Being a better consultant A workshop presented at APBA 2014 New Orleans, LA by Baker Wright, PhD, BCBA-D

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1 Being a better consultant A workshop presented at APBA 2014 New Orleans, LA by Baker Wright, PhD, BCBA-D The following materials were presented as a workshop during the annual convention for the Association for Professional Behavior Analysts in March The following materials were put together strictly for those who attended and for anyone with whom they would like to share the information. However, please practice professional courtesy because those who follow the information within may, in fact, grow their influence, their business, and the field of behavior analysis. (Also, please do not copy or reproduce any part of this without the written consent of the author and presenter this took a lot of time and hard work, so be nice). Enjoy. If you or someone you know would like to have me bring this live to your group or area, please contact me. bwright@bmcsoutheast.com Behavior Management Consultants, located in Tallahassee, Florida, has provided quality behavior analysis services throughout the Southeast since Throughout these years, BMC has built one of the strongest, most experienced teams of behavior analysts in the country. We pride ourselves on delivering exceptional services provided by wellexperienced and highly qualified professionals. We hope your time with our BMC consultants was enjoyable and educational so you can take what you learn and apply it to your everyday lives and professional endeavors. Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

2 Being a better consultant APBA 2014 New Orleans, LA C. Baker Wright, PhD, BCBA-D Activity 1: Notes: Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

3 Being a better consultant APBA 2014 New Orleans, LA C. Baker Wright, PhD, BCBA-D Activity 2: 1. Describe a failure of presentation. What was the actual failure and how did it affect the outcome for the consumer? How did it affect the outcome for the professional relationship? 2. Describe a success of presentation. How did it help you reach your goals? Do you still communicate in this fashion? NOTES: Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

4 Being a better consultant APBA 2014 New Orleans, LA C. Baker Wright, PhD, BCBA-D Activity 3: 1. Describe a failure of communication. What was the actual failure and how did it affect the outcome? 2. Describe a success of communication. How did it help you reach your goals? Do you still communicate in this fashion? Activity 3.1: STATEMENT 1- NO: YES: Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

5 STATEMENT 2- NO: YES: STATEMENT 3- NO: YES: STATEMENT 4- NO: YES: NOTES: Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

6 Being a better consultant APBA 2014 New Orleans, LA C. Baker Wright, PhD, BCBA-D Reference List: Bailey, J.S. & Burch, M. (2010). 25 Essential skills and strategies for the professional behavior analyst: Expert tips for maximizing consulting effectiveness. New York: Routledge. Blanchard, K., Olmstead, C., & Lawrence, M. (2013). Trust Works!: Four keys to building lasting relationships. New York: Harper Collins. Buckingham, M. & Clifton, D. (2001). Now, discover your strengths. New York: The Free Press. Buckingham, M. & Coffman, K. (1999). First, break all the rules: What the world s greatest managers do differently. New York: Simon and Schuster. Collins, J. (2001). Good to great: Why some companies make the leap and others don t. New York: HarperCollins. Covey, S.M.R. (2006). The SPEED of trust: The one thing that changes everything. New York: Simon and Schuster. Coleman, K. (2013). One question. New York: Howard Books. Daniels, A.C. (2000). Bringing out the best in people: How to apply the astonishing power of positive reinforcement. New York: McGraw-Hill. Gerber, M. (2001). The E-Myth Revisited: Why most small businesses don t work and what to do about it. New York: Harper Collins. Godin, S. (2010). Linchpin: Are you indispensable? New York: Penguin Group. Grant, A. (2013). Give and Take: Why helping others drives our success. New York: Viking. Lencioni, P. (2002). The 5 dysfunctions of a team: A leadership fable. San Francisco: Jossey- Bass. Maxwell, J.C. (2010). Everyone communicates, few connect: What the most effective people do differently. Nashville: Thomas Nelson. Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

7 Maxwell, J.C. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville: Thomas Nelson. Miller, J.G. (2001). QBQ! The question behind the question: What to really ask yourself to eliminate blame, victim thinking, complaining, and procrastination. New York: Penguin Group. Ramsey, D. (2011). EntreLeadership: 20 years of practical business wisdom from the trenches. New York: Howard Books. Sinek, S. (2009). Start with why: How great leaders inspire everyone to take action. New York: Penguin Group. Please do not reproduce without consent of the author Behavior Management Consultants, Inc. 2014

8 Remember, you can be a great behavior analyst, but a terrible consultant! Please, don't do that. How you communicate behavior analysis makes the difference between being effective or not. All three of these buckets are essential, but the one in the middle is what makes it all work. Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

9 50% Behavior analysis 50% sales Do you believe that? You should. What business are you in? Levels of customer expectation: Accuracy. Availability. Partnership. Advice. Buckingham & Coffman - First, Break all the Rules What were your three? Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

10 These were mine. Pr 1 Presentation WARNING! These are all things that can immediately and critically affect your ability to serve others effectively Remember, you will lose credibility without knowing it. This includes appearance (remember Dr. Jack ), but also the perception of your actions. The open computer is an open door when it comes to the imagination of those who see you staring into the screen. Running to the house with the pizza = higher tips. What was it? Hint: it was not the extra 10 seconds Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

11 It all matters. Pay attention. Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

12 Remember this guy? Don't be him. Be humble enough and smart enough to say, I don't know. Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

13 I THINK YOU GUYS LIKED THIS ONE. What are the competing contingencies? Would they rather deal with the behavior and not expend the effort? What are they avoiding? Is the response effort too costly? Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

14 Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

15 Remember the differences between the three kinds of connections. Respect their time, be prepared, and don't sit for the drop- in (remember the President). Questions work especially well when the audience is already skeptical of your influence, such as when you lack credibility or status Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

16 Please do not reproduce without permission of author and presenter Behavior Management Consultants, Inc

17 A little self- deprecation can go a long way. Remember the Army trainer, young in age and appearance, but well established and ranked. He failed miserably when he opened his training by declaring his resume to a bunch of higher ranked trainees to show them he deserved to be on that stage. He knocked out the second training with this question with the same exact material as the first training session. I could have sworn you were 13. Instead of trigger, antecedent, etc. what are some ways you can ask the same question, but in a better way, and get a better answer? Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

18 . Those nurses who told the truth, but empathized were seen as the most helpful and the best nurses Practice your communication be deliberate. What s your answer? Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

19 Ahhh, yes. Withitness! Is it learnable? Maybe. You better try. Being alert enough just to smile and say, have a nice day. Remember the story of the consultant whose job it was to say nothing and smile for 3 days. Those 3 days (without offering suggestions, corrections or help ) earned him a career of trust. Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

20 Time to ask Time to tell about how Time to pursue toilet for the data? bad the staff stinks? training? NO NO. NOPE JUST DON'T SPOIL IT! Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

21 You have 3 bombs. You have a ton of small bullets. Do the aiming and testing with your bullets (the small stuff). Get the feedback and make adjustments more bullets. Hit the targets then go for the bombs. Does that make sense? Shaping? Behavioral momentum? Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

22 The best plans can go in the trash can if they are not feasible to implement within a home, a classroom, a hospital, etc. Does your plan, do your recommendations pass the feasibility factor? You can stay within your boundaries and maintain your role and not be a jerk. There is a lot of mileage in these things do them consistently (and don't complain). From Give and Take (see references) I hope this does not break copyright laws. Remember this. Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

23 Shaping. Shaping. Shaping. Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc

24 Thank you Please do not reproduce without permission of the author and presenter Behavior Management Consultants, Inc