If you're tired of your boss only recognizing your performance at the end
of the year at a performance evaluation or just pointing out what you do wrong
we'll take a look at this clip because it's for you Lisa Cassidy I'm so pumped
about the project that we're working on and everything you've been doing with it
so Lisa is one of the leaders of the social skills programs where we go into
the community and Lisa and the team and BDA has come up with an effective way of
providing frequent immediate positive reinforcement for staff for great
engagement of social skills with the with learners so what's pretty exciting
is I'm do you want to show the cameras like every every staff member on
a community activity with it with a learner has their company ID and then on
the back of it there's a bar scan code just like you would have at a grocery
store where scanning items and what Lisa does is when she identifies excellent
performance by a staff member when they're out on the community activity
what Lisa does is she recognizes what they're doing
walks up says awesome job engaging with the learner and she scans the back of
their ID which has the bar scan and then at the end of the day she circulates the
number of points that each person got for scans so each scan has a certain
number of points and it's really cool because at the end of the week there's
an email that goes to them telling them the total points they've accumulated for
excellent performance on the job and what our plans are now is to once a week
spin the wheels on a variable ratio schedule and the staff are going to earn
dollar amounts based on the number of points they get for scans the more
frequent immediate reinforcement is way better for Lisa to deliver using a
scanning motion than it is to wait for two weeks for a bonus so what happens is
it's a conditioned reinforcer and the staff is like oh shit okay I just got
recognized for doing something great and they're rewarded for their performance
as opposed to just waiting for two weeks and seeing if they get some kind of
bonus so they so the principles of behavior analysis and performance
management are totally executed in an awesome way because of the fact that
it's immediate it's frequent and it's small amounts and those three behavioral
principles are what drive high levels of peak performance and what's cool is
someone like Lisa who's highly skilled at identifying great performance by
staff she catches it and she scans them what are some things that you look for
when you scan someone and give them a delivery of a reward what are some
things you look for engagement I like watching them like have other
kids interact with each other that's really cool especially when they get in
like play games like at the pool when they're playing catch yeah also scam
just for doing like wearing their ID or exchanging the L OS the use of the L OS
yeah so the level of supervision card just for you guys that don't know it we
think that's the most important factor for safety in the community because
therapeutic ABA services are great and they're important however safety is the
most important thing in the community so when you take learners out in the
community one of the big challenges is making sure there's a level of
supervision card which which indicates all the most important critical
information to keep that child safe like whether or not they're supposed to be
arm's length whether or not they have any allergies or any important factors
that keep the learner safe because we think the safety takes a higher priority
than the ABA therapy because safety obviously is the most important thing so
I love what you're doing because you're you're catching them with
level of supervision card making sure they have it and then yours you're
rewarding them just for having it we're having it for using it and for returning
it that's awesome so I really think that the future and I know Lisa shares this
vision with me the future of performance management and staff engagement and
creating excellent performance from staff members whatever the industry is
is going to be based on some sort of paperless system of scanning people on
the spot using blockchain I think blockchain not not necessarily
that all the Bitcoin crap but there'll be some form of cryptocurrency that it's
after she scans them and recognizes their excellent performance the manager
scans it and then there's going to be some form of the use of blockchain and
that'll be the future and then people will get deposits in their accounts
immediately that day or maybe that minute for excellent performance so it's
just my I hope hope I can be historically correct on this but I think
you know it might be 50 years from now but I'd like to go on record that hope
in 50 years from now managers that use good behavioral principles are going to
be going around delivering immediate frequent reinforcement through the use
of a scan type system like this it doesn't take the place of her just
generally saying you did an awesome job you know it doesn't take the place of
that I'm still doing that yeah I'm just doing it with it that's awesome
I really think that'll be that'll be the future because right now things are
going paperless as it is most companies are doing annual performance reviews and
that there's no way that that's effective at changing employee
performance or producing excellent performance people are paid by the hour
not by they're not paid by their level of performance they're paid by the hour
or by salary both but what lisa is doing is moving the ball forward just a few
inches to make sure that people are highly rewarded for every engagement of
every action they take on the job which i think is just freakin incredible what
other things do you kind of look for to catch an and recognize and scan what a
so l OS cards great engagement what's an example of great engagement that you
would catch staff doing like I've seen bring her learner over to another
learner and have them communicate with each other cool so I'll just write up
and be like created a social skills moment between two learners by bringing
one over right having them communicate with each other appropriately and then
you saw it and anyone over and scan it exactly and the VC is on duty - I tell
them keep an eye out and they'll let me know if they see something then I'll run
off and I'll scan it so there's two eyes so the board certified behavior analyst
will be on the activity floating around supervising and coaching people and then
they'll let Lisa know hey they deserve a scan so the keys to everything are the
behavioral principles are being taken to a whole nother level through immediate
frequent small amounts of reinforcement which shapes successive approximation
towards excellent employee performance as opposed to wait until the end of the
year and hoping you get a bonus so our hopes are that we can quickly get it so
that they're getting it they're getting the immediate reinforcement of her
scanning and saying thank you you did an awesome job they're getting immediate
reinforcement at the end of the shift by seeing it is somewhat public posting a
performance because she circulates by text the number of points the thing is
received right yep and then they should be also getting a dollar amount based on
the number of points they have and a wheel spin so that way it all translates
the dollars this is an a/b design so it doesn't mean that there's robust
functional control for all you ABA geeks like me well this is not going to show
experimental control what we would need is a multiple baseline across behaviors
or across employees or across settings and then what Lisa will do is stagger
the the time she implements it for the multiple baseline to another time that
way you can determine if the behavior change is occurring due to the
intervention or not so we're gonna end up running a multiple baseline which is
really cool I would say there's probably some risks there's probably some risks
too high levels of engagement and let me ask you if you know what they are there
could be risks to the learner not getting the best services if there's
real high levels of engagement what are they I'm just quizzing you the learner
becomes dependent on the CA he doesn't fade back yeah but I'll still I will
still reinforce for that if I see the learners engaging like I can still say
great job baby back your learners doing yeah so yeah in order to rule out the
concern that we have where if they're over engaging too much the learners
become prompt dependent on the staff to say do this do that
there's too much engagement so then they're not feeding but now you can
start identifying the staff that are slowly fading their prompts yep and what
would be an example of a prompt feed that you would reward for the staff for
feeding what's an example of something you might reward well if they're
learners are engaging they can start the engagement and then kind of take a few
steps back let it go exactement so yeah the spatial or the spacial
proximity so you're actually going to reward the performance of the staff
member that kind of fades back instead of hovering over them exactly awesome
you could you could start reinforcing the feeding of prompts from heavy verbal
and physical prompts to stepping back and just gesturing right and then that's
so awesome because you're shaping successive approximations and that's a
that's that's the optimal way of avoiding them being over engaged and
then creating dependency okay it's awesome
you
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