Brett interest in organizational behavior
management seems to be on the rise why
haven't other feels that human resources
embraced it and what would you say to
folks looking to build their own
vehicles I think when it comes to even
the terminology of organizational
behavior management just behavior in
itself by calling it that organizational
behavior management the terminology
number one might be somewhat flawed
because in the human resources world and
many organizations outside of Human
Services they the word behavior kind of
has a stigma them I think some of the
language for one like if you called it
say organizational performance
management that just the terminology
could be one barrier sometimes just the
way it's perceived there's so many mix
terms too there's like an industrial
organizational psychology organizational
psychology and it it's a very ambiguous
feel to many so that's one probably the
the terminology maybe a second would be
the jargon so I think that maybe the
words that are used to speak about
behavioural contingencies and systems
and organizations at some point I think
we try to speak to fancy and some of the
terminology makes from what I hear about
industry leaders that I speak to they
they often feel that the terminology is
kind of speaking down to them in an
ivory tower type of way because we have
our own little language you know nobody
knows what a topographically dissimilar
response class member is you start
speaking that way and people tune out
pretty quickly so maybe the terminology
may be that the way it's spoken about
and then people not understanding the
value of positive reinforcement versus
coercion and negative reinforcement so
if people kind of understood a little
bit more about the fact that performance
management and behavior analytic
principles are not about coercion
punishment threats negative
reinforcement but they're more about
inspiring people to shoot for bigger
things and intermittent reinforcement so
to speak that just those that principle
may really inspire leaders to jump into
the field a little bit more
but the beautiful thing about the
science is that right now you possess a
tool box to be successful with OBM
because it's just a BA and I just look
at as like a bee with adults you know or
ABO with groups and organizations
it's very palatable to people and it's
funny Andy can I talk about this all the
time how we seem to get behavior on
myopia when it comes to working with
somebody besides the client right and we
forget about like man we have to like we
have to shape the environment around
that and there's people in that
environment so how can we bring out the
best in those people so they can bring
out the best and that client so that's a
sustainable and we can fade out so I
think that's a big piece of it I wanna
say again that I I wasn't I wasn't
brought up around behavior analyst I
came from the mental health field hadn't
got any conferences I didn't know what
the hell I was doing I thought I was
doing good but I know what I was doing
if I read a book and I just assumed that
everybody out there was doing OPM and
the book is bringing out the best in
people by Aubrey Daniels and it's like
alright it just makes sense it's kind of
what we were taught
let me try doing some of these things so
I can just say that you know you already
possess the toolbox it's just about
getting out there starting to do it
build some self-efficacy right your
belief in your ability to accomplish
that task and you will be successful
with it
