Change Pro Condialectical Behavioral Training

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By Zainab Fazal, M.ADS, BCBA

Pro-Change Behavior Systems toggle menu Menu. Sign In Empowering people to experience life-changing breakthroughs. LIFE-CHANGING TRUTH Learn the TTM. The Transtheoretical Model. Become an Agent of Change: Applying The Transtheoretical Model of Behavior Change. Pro-Change Behavior Systems toggle menu Menu. Sign In Empowering people to experience life-changing breakthroughs. LIFE-CHANGING TRUTH Learn the TTM.

Cognitive-behavioral therapy, or CBT, is a form of therapy that aims to restructure and change the way a person thinks and behaves. Whether or not this therapy is beneficial depends strongly on the relationship between the individual and their therapist. 1 The individual's willingness to make a change. Institute for Training. The Institute for Behavioral Training (IBT) is a one-stop training hub for people who interact with, teach, care for, and treat individuals with autism spectrum disorder (ASD).

bSci21 Contributing Writer

On June 22, 2015, I received a phone call from a staff at a local residential home serving adults with developmental disabilities. With a lot of excitement, she asked if I watched NBC Dateline the night before. Before I could answer, in even more excitement, she said, “that guy did that strategy you were talking about in class!”

Let me give you a little insight into what she was talking about. She was referring to the segment on NBC Dateline called “My kid would never do that: gun safety”, and the guy was Dr. Raymond Miltenberger.You can check out the segment here.

If you teach anyone, anything, behavior analysis has a secret to share with you. It’s the strategy the staff was talking about – Behavior Skills Training (BST). It is a method to teach students, staff, parents, and anyone else you are teaching a new skill. Dr. Miltenberger defines BST as “a procedure consisting of instruction, modeling, behavioral rehearsal, and feedback that is used to teach new behaviors or skills” (2004, p. 558). And that’s exactly what it is, a 4-step teaching strategy that works!

BST teaches a person what to do — that is, what behaviors to engage in under a particular circumstance.It allows for practice within the program so that the person can become fluent with the skills.It is an effective train-the-trainer procedure. And perhaps most importantly, can be individualized to each person. Sounds pretty good, doesn’t it?

Let’s break down each of the steps:

Change Pro Condialectical Behavioral Training

Instruction – Provide a description of the skill, its importance or rationale, and when and when not to use the skill. Repeat this step as necessary.

Modeling – Show your participant how to perform the skill. In-vivo modeling is recommended.

Rehearsal – Practice, practice, and practice! Allow the participant opportunities to practice the skill. Recent research suggests that participants should be able to practice in-situ. The trainer should record data on correct and incorrect responding during this step.

Feedback – The trainer should provide positive praise for correct responding and some form of corrective feedback for incorrect responses.

Some requirements before you can implement a BST program include: the person receiving the training must have the pre-requisite skills required for the behaviors you are teaching, the skill must include a chain of behaviors (a number of skills), and you must be able to role-play or video model the skills.

In a Registered Behavior Technician training course I was providing, I used BST to teach various skills to participants. Any skill I was teaching that met the afore-mentioned requirements I taught using BST. Based on the feedback forms from eight cohorts, participants reported that they enjoyed and learned the most when they got to practice the skills being taught, and got immediate feedback.

Here’s an example of how it was used in the training. The skill was implementing preference assessments with clients.

Instructions were provided on why preference assessments are done, when and with whom to do them, how to use the data sheet, the materials required, and how to complete the assessment.

I modeled completing a preference assessment, using one of the course participants as my “client.”

Participants paired up and practiced administering the preference assessment with their colleagues.Participants were able to practice the skill as each preference assessment included 30 trials!

I went to each group and provided feedback on what each person was doing correctly and incorrectly.

What have been your experiences with Behavior Skills Training? Let us know in the comments below. Also, be sure to subscribe to bSci21 via email to receive the latest articles directly to your inbox!

Recommended Readings:

Johnson, B.M., Miltenberger, R.G., Egemo-Helm, K., Jostad, C. J., Flessner, C., & Gatheridge, B. (2005). Evaluation of behavioural skills training for teaching abduction-prevention skills to young children. Journal of Applied Behavior Analysis, 38, 67-78.

Miles, N.I., & Wilder, D.A. (2009). The effects of behavioral skills trainingon caregiver implementation of guided compliance. Journal of Applied Behavior Analysis, 42(2), 405-410.

Miltenberger, R. (2004). Behaviour Modification: principals and procedure (3^rd ed.) Belmont, CA. Wadsworth Publishing.

Miltenberger, R.G., Flessner, C., Batheridge, B., Johnson, B., Satterlund, M., & Egemo, K. (2004). Evaluation of behavioural skills training procedures to prevent gun play in children. Journal of Applied Behavior Analysis, 37, 513-516.

