Tricia Keffer
Learning to teach well can lead to a more humane workplace, family life, and world. It is an art form. It began for me at the early age of twelve at the AFB pool as a swim instructor’s aide. I loved it. I was hooked. Years later, through a series of fortunate decisions, I landed the best summer job ever as a dolphin trainer and show presenter at the Gulfarium in Ft. Walton Beach, Florida. My mentor Robin Gordan introduced me to a book that transformed my outlook on life. It wasn’t just about dolphin training. It was about living a more humane life in this crazy world of work, family, and friends.
Let me explain.
I came across the BF Skinner techniques through the Karen Pryor’s book (don’t let the title throw you off) Don’t Shoot the Dog: The Art of Teaching and Training. My introduction to teaching and learning was the most advanced learning theory at the time. I just knew it worked like magic and a charm. It was easy to use not only for the dolphins and sea lions, but it was amazing to see the results on my swim classes.
It also worked like a charm on my employees at my next career: My photography studio.
How does this relate to a more humane world? Let me ask – is what you are doing working in your home or business? Florida State University published a great study in 2007 that employees are not happy in the workplace because of the boss. Do you like your job but not the “other politics and social behaviors” in your eight-hour day? Do you have a good relationship with your boss? Does a more humane world begin with each individual in our daily lives?
What are the four big concepts to making positive reinforcement work?
- Shift the attention to what is working well and away from what does not.
- The correct size and type of reinforcement.
- Shaping behavior through a series of instruction and/or modeling techniques.
- Offering cues and variable reinforcement schedules to maintain behavior.
That was a lot! Let me break it down for you in a series of examples.
Shift the Focus to What Is Working Well and Away from What Does Not Work
Let me start with a classical example. Recently, I assisted at an athletic tournament. The manager did not give verbal instructions for setting up the medals table. I observed the manager chastise another young volunteer for not picking up the wrappings from the boxes. Yet, when this same person did a good job in other tasks, he was ignored. These behaviors were repeated by the manager and volunteer several times. The volunteer might be thinking this manager is a jerk. The manager might be thinking, “I need people to work correctly.” No one is happy.
I went over to this young volunteer and showed him what was expected. Unwrap the medals and other items. Fold some wrappings to pack back into the box and throw others in the trash can. I helped him; and when he did as instructed, I only said “good job.” He smiled. I repeated this a few more times and I had him working harder than the manager.
You tell me. What’s more humane? A few minutes of instruction peppered with a couple of “good jobs.” Or, chastise for incorrect behavior?
I have another great example from my swim class. I had one rule for my class, and it was for safety reasons. I allowed the kids to play in the pool as long as they had one hand on the wall at all times. I needed to be able to count them and make sure I had everyone while I was working with one kid at a time. As luck would have it, I turned around and only one kid was quietly keeping one hand on the wall halfway through the class. I had a choice. Chastise the other kids or simply offer reinforcement to the kid doing as I asked. I turned to the kid and very quietly said, “Thank you for doing as I asked. I really appreciate you keeping one hand on the wall.”
Now, you would have thought the rest of them would not have heard that. Au contraire! It was like synched swimming. The rest of the class slapped that hand on the wall and turned to look at me in unison. I almost laughed. I turned away and kept working with the other kid. I took another kid out and back. And, another one. Then I looked back at the anxious faces keeping those little hands on the wall. THEN, I said to the whole class, “Thank you for doing as I asked. I appreciate you keeping one hand on the wall.” You would have thought I put cement on those little hands. I had no more issues. There was no yelling nor screaming. No one’s feelings were hurt. I had compliance.
You tell me. What’s more humane? A one-time “thank you” or chastise for incorrect behavior?
May I offer one more example? Thank you for reading this far. 😉
I watched a video of Princess Diana speaking about her experience in the Royal Family. I was dumbfounded when she kept repeating that she was chastised for small errors but not once did they ever tell her she had done a good job at an engagement. Do you think this treatment was humane? Can we all relate to a similar situation in our families and workplace?
Do you chastise yourself mentally? Is that being humane? It’s easy to fall into this habit. After all, we are taught this behavior (modeled for us) from an early age.
Recently, I was painting the edges of my canvases for an art show. I was in a hurry and I chastised myself when the brush slipped but not when I placed the brush stroke properly. I caught myself. I changed my approach. Good brush strokes got praise and wrong ones ignored. I felt better and my brush strokes improved quickly.
It’s more important to focus on the good behaviors and offer small “good jobs” and ignore the undesirable behaviors. Unless of course, it’s a safety emergency.
The Correct Size and Type of Reinforcement
We need to know what reinforcement works for each person. To use the dolphin training example, we all prefer different types of “fish.” Not only does the incorrect “fish” not work, it can have the opposite reaction.
