The Perils of Too Much Praise

We often teach parents, staff, and supervisors to be overwhelmingly positive. You have been told that for each time you deliver a correction, you should find five things you can praise. That’s pretty hard to do, and takes a lot of practice.

The 5:1 positive-to-correction ratio has been studied extensively in a variety of contexts such as staff working with learners, supervisors working with staff, and even married couples. As a general rule, in most relationships, if your positive-to-correction ratio is around 5:1, things are probably going well.

Now, many of us who are overachievers tend to think if 5:1 is good, 10:1 must be better. Maybe we can go for 20:1? In fact, I’ve seen situations where people almost never get any negative feedback. But more isn’t always better. While it is an effective procedure, it can lead to problems if overused:

There are always problems to address. In many situations, the only way to get the ratio up to super-high levels is to ignore the problems. Of course, there are benefits to emphasizing the positive. But ignoring the problems ensures they will stay problems.
The person who is receiving overwhelmingly positive feedback, whether a child, staff person, or pretty much anyone, can start to believe that there is no need to improve. That’s terrible for the Poogi. There is always more to improve.
The person who is receiving overwhelmingly positive feedback is sure to eventually get some negative feedback. But now, because they aren’t used to ever getting any negative feedback, it will often lead to an emotional reaction.

The positive-to-correction ratio is a great procedure to teach parents, staff, and supervisors. Just be sure they don’t overdo it.

It is also worth checking the ratio of positive to negative feedback you are personally receiving. If it’s highly negative, no problem. No doubt you are aware of it and trying to do something about it.

But if no one is giving you any critical feedback? Then problems are probably not on your radar. You probably are not on a POOGI. Go seek out negative feedback. It’s the only way to POOGI.

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.