|The Evolution of Behavioral Consulting: Shaping Comprehensive Applications of Organizational Behavior Management Technologies|
|Monday, May 31, 2010|
|1:30 PM–2:20 PM |
|Area: OBM; Domain: Applied Behavior Analysis|
|Chair: Alicia M. Alvero (Queens College, The City University of New York)|
|JUDY L. AGNEW (Aubrey Daniels International)|
|Dr. Agnew is a Vice President and Senior Consultant with Aubrey Daniels International. For eighteen years she has specialized in designing behavior based business solutions. Her Ph.D. in Applied Behavior Analysis combined with a myriad of consulting experiences enables her to develop customized behavior based interventions that are well grounded in the science of behavior. Dr. Agnew has worked in industries as diverse as oil and gas, food and non-food manufacturing, mining, forest products, distribution, assembly, and retail. This range of industries has provided her with experience dealing with diverse employee populations and a wide range of organizational issues. Some of her clients include: PECO Energy, Shell Oil, Barrick Goldstrike Mines, Assurant Health, The Orange County Register, Kroger, Wal-Mart, Potlatch, Toro, and M&T Bank.|
|Abstract: In the early days of organizational behavior management (OBM)—and the early days of Aubrey Daniels International (ADI)—client interventions were relatively simple. The focus was on identifying important behaviors that drove business improvement, measuring those behaviors and results, and implementing rather rudimentary feedback and reinforcement systems. The positive reinforcement was often in the form of supervisory praise and small tangibles. This simple model was and remains extremely powerful. Through the years, this basic approach has been the foundation of many of our interventions and has produced some remarkable successes. Some of ADI’s early client data will be presented as representative of this approach.
As with any good system, this basic approach has evolved. At ADI (as with all those implementing OBM) we have gone beyond the basics to apply more advanced behavioral principles to our client work. Some of these attempts have been successful and some have not. Most of these changes and improvements occur as a result of the gradual tweaking of processes and tools over several years.
This talk will highlight some of the changes in interventions over the past 30 years at ADI. Some of the changes to be discussed include: helping performers tap into natural reinforcers for their behavior, helping clients become better observers of the impact of their own behavior, coaching for rapid and sustained change, fluency training for critical skills, better systems analyses, a focus on the verbal community in the workplace, better understanding the cultural context, and transferring ADI technology fully to our clients as part of our core mission. Brief case studies and sample client data will be presented.|