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This podcast episode describes the importance of teaching supervisees effective strategies for organization and time management. These strategies are described as critical stress management strategies as well as strategies for overall success in the workplace. Skills such as planning and running effective meetings, managing email/text/voicemail communications, schedule planning, and file management are all explored.
This is a common question of behavior analysts when first introduced to the application of behavioral science in the workplace. Stepping out of the clinic and into fixing organizations seems glamorous to some. But, “doing OBM” doesn’t necessarily mean consulting; in fact, where it’s most needed might be in one’s own organization. Kelly Therrien, a seasoned consultant, and behavior analyst says to start small and she offers a few suggestions.
In Organizational Behavior Management (OBM), one specialty area of practice is leadership and culture development. Leadership can be defined as the behavior of managers, supervisors, and decision-makers who influence the behavior of employees. Culture is a pattern of behavior throughout the organization. Effective leadership produces a culture of reinforcement where leaders and employees bring out the best performance in each other.
The phrase “leadership support” has become a cliché in discussing safety. We always hear about the importance of leadership support and “walking the talk.” The reason we hear so much about such support is because it is important. Yet it is too often poorly defined. Leadership support is often seen as just delivering a series of messages about the importance of safety.
Published in Articles
Performance Management (PM) is an approach to producing organizational results by improving the performance of employees throughout an organization. Performance involves all of the different behaviors that employees engage in. Behaviors that contribute to increases in sales, higher customer satisfaction, and higher quality products and services are the building blocks of business results. PM focuses on increasing these critical behaviors by systematically arranging the workplace to maximize productivity.
Join Operant Innovations for our Turnover in Human Services Q&A with Dr. Byron Wine, BCBA-D, LBA.
by Ryan Walz
The Great Resignation has presented unprecedented change and challenges in nearly every sector of the workforce. It may seem daunting, but during this period of disruption, leaders have a unique opportunity to invest in their existing employees, capitalize on their company’s cultural strengths, and foster growth.
Leaders today often focus on fighting change, whether from competition, or uncontrollable forces. But often such change is inevitable, and as Buckminster Fuller’s quote tells us, those who avoid the fight and simply do things better often come out on top. To adapt to change in this way, and work to make the old obsolete, leaders must establish a company that fosters innovative and entrepreneurial behavior.
So you have questions about training in OBM? We have heard your questions and Ryan Curran and Dr. Allison King are here to answer those! Ryan and Allison will also be describing the current OBM Applied course and how the [BRAND NEW] OBM Specialist Certificate has taken your feedback and created this new certificate program!
Janis Allen answers three burning questions regarding leadership skills (1) what do people think when they see you coming, (2) is there a recognition blackhole, and (3) should we use the sandwich method?
This free tool is a modified version of a Performance Diagnostic Checklist, based on the original Performance Diagnostic Checklist (Austin, 2000) and the Performance Diagnostic Checklist-Human Services (Carr, Wilder, Majdalany, Mathisen, & Strain, 2013). The PDC is another tool for assessing the contingencies surrounding the performance of an individual or group of workers.
Published in Free Resources