As a manager, you must be able to facilitate behavioral changes when you notice behaviors among your employees of which you are not particularly fond. When you see these behaviors pop up, you can choose to do nothing, which can jeopardize morale, harm productivity, and potentially cause you to lose clients, or you can work to facilitate behavioral change. Obviously, helping your employee to amend the negative behavior is the better option, especially if the employee is otherwise a valuable part of your team. Fortunately, there are some steps that you can take to facilitate behavioral changes with your employees to reinforce positive behaviors while reducing those that are negative.
Be a Coach
Dialectical Behavioral Therapy Pdf
Coaching is an ongoing and collaborative process that works at developing employees over time. It involves providing consistent feedback, which is communication intended to adjust behaviors. To help your employees to achieve an improvement in their performance, you’ll want to immediately correct behaviors that are impeding their success, but you will also need to help them develop the skills that they need to move their career forward. Other benefits of coaching employees include:
- Employees will feel valued and like management wants them to succeed.
- Staff will build valuable knowledge and skills that can help them to advance in the professional world.
- Employees will feel encouraged and supported by their company and manager.
- Workers will be able to feel the pride and satisfaction that often comes with taking on new challenges.
6 Used from $42.65 9 New from $43.00 Radically open dialectical behavior therapy (RO DBT) is a groundbreaking, transdiagnostic treatment model for clients with difficult-to-treat overcontrol (OC) disorders, such as anorexia nervosa, chronic depression, and obsessive-compulsive disorder (OCD). And is the first treatment in the world to. 43.43.960: State fire service mobilization — Definitions.: 43.43.961: State fire service mobilization — Legislative declaration and intent.: 43.43.962: State fire service mobilization — State fire services mobilization plan — State fire resources coordinator. Setting solid behavioral objectives is essential for coordinating a group, regardless of its purpose. Whether you are a project manager and you need to point out to your employees what you want them to do or a teacher who is assigning tasks for the class, the manner in which you describe the goals you expect to be completed will directly affect how they will be carried out. Worksheet for Prioritizing Potential Target Behaviors. Name of the Student: Date: Informant: Directions: Use the key within each question to rank each potential target behavior by the extent to which it meets each prioritization criteria. The behaviors with the highest total scores would presumably be the highest priority for intervention.
Tackle One Issue at a Time
The most effective way to help employees to change their behavior is to tackle one issue at a time as focus is paramount during these efforts. While you may have noticed that an employee has some issues and behaviors that you’d like to see changed, trying to fix them all at the same time will only overwhelm the change while creating more problems.
Instead, identify the main behavior that you’d like altered, and work on that specifically. Behavioral change theories cite a variety of stages associated with a change, so it is important that your employees have ample time to go through each to make sure that any change becomes a permanent one. If you have a few things that you would like your employee to work on, you should prioritize the most important and then work through them in that order, remembering only to move on once they have mastered the first behavior.
Reinforce Positive Behaviors
When you reward employees, you reinforce positive behaviors. When you notice a behavior in your workplace that you want to see more, be sure to acknowledge, recognize, and possibly reward it. Likewise, when an undesirable behavior pops up, be sure to provide constructive and direct feedback right away so that your employee understands that it is wrong.
It is important to deal with and confront these behaviors fairly and head-on. Change strategies for negative behaviors like “testing” your employees, bullying, or passive aggressive comments are never an effective means of getting the behaviors that you want. These tactics can be hurtful and will do more harm than good, breaking down relationships, creating distrust, and causing low morale in your workplace.
Inspire Your Employees
One of the best ways to achieve behavioral changes amongst your employees is to inspire them.Inspiring an employee is essentially tapping into their passions and motivations at a deeper level, and this can be done by using inspirational language and sharing stories. Bringing in popular motivational speakers can be a great way to accomplish this task, as an outside speaker can bring a unique perspective that can encourage your employees always to strive to do their best. Additionally, these sessions can help to build self-esteem and confidence, leading to greater employee productivity.
