POOGI for ABA

At my first professional job in 1995, the company asked me to do an introductory training on applied behavior analysis. I put together a presentation, but wasn’t very happy with how it went. So, I immediately set out on a process of Poogi. Even after leaving that position, I continued to give and improve my presentation. On post-tests, I started demonstrating good learning outcomes and high social validity from staff who completed it.

Often, I’d start the training by explaining the first version was conducted in 1995. Where were you in 1995? In later years, I started to hear people in the training were not yet born in 1995. Not only that, they couldn’t relate to examples that involved record players, VCRs, or having missed a television show that aired at a specific time.

When working with young children, a good teacher is usually silly and dramatic. Young children tend to love that. For years, we used to use the phrase “Ham it up.” This is a somewhat old-fashioned phrase that means acting exaggerated and dramatic. Unfortunately, multiple staff in later years thought I was referring to a rather inappropriate internet slang term.

It is necessary to change with the times. When giving trainings I had to change the examples used. But now, I don’t usually give introductory trainings any longer as most staff get their intro training through online resources. Still trying to remember not to say, “Ham it up.”

Of course, BCBAs know that if something works (i.e., is reinforced) we tend to do it again. If it stops working (i.e., is no longer reinforced) we tend to stop. But when language gets involved (e.g., I have an effective intro training I’ve been giving for years), sometimes those real-world effects don’t work as well as they should. Just because something used to be effective doesn’t mean outside factors won’t change that. It is necessary to continuously evaluate in order to POOGI.

Sometimes, during supervision, you will come across a person who knows how to follow the protocol, has all the resources needed to follow the protocol, has zero obstacles to following the protocol, receives regular feedback on following the protocol, has a supervisor who attempts to reinforce when the protocol is followed, receives negative consequences when the protocol is not followed, and still does not follow the protocol when you aren’t looking. They probably will do it when you are standing there, but as soon as you turn your back and are drinking coffee in the office, they go back to doing the wrong thing.

As a manager, probably nothing is more frustrating. When they try to understand why this happens, managers often blame negative personality traits or bad attitudes; they are lazy, obnoxious, or don’t care. Today, I’m just focused on another reason that I think is a relatively common situation and underappreciated:

The staff person doesn’t think you know what you are doing. They believe they know how to help the child better than you. The staff person thinks you’re a bleep!

Maybe I didn’t go to college, but I’m with that kid every day for six hours a day. I know what works and what doesn’t work much better that bleeping BCBA. Sure, I need this job, so I’ll do what is necessary and pretend that I’m listening when that bleep comes around. But no way am I doing that procedure all day.

I think commitment to the Poogi is the way to handle this type of problem. Sure, sometimes it may be necessary to go down the road of verbal warnings, written warnings, etc. But my first attempt would be something like this: Have a written copy of the procedures with the rationale behind each step ready. Then, sit down with the person and go through the procedures, constantly soliciting feedback. With practice, you will get better at soliciting POOGIs. Resist the temptation to jump in and explain why their idea is wrong. Instead, praise the good intentions behind each idea. Accept any changes that might be positive. For the changes you disagree with, follow the negative branch procedure.

If you demonstrate every day that you are committed to the POOGI, I believe the staff will come to respect that. This procedure has a chance to really work because it might improve your relationship with your staff and get you working together on the same team. There is a big difference from that and the person begrudgingly following the protocol and being a PIA about a million and one other things because they received “feedback.”

Behavior analytic services should only be delivered in the context of a professional relationship. Nothing written in this blog should be considered advice for any specific individual. The purpose of the blog is to share my experience, not to provide treatment. Please get advice from a professional before making changes to behavior analytic services being delivered. Nothing in this blog including comments or correspondence should be considered an agreement for Dr. Barry D. Morgenstern to provide services or establish a professional relationship outside of a formal agreement to do so. I attempt to write this blog in “plain English” and avoid technical jargon whenever possible. But all statements are meant to be consistent with behavior analytic literature, practice, and the professional code of ethics. If, for whatever reason, you think I’ve failed in the endeavor, let me know and I’ll consider your comments and make revisions, if appropriate. Feedback is always appreciated as I’m always trying to POOGI.

If you are passionate about the environment, you may decide to give up disposable coffee cups and instead bring a reusable cup when you frequent your favorite coffee shop. Seems like an obvious and easy way to do your part. But if you think about it, this is a somewhat effortful behavior including remembering to take the cup with you, washing the cup, and the awkwardness that can occur giving it to the barista in a busy coffee shop. Though if it helps the environment, you might be willing to do all that.

Unfortunately, whether reusable coffee cups are actually better for the environment is complicated. That’s because you have to consider the energy used in making the cups, the type of cup used, and the amount of soap and hot water you will use to clean your reusable cup. Depending on the details, it may be more environmentally friendly to use the disposable cup.

In my view, this type of analysis is something we should all think about whenever we try to make a behavior change. If this behavior change is successful, will it make a difference in the long run? Like trying to help the environment by using reusable cups, many BCBAs, parents, teachers, and others help children with autism make behavior changes that are likely to have very little long-term impact.

This can occur in a variety of ways:

• Behavior changes are made, but not generalized to the point where they have any practical impact on the person’s life.
• Behavior changes are made, but not sufficiently learned, so they do not maintain over time.
• Behavior changes are made without significant thought over whether the change is going to be useful to the client in the long run.

In my view, the way to think about this is to avoid changes that are likely to have a very small impact. We all have very limited time and attention. If you focus on a bunch of small changes, you likely will miss the big things that will have a major long-term impact. Select behavior changes that are likely to have a big long-term impact on the client’s life.

As for my coffee cup, I drink tea.