reports, they purport looking at the cause of injury, the corrective measures that were taken, the specific job operation that was being performed and if the appropriate procedures were being used.

When prioritizing safety behaviors, the recommended criteria includes:

  • It was related to an injury or injuries
  • Employees rate it as high priority
  • The behavior/task can be defined
  • Occurs frequently enough to be observed

If you are interested in reading the full article, click here.

If you are interested in services to increase orgranizational health and safety, click here.

Decreasing Cash Shortages in Small Businesses

Posted on February 18, 2019 at 11:00 AM Comments comments (0)

In Marholin & Gray's article, they discuss using group response-cost procedures to decrease cash shortages in small businesses.   Small businesses may experience cash shortages due to theft or error in calculation.  In the study, the small business implemented assignment of cash registers and deduction of shortages exceeding 1% from cashiers' pay.  Owners discussed the procedure and signs were posted adjacent to the cash registers.  During the response cost, there were immediate reductions in cash shortages.  In the 41 days of implementation, only three days exceed 1% cash shortage; resulting in deductions of a total of $8.70 per cashier.

If you are interested in reading the full article, click here.

If you are interested in services for decreasing cash shortages, click here.

Leadership and Culture

Posted on February 18, 2019 at 12:40 AM Comments comments (0)

In Krapfl & Kruja, 2015, the authors discuss the Leadership Behavior Menu.  They purport the behaviors that leaders need to engage in include: Value Proposition, Ethical Values, Execution Skills, Innovation and Creativity, Communication Skills, Enabling Skills, Team Building Skills, Confronting Adversity, Tenacity and Culture-Building Skills.

The article discusses how your organization's value proposition is aligned with your competitors'.  For Toyota, they are the "most reliable."  For Apple, they have the "best design."  Costco has the "best value."  Does your company have a value proposition that sets you apart in your market?  Does your business have long-term viability?

Enabling skills allow opportunities for subordinates to grow.  Leaders know how to delegate while offering support and guidance.  Creating a culture that leaders support with integrity is proven by actions.  Actions speak louder than words.  Do your execution and communication skills enhance the culture in your organization?

If you are interested in reading the full article, click here.

If you are interested in professional development in leadership and management, click here.

A New Frontier: Integrating Behavioral and Digital Technology to Promote Health Behavior

Posted on February 10, 2019 at 12:20 AM Comments comments (0)

Reading the Dallery et al., 2014 article while developing the continuing education opportunity, the authors purport the use empirically supported principles and procedures of ABA in the development of technology-based interventions.  They stated, "Knowledge of the basic principles and procedures of operant behavior will help increase the likelihood of choosing parameters that result in good outcomes. Selecting incorrect procedures may render the intervention ineffective, which could lead to the conclusion that the principles underlying the intervention do not work...Similarly, a tailored intervention based on the causes for health behavior may fail if the functional determinants are not addressed for each individual. For these reasons,behavior analysts can and should play a critical role in developing, implementing, and evaluating novel technology-based interventions."

In addition, the authors discuss dissemination potential.  The reach via technology is unknown. Technology solves many ongoing problems for ABA providers; personnel and geographical restrictions. The authors also report the potential to narrow the “access gap” to behavioral health interventions and reduce health disparities in disadvantaged and hard-to-reach populations;"  not to mention the sustainability across time.

Diversification of practice and saving the world with ABA have been at the forefront of blogs, vlogs, and conference offerings.  This article offers great insight in ways to do both!  

If you are interested in reading the article, you can access it here.

If you are interested in learning more about this continuing education opportunity, click here.

Health and Fitness: The ABCs of Incentive-Based Treatment in Health care

Posted on February 2, 2019 at 9:45 AM Comments comments (4)

Reading the Meredith et al., 2014 article while developing the continuing education opportunity, "If the health care community adopts incentive-based interventions that are uninformed by research or theory, and if these interventions fail, then policymakers may prematurely conclude that incentive-based treatment does not work" really hit home.  In our field, regardless of your area of competence, this applies.  The proof is in the pudding.  Outcomes are socially significant and impact perception but behavior change is individual.  The perception of ABA varies across people, parents and professionals dependent on their experiences-did the intervention work or not?

The authors discuss how behavior analytic research and theory can be used to inform incentive-based treatments in health care by:

Choosing a common framework: The authors discuss contingency management as an intervention has been shown to promote healthy behaviors. 

Applying the ABCs: Implementing incentive programs contingent on healthy behavior requires many considerations.  The authors discuss how rule-governed behavior affects implementation.  Other considerations include: choosing whose and what behavior(s) to incentivize, choosing the incentive, reinforcement vs. punitive consequences and reinforcement schedules.

If you are interested in learning more about this continuing education opportunity, click here.