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.