Steward, K.K., Carr, J.E., & LeBlanc, L.A. (2007). Evaluation of family-implemented behavioural skills training for teaching social skills to a child with asperger’s disorder. Clinical Case Studies, 6, 252-262.

Zainab Fazal, M.ADS, BCBA, began her career in the developmental disabilities field in 2002, and has dedicated her clinical work and research in the area of Applied Behaviour Analysis (ABA). She has worked for many years in assessing and developing comprehensive programs plans for children, youth, and adults with Autism Spectrum Disorders (ASD), learning disabilities, other developmental disabilities, behavioural challenges and mental health issues. Her recent work includes training front-line staff and teachers to use ABA in therapeutic and school settings, and has successfully trained individuals for the Registered Behaviour Technician credential with the Behaviour Analyst Certification Board. She is also an adjunct professor at Seneca College teaching ABA courses in the Behavioural Sciences program. Zainab is the founder and director of Phoenix Behaviour Services, a private practice in Toronto, Canada. You can follow her on twitter @Phoenix_ABA and reach her at zainab@pbxs.ca.

Bringing a positive behavioral change in employees with regards to training and development is something that all L&D’s work towards. However, achieving it is a challenge in itself. Employees are usually resistant to change because change warrants the need to step out of a comfortable zone. Moreover, accepting change is sometimes difficult as it may not suit an employee’s perceived interests in the short run. However, whether it appeases the employee or not, change is needed. Hence, bringing a positive behavioral change in employees with regards to training is important. Both in terms of accepting change—stepping out of the comfort zone. And putting in renewed and extra efforts—actively training and developing.

Changing employee behavior is possible through L&D’s persistence. However, to assist with the process, there are a few other techniques available as well.

In this article, we are taking a look at:

Change pro condialectical behavioral training center

Positively bringing a behavioral change in employee behavior with regards to training and development!

Use Social Learning to Emphasize on Training

Social learning works on the concept of employees training each other by sharing experiences, solutions, and providing guidance. After all, only an employee who has faced a challenge and solved it can help others navigate the same problem. However, there is more to it.

According to a study by Facebook, people are more likely to interact with positive posts and comments by known people.

We can bring the same into practice at our organizations by sharing positive employee experiences on an LMS’s social learning feature. Here, employees share their experience on overcoming certain challenges or embracing learning and its benefits. Sharing experiences plays a big role in positively modifying the outlook of the viewers, in this case, their colleague’s outlook on training and development.

Social learning is the single most important concept to keep in mind for the coming years. We already know the power of social influencers over the masses. Applying the same logic in a corporate work-space is the only next logical step.

Use Push Notifications and Reminders

Push notifications and SMS marketing together still drive revenue for many websites, brands, restaurant chains, and businesses in general.

Most modern LMS offer the ability to send push notifications to their learners informing them about new courses to start and complete.

Now, we do not recommend spamming your learners’ inbox with a call to train.

However, following a well-framed SMS or email template certainly helps in changing the behavior of employees with regards to being more open to the concept of training and development.

An example of a good notification:

Name of course
Short description
Who it is for
Course duration
Benefits of attending it

As employee repeatedly see such notifications either on their mail or their mobiles phones, the chances of them engaging with training increases. They become more acceptable to the idea of training, and show decreased resilience.

Also, It is a much better when compared to randomly forcing training on employees. Such techniques never yield positive results.

Share the Results of Employee Successfully Attempting and Completing Training

Many don’t believe in the gamification and leaderboard feature of an LMS and it does make sense to a certain degree. However, we cannot completely discredit the features altogether.

Gamification and leaderboards are another attempt at getting through to learners at a social level. They spark a sense of healthy competition which ultimately helps employees improve themselves.

The concept of a leaderboard is simple, people seeing their colleagues on the top positions are encouraged to train and work harder to achieve the same for themselves.

While, gamification is about being rewarded with badges and points. Again, rewards and recognition play and important psychological role in motivating employees to learn and train.

Hence, the motivation to see themselves on top a leaderboard or display their rewards drives people to accept training.

Microlearning Aids Behavioral Change

Finally, microlearning is a concept that works on similar lines to notifications and reminders.

Exposing employees to small learning bits on a regular basis is an amazing way to get training across to employees who’d otherwise be put off by long intimidating courses.

Once the learners understand the ease of learning in small bits and pieces at their own convenience, it actually becomes an enjoyable affair!

Also, persistence plays a major role in helping shape an employee’s behavior towards accepting training. Microlearning is simply persistent training in small bits and pieces.

Microlearning can actually result in permanent and long-term behavioral change towards training and development.