CHAPTER 3 PART 1: Building and Sustaining Meaningful and Effective Relationships as a Supervisor and Mentor chapter 3 part 1/3

“A great supervisor can serve as a model for future great supervisors and, unfortunately, an ineffective supervisor can serve as a model for future ineffective supervisors.”

CHAPTER 1 PART 2: Supervision provides an opportunity to establish and maintain meaningful, rewarding, sustained collaborative relationships that enhance the professional growth of both parties.

CHAPTER 1 PART 1: Supervision provides the opportunity to establish and maintain meaningful, rewarding, sustained collaborative relationships that enhance the professional growth of both parties. An effective supervisory relationship is:

Bi-directional and collaborative: shared goal-setting and feedback
Meaningful and sustained
A growth experience for both parties
A path to mentorship
A source of guidance and role models

ABA Technologies introduces a new OBM Specialist Certificate, incorporating several years of feedback from previous versions of the certificate. Students receive the OBM Specialist Toolkit and practice applying the material by following a case study and working through a simulated OBM project. The program is designed to better prepare individuals to apply OBM methods and tools to projects of their own.

怎么才能让我的孩子做我想
要他们做的事？

How Do I Get My Child to Do What I Want Them to Do?
5 Parenting Tips Using the Science of Behavior.

Job searches can be time-intensive and stressful, especially if you can't find the position you are looking for. So, we started the process for you!

Behavioral Systems Analysis (BSA) provides a comprehensive approach to ensuring that organizational changes translate to sustainable business results.

BBS is an approach to occupational risk management that uses the science of behavior to increase safe behavior and reduce workplace injuries

PM focuses on improving behavior AND results to ensure change in individual behavior leads to change in bottom-line metrics.

Can't do or won't do? Training solves can't do performance problems. Employees who can't do the skill even if they wanted to need training to develop that skill. Training is not the best solution for won't do problems!

Skills that you can develop through your graduate training or professional development that provide the foundation for professional practice.