Create Collective Goals
Sometimes changing employee behavior is best done when working with your entire team rather than an individual. Depending on the undesirable behavior, there is a chance that everyone that you manage could use a review of what is and is not acceptable. You should be sure to set clear goals for your entire workforce that will guide all of your employees to act out positive behaviors. When everyone has his or her sight fixed on the same objective, change initiatives have the best chance of success. Holding group training sessions and meetings to reinforce these goals and the behaviors that you’d like to see out of your workers will help to inspire and encourage positive change.
Employee behavior can be difficult to change at times. However, if you want your employees to behave in a certain way, it is important to manage them in a manner that supports and encourages positive behaviors.
For me…this quote from Ijumaa Jordan says it all!
Training Courses Dialectical Behavior Therapy
I’ll allow your initial shock, but we’re still going to move forward. It’s not going to stop us. We still had to talk about…we still have to move forward, because right now children are being harmed”
Here are just a few of the topics we dive into:
- Developing humility
- Classroom rules
- Characteristics of the White dominant culture
- Referring to others as our “friends”
- Implications for prioritizing the individual over the collective
- Where White Supremacy “shows up” in professional development
- And so much more!
43 Prioritizing Valuesdialectical Behavioral Training Skills
Click here for a transcript of this episode.
Bonus – Ijumaa and I hosted a webinar titled “A Critical Conversation About Racism and the Pandemic”. Click here, scroll down, and then start at minute 12:12 to learn more about steps you can take to be anti-racist, especially during a pandemic.
Double Bonus – Be sure to follow me (and Ijumaa – see links below) on Facebook, Instagram, or Twitter because we have two big announcements coming up that you won’t want to miss!
And so, we can grow together, because that gives me hope. It’s not necessary that we actually have to know the same thing or do the same work, but that we’re willing to do the work together to make those, the changes that we want, to move to that world where all needs are met, where there’s no lack. ~ Ijumaa Jordan, ECE Consultant
Join Ijumaa and me at this year’s Summer Leadership Institute August 3-5th. It’s going to be beyond amazing.
SHOW NOTES
Transform Challenging Behavior: Dr. Barb O’Neill’s main website that describes her approach of tapping into children’s propensity for play to address “challenging behavior”. We can motivate them to want to listen, cooperate and participate. Includes information about the services she offers and her blog.
What Is Dialectical Behavioral Therapy
Transform Challenging Behavior Online Conference: Registration page for the TCBOC which ran May 6-12, 2020. Packages still available. Includes the speaker lineup. Spanish subtitles and daily workbooks in Spanish are also available.
White Fragility: Why It’s So Hard for White People to Talk About Racism: This book by Robin DiAngelo describes what is meant by “White Fragility and how we might build our capacity in the on-going work towards racial justice”.
43 Prioritizing Valuesdialectical Behavioral Training Certification
Me and White Supremacy: Combat Racism, Change the World, and Become a Good Ancestor: This book by Layla F. Saad “leads readers through a journey of understanding their white privilege and participation in white supremacy, so that they can stop (often unconsciously) inflicting damage on black, indigenous and people of color, and in turn, help other white people do better, too”.
White Rage: The Unspoken Truth of Our Racial Divide: This book by Carol Anderson, an acclaimed historian, “reframes the conversation about race, chronicling the powerful forces opposed to black progress in America”.
The 13th: This film provides “an in-depth look at the prison system in the United States and how it reveals the nation’s history of racial inequality”.
We Want to Do More Than Survive: Abolitionist Speaking and the Pursuit of Educational Freedom: This book by Bettina Love draws on “personal stories, research, and historical events, and offers a vision of educational justice inspired by the rebellious spirit and methods of abolitionists”.
Parker Palmer: The main website for Parker J. Palmer, “a world-renowned writer, speaker and activist who focuses on issues in education, community, leadership, spirituality and social change”.
Guest Bio
Ijumaa Jordan is an early education consultant with a focus on reflective practice, culturally relevant teaching, and developing anti-bias curriculum for young children and adults. Ijumaa works with teachers and administrators to facilitate professional development in a “community of practice” model that promotes reflective teaching practices and leadership. She has more than twenty years of teaching in early education and directing. She brings her skills and experiences as a teacher, leader, and mentor, and a strong belief in the value of a play-based and emergent curriculum to my keynote presentations and workshops.
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