Knowing When to Seek Help (How to Receive Feedback)

Chapter 20 – Bailey & Burch, 2010

Ana AlbanCaldwell College

Overview

o When to seek helpo Read the signs

o What should you do?

o Receiving feedbacko Steps

o Summaryo Additional readings

(Bailey & Burch, 2010)

Knowing When to Seek Help

o Young Behavior Analystso Miss early signs o Dismiss red flagso Don’t know there is a problemo Don’t seek help

(Bailey & Burch, 2010)

Knowing When to Seek Help

“We might be spending too much time teaching behavioral consultants about autoclitics and intraverbals when we should be focusing more on reading facial cues and body language”

(Bailey & Burch, 2010)

Knowing When to Seek Help

o What you might think:o Afraid to show weaknesso Confess ignorance

o What organizations/agencies want…o Supervisors/managers will provide

training o Make organizations/agencies look goodo Succeed

(Bailey & Burch, 2010)

Knowing When to Seek Help

READ THE SIGNS

In a Meeting:o Brief eye contacto Short

conversationso Fidgeting with penso Squirm in chair

(Bailey & Burch, 2010)

When to Seek HelpREAD THE SIGNS

o Phone calls / emails not returnedo Meetings cancelledo People don’t show up

(Bailey & Burch, 2010)

What Should You Do?o Contact your supervisoro Ask for a meetingo Discuss the situationo Provide every single detailo Be objectiveo Ask for FEEDBACKo Additional training

(Bailey & Burch, 2010)

Receiving Feedback1. Request feedback2. Take notes3. Listen intently, ask questions, be

engaged4. Make a record of your feedback

session5. Develop a plan of action6. Report back7. Ask for a follow-up meeting

(Bailey & Burch, 2010)

Receiving Feedback1. Request feedback

o Learn from experienced peopleo Grow as a behavioral consultant

2. Take noteso Remember points coveredo Impress supervisoro Important to youo Makes good impression

(Bailey & Burch, 2010)

Receiving Feedback3. Listen intently, ask questions, be

engagedo Listen closelyo Don’t interrupto Act professionallyo Watch supervisor’s body languageo Ask questionso Go over key pointso Follow-up meeting

(Bailey & Burch, 2010)

Receiving Feedback4. Make a record of your feedback

sessiono Written document based on noteso Send it to supervisor

5. Develop a plan of actiono Fix whatever went wrongo Create a To-do listo Process and outcome

(Bailey & Burch, 2010)

Receiving Feedback6. Report back

o Report progresso Short notes

7. Ask for follow-up meetingo Second meeting o Describe steps takeno Situation statuso Shake hands, big smile, and say “Thank

you”

(Bailey & Burch, 2010)

Summaryo Theoretical + technical knowledge + human

relations training = Effective behavioral consultant

o Learn from every experience with clients

o Can’t make everyone happy

o Earn respect

(Bailey & Burch, 2010)

Additional Readings

(Bailey & Burch, 2010)

ReferenceBailey, J. S., & Burch, M. R. (2010). Twenty-five

essential skills &strategies for the professional behavior analyst. New York: Routledge Publishing