Bringing Out the Best in People
The Netherlands 10-2015
© 2015 ADI
ADI Aubrey Daniels International
Science of behavior is not psychology
Bringing Out the Best in People
• Psychology is the science of the mind
Aubrey Daniels, Ph.D.
aubreydaniels.com
• Behavior Analysis is the scientific study of behavior
• Since 1973 over 60,000 research studies have been
reported
• What I present today has been studied in many
countries (50+), many companies (in excess of 300)
and with almost every job
In spite of the rapid advances in technology, the
Laws of Behavior Remain the Same
Deceptively Simple
© 2009
A: B
The ABC Model
C
Antecedents: Behavior
Consequence
(Setting Event)
(Reinforced/Punished)
E = mc²
3
© 2014 4
Some things we know about behavioral consequences
(continued)
Some things we know about behavioral consequences
© 2008
© 2008
• There are four behavioral consequences
• Positive reinforcement produces higher rates of behavior
than negative reinforcement
• Two increase behavior and two decrease behavior
R+
Performance Level
R+ Positive Reinforcement
Consequences that
INCREASE Behavior
R- Negative Reinforcement
Get something you want
BEHAVIOR
Escape or avoid something
you don’t want
Get something you don’t want
Lose something you have
and want
P+ Punishment
Consequences that
DECREASE Behavior
© 2008
P- Penalty
Discretionary
Effort
RMINIMUM REQUIREMENTS
“Have-to-do” curve
Over Time…
5
© 2008
5
All Rights Reserved
“Want-to-do” curve
6
6
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Bringing Out the Best in People
The Netherlands 10-2015
© 2015 ADI
Some Things the Science of Behavior Has Taught Us
Behavior is a function of its Consequences
© 2009
1. Antecedents are necessary but not sufficient for
behavior change.
2. Behavior is a function of its consequences.
A: B
C
3. Immediate and certain consequences
are the most powerful.
4. Positive consequences are most efficient
and effective.
5. Negative reinforcement and punishment
are the most common and have negative
side effects.
6. Consequences influence behavior
regardless of whether they are
intentional or unintentional
7
8
PIC/NIC Analysis™
Antecedents vs Consequences in Behavior Change
© 2008
BEHAVIOR
Training Components
Knowledge
Skill Demo
The Problem
Pinpointed
Performance
Use in
Classroom
Theory and Discussion
10%
5%
0%
Demo in training
30%
20%
0%
Smoking
cigarettes
ANTECEDENTS
60%
60%
5%
Coaching
95%
95%
95%
I/F
C/U
Heart Disease
N
F
U
Boredom
Lung Disease
N
F
U
Stress
Cost
N
F
C
Meals
Dirty
N
F
U
Stinks
N
F
U
Criticism
N
I
U
Holes In Clothes
N
F
U
Fires
N
F
U
Driving
Taste
P
I
C
Ash tray
Good Smell
P
I
C
Going to bed
Stimulus
P
I
C
Meetings
Relaxation
P
I
C
Fills time
P
I
C
Alcohol
Telephone
Bennett, B. (1987) The effectiveness of staff
development training practices: A meta analysis
Dissertation Abstracts International, 48 (7), 1739
P/N
Nicotine addiction
Coffee
Practice & feedback in
training
CONSEQUENCES
*Remember, consequences are from the point of view of the performer(s).
© 2012
9
The Relative Power of Consequences
10
R+ produces exponential growth
© 2008
• A small, immediate consequence has more impact on
behavior than a large, future, and uncertain one
PIC
NIC
PIU
Most
Powerful
PFC
NFC
NIU
PFU
NFU
Least
Powerful
11
All Rights Reserved
2
Bringing Out the Best in People
The Netherlands 10-2015
© 2015 ADI
How long does it take to change behavior?
Wear Goggles When Handling Concentrated Chemicals
11/09
11/02
10/26
10/19
10/12
10/05
09/28
09/21
09/14
09/07
08/31
08/24
08/17
08/10
08/03
07/27
07/20
07/13
07/06
06/29
06/22
06/15
06/08
06/01
05/25
05/18
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
05/11
Percent Safe
“Notice that conditioning is commonly ‘instantaneous’ and that response rate is
steady.” Keller and Schoenfeld Principles of Psychology (pg46)
Week
© 2014 14
Behavior Pinpoint
Distribution: Close Blade After Cutting Each Case
Keeping Free Hand at Side Or
on Table When Sharpening Knife
100
90
100
80
Percent Safe
90
80
% SAFE
70
60
50
40
Baseline
70
60
50
40
30
20
30
10
20
0
10
July
August
September
Observation Days
0
0
10
19
29
39
49
Days
© 2014 15
R+ produces exponential growth
All Rights Reserved
© 2014 16
Getting Smarter Quicker – Walter Schneider
3
Bringing Out the Best in People
The Netherlands 10-2015
© 2015 ADI
Herrnstein’s Hyperbola – The Matching Law
(A Manager’s Job Description)
© 2008
Exponential vs Linear Growth
4500
4000
B=
Policies
3500
kr
Processes
3000
r + re
2500
Rules
2000
Consequences
1500
Management Behavior
1000
500
0
1
2
3
4
5
6
7
8
9
10
11
19
12
13
© 2014 20
The New Way to Work
Five-Step Behavior Management Process
© 2008
• Manager and supervisor as coach.
1. Pinpoint
• Job of manager is to help employees to be more
successful.
2. Measure
• Tell what needs to be accomplished
• How can we do it.
3. Feedback
• Ask more questions, less telling
• Less confrontation
4. Reinforce
• How would my behavior cause performer to want to
do better?
5. Evaluate
• Shape solutions
21
3344 Peachtree Rd NE, Suite 1050
Atlanta, Georgia 30326
www.aubreydaniels.com
All Rights Reserved
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