‘training’ Articles

Productive Plan for 99ers

February 28th, 2012

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Man Circling Help Wanted AdsI happened to catch the Platform to Employment segment on 60 Minutes this week and couldn’t help but applaud!  Now this is a productive plan. This non-profit has gone well above and beyond typical outsourcing activities to develop and support a program for those who are still deeply affected by unemployment and have tried, with no success, to secure a job on their own.  Referred to as 99ers, these are the very capable unemployed whose benefits have been extended for up to 99 weeks and whose personal self-worth can be described as dismal. For most, they see their skills becoming less relevant, their once vibrant careers slipping steadily away, and their financial net worth eroded.

Platform to Employment (P2E) was developed by The WorkPlace, an incorporated group that supports, collaborates and advocates for workforce development regionally in Connecticut, as well as nationally by sharing best practices and lessons learned. With a tagline of think it forward it’s no wonder this group has innovatively found a way to get Americans feeling more productive, confident, and self-sufficient.

In effect, this program can be compared to pay for performance only its performance for employment.  Folks who participate are taken through three tiers of support: Tier One – job readiness; Tier Two – emotional readiness; Tier Three – 8 week work experience. During the first two tiers of the program, those who have struggled with unemployment and have heard ‘no’ more times than we can think are coached and trained back from the social, emotional, and technical deficiencies they felt as a result of their long term unemployment status. Most importantly, the emphasis is put on improving performance, managing change, problem solving, and effective communication.  They are essentially being taught how to be the best employee they can be, in spite of their past circumstances.

The final phase is where performance for employment comes in.  P2E secures an eight week work-for-hire, matching companies who are looking for skilled candidates. By reducing the risk of the hiring company, candidates have the opportunity to earn a position by performing their way to employment.

I applaud the companies that have stepped up to participate in getting Americans back to work, and to P2E for their innovative program. I hope to see P2E replicated all over the country in months to come.

Leadership, Motivation, Performance, training

Eliminating Rare Errors – Even Sleeping Air Traffic Controllers

April 10th, 2011

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It’s happened again! An air traffic controller deliberately made his bed and slept in it while 7 different aircraft were trying to safely land at a Tennessee airport. I think it’s safe to assume this controller is a fine person who means no ill will. So why would someone in such a critical role take such a risk?

While the FAA continues its investigation into this and other claims of sleeping air traffic controllers, those who understand behavior from a scientific perspective will tell you that the solution to this problem does not lie in adding another controller in the tower or in punishing the offender.

For a better understanding of what should be done to eliminate situations that lead to unsafe conditions, I invite you to view a new video interview where I discuss the topic of Eliminating the Rare Error.

Behavior Based Safety, Consequences, Motivation, Negative Reinforcement, Positive Reinforcement, Technology, training

Will Safety Issues entangle Spiderman?

March 8th, 2011

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spidermanWorkplace Safety will not improve until OSHA learns the basics of behavior change

I couldn’t help but be amused about an article in the New York Times reporting the latest citation by Federal regulators for safety violations in the Broadway production of Spider-man: Turn off the Dark.  OSHA “regulators” have been “citing” the play for over a year.  Why they call them “regulators” I don’t know because their citations change no behavior, they regulate nothing.  One thing they do is keep the play in the public eye, a plus for the production company.  The total sum fined over the past year is $12,600, considerably small in terms of the value the play received in free publicity.

When will “regulators” learn that the citations don’t work?  Massey Mine had 1300 citations, BP had 360, and the company involved in the egg recall also had  a long history of citations over the years. OSHA keeps giving citations, but in many, many cases nothing changes.  As the New York Time article points out, the Spider-man production was in violation last year and they are still in violation today. 

Let me put it this way.  The closest thing we have to a behavioral law, as gravity is a law of physics, is that behavior is a function of its consequences.  Consequences change behavior not citations.  Telling them they are unsafe, although meant to be a punisher, is apparently a reinforcer- the behavior continues.  Although OSHA attempts to punish violators with citations and fines, they are not punishers since punishment stops behavior.  If OSHA invested the small amount of time it would take regulators to become fluent and develop skills in behavior change, workplace safety, or in this case the safety of everyone associated with the production of Spiderman, would be significantly improved.

I believe that OSHA should focus on increasing safety compliance. (I’ll bet they think they do that now.)  Only reinforcement increases behavior.  If companies experience with OSHA was to help them improve safety while decreasing cost and improving the quality of their products and services, the agency would be inundated with requests for help.  As it is, when OSHA regulators appear on site, employees don’t rush to show them items of concern, they hide them or try to steer regulators away from them.

There is a better way to improve safety. Punishment or attempts at punishment won’t.  Because of that, OSHA’s efforts are of little help to Spider-man. Nevertheless, as they say in the business, citation or no citation, the show must go on.


Behavior Based Safety, punishment, Results, training

TSA Brings Problems on Itself

November 23rd, 2010

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tsa copyAs the Thanksgiving travel begins to increase, so too do the TSA screening stories! If you have been watching TV in the last week, you are probably sick of the “should they – shouldn’t they” conduct security “pat downs”.  Polls have shown that a vast majority of travelers have no problem with the new procedure and I believe the coverage is conveniently swayed to those travelers who have a problem.  In fact, only 3% of travelers are subjected to additional screening or x-ray.  As a frequent traveler I have been subject to additional screening only once in the last year. 

That aside, having practiced as a clinical psychologist for a number of years, I do understand that there are people who have a problem being touched by anyone.  I know these people will experience a great deal of anxiety with the new pat-down procedures.  The problem for the TSA is should they allow a small percentage of passengers to change the system which will in turn cost many millions of dollars?  I think not.  This population is small in comparison, and I know that under certain conditions, their anxiety will diminish with subsequent screenings. 

The true problem is one that I think the TSA has brought on itself. What has caused the brouhaha? It’s poor customer service.  The sad fact is that when TSA agents are friendly and courteous they stand out because they are exceptional—not typical.  When I was pulled aside for additional screening, I didn’t understand why, and was slow to remove my pen and my watch as they were ok under the usual process.  I would have had a very different reaction if I had been told something like, “Sir, we select a certain percentage of travellers for additional screening and today is your day. You will need to remove your pen and watch for the x-ray screening.”  This was not done and I admit I was a little hesitant and obstinate during the process. A few kind words up front make a big difference for most people who are asked to cooperate in activities where they would otherwise be uncomfortable.

If you were to diagnose this further, the poor customer service is likely linked to a lack of training. I have to believe, based on my own experience, that these TSA representatives do not know their own process well enough and therefore fumble their way through the screening procedure, leaving everyone feeling uneasy. 

In the final analysis, the decision between being touched in ways that might cause me some increased tension or subject me to an additional dose of x-rays and having another act of terrorism in a plane is a no-brainer.  However, I believe that the TSA can do a better job to allay many fears using the present process and equipment which can be addressed with increased training and attention to the customer (ie. passengers).  Are there better ways to secure flights than are currently being used? Clearly.  Until the time those procedures and equipment are available, my advice, “Get over it.”

Behavior 101, Consequences, Negative Reinforcement, Technology, training