Chief Motivating Officers Blog
Struggling with "respect" in the workplace? This blog provides some clear steps on how to increase the likelihood of respectful behaviors occurring, but more importantly, provides a framework for operationalizing soft skills.
Performance scorecards can be a fantastic way to deliver feedback and allocate reinforcement using objective data on behavior and performance outputs. In this blog, I'm going to highlight five of the (MANY) common issues that I have seen in companies that are opting to develop scorecard systems, and how you can prevent your organization from falling into these same "traps".
The purpose of this article is to answer the question – How does one do an OBM project? Learn about the 5 P's - Purpose, Polices, Procedures, Preparing, and Positive Reinforcement.
In the field of applied behavior analysis (ABA), practitioners are taught the seven dimensions written by Baer, Wolf and Risley (1968). These pioneers of the field provided the fundamental elements of application of the science of human behavior, guiding our practice and research. We want to engage the OBM practitioners and researchers of the world to see the link between these classic dimensions and our practice, and make more of an effort to write about the connection between OBM and our theoretical foundations in Behavior Analysis.
Learn about our newest product, Catch 'Em Doing Good cards, and how you can use them to create a positive working environment through positive reinforcement!
Last week, Shannon joined Dr. Becca Tagg on her amazing podcast, The Business of Behavior. They had a great conversation centered around Shannon's top 5 OBM skills every behavior analyst should develop.
Overwhelmed with the constant bombardment of information on a daily basis? A multidisciplinary view of this phenomenon is analyzed, with some potential action steps for you to take to win the battle against information overload.
This infographic explores what OBM is (and what it isn't) to help clarify for newcomers to the field or anyone who has heard about our science and was confused by similarities and differences between us and other fields.
A recent Forbes article declares, “Starbucks should pay its baristas not by the hour, but by the number of drinks served to customers.” A look into the science of Organizational Behavior Management (OBM) would serve Starbucks wisely, and to leave the baristas pay alone until they get the ingredients of a Pay for Performance system planned right.
If you're interested in beginning a career in OBM, this presentation is a good place to start. I discuss the applications and industries in which OBM is currently being used, and then move on to the concrete action steps upcoming OBMers can take, like trainings in OBM, a bunch of great readings, advice on finding mentors, and more.
When looking at the BACB fifth edition task list, what would be different in training a clinical ABA professional versus an OBMer? In short, the main difference is the subject matter of leadership and management of other professionals, plus a dose of specialized experience in looking at systems, processes, and macro contingencies.