Sadly, I have witnessed a psychology teacher make this mistake. She tossed trinkets and candy to a class for answering questions. I was so insulted. My mind jumped to “hey, I’m not a dolphin.” I lost interest in the lecture. We need to know through a preferences assessment what each person wants. Most of the time, I’ve found a simple “thank you” and “good job” to be just as effective. Too many times, over enthusiastic praise for something small can seem out of context to a person as well.
Shaping Behavior Through a Series of Instruction and/or Modeling Techniques
This concept is a bit complex for a short essay so I’m going to hit the highlights. Shaping or teaching is an important aspect for a more humane workplace. Taking the time to effectively teach employees reduces stress and improves outcomes. Like most people, I have been thrown off the proverbial deep end into a job and then chastised until the desired behavior was learned. Sound familiar? Were you as miserable as I was in the office? When it came to my turn as the boss, I chose to teach.
Too many times, we ask of our students or employees to make big leaps in learning without breaking it down into small enough bite-size steps. I’ve never encountered a need to teach speed. It’s counterintuitive, but we need to go slow and learn a skill well. Speed happens naturally.
What behaviors or skills at your office can you teach? The most amazing thing is that learning happens very quickly when accomplished in small steps. For example, I had an assistant each summer for my beach portrait and wedding studio. Step by step, I taught them how to load film. Yes, those were the days! I gradually taught them the skills I needed as a wedding assistant. In the production room, they learned how to cut film and write up orders. Step by step with no errors. I had no problems. In fact after doing this job repeatedly, like any smart human, they improved my system and taught it back to me. Now, I’m getting my money’s worth! Each small step reinforced is humane and gets it done correctly with few or no errors saves my business time.
I would like to share a special “shaping recipe” with you dear readers. The puns of jumping into the deep end are intentional.
In my swim class, one of the most difficult behaviors to overcome is jumping into water over your head. It’s a fear issue. I have no issues with sharing this shaping recipe (the details) with anyone. I was taught this recipe from another Water Safety Instructor. Again, I was floored by the magic. It worked every single time for any age group or demographic that signed up for my class.
Step One: I would have the kids shuffle along the wall from the safe three foot area to the ladder at the five foot. Get out and repeat. Then sway their arms in circles from three foot to five foot and climb out at the ladder. Then I would line up the class at the five foot pool deck and simply ask them to jump. They ALL did it with NO hesitations. If you have ever taught swim class, you’ll know that’s a jaw dropper. And, they jumped straight out towards me—which indicates no fear.
I repeated the sequence from the five foot to the twelve foot. Again, lined up the class at the pool’s edge and they jumped without hesitation. Without fail, every class that did this – one student would ask to jump off the diving board spontaneously. Of course, the rest of class was eager to follow suit. They ALL jumped off the diving board. No begging, no pleading, none of it. Then one brave soul would always pipe up and want to jump off the high dive. The rest of the class would watch. And that kid would jump! I almost had the heart attack. The student would get a huge round of applause from all of the class’s students at the deep well twelve foot. Could you get any more positive than that??? I didn’t chastise anyone. I didn’t just “toss them off to sink or swim.” I didn’t beg nor plead with them. And, the behavior continued spontaneously because they wanted to go further. To pass the class, all they had to do was jump from the side of the pool not the diving board.
It was great for me too as an instructor. I’m so proud of my classes. I received lots of positive reactions from them. It’s literally a win-win. It’s much more humane for all.
Offering Cues and Variable Reinforcement Schedules to Maintain Behavior
“If I have told you once – I’ve told you a thousand times to do/not do xyz.”
Then you have a stimulus cue control problem. We are taught to respond to cues in our environment. The best example is from Karen Pryor’s book about musicians in an orchestra. If you play music, you’ve learned a series of complex cues from the director to begin the music, play louder, play softer, pick up the temp, slow down, tune the notes etc.
Our behaviors are cued all day. From the morning sunrise to sounds in the kitchen and flashing lights on the roadway. Think about this in your workplace. What do you need your employees to do and how do you cue this behavior? Even better, how do your employees reinforce your behavior in return. For more details, I would refer the readers to her book.
How does this make a more humane world. Well, it has to start with the individual. Each of us. We need to be kinder to ourselves. It begins with a simple “good job” for ourselves. Offer it to your spouse, partner, and kids—next to your co-workers and your employees or boss. Buy the entire office Karen’s book. As each person experiences the benefits of positive reinforcement, it will change them, your families, your office, your community, and maybe even the world. If indeed, we are all “7 degrees of Kevin Bacon,” why couldn’t it change the situation in a far off country like the Ukraine? What if whole countries practiced this concept? Now that’s a social experiment.
“Be the change you would like to see in the world” – Gandhi. How do we do it? How can we have a more humane and just world? According to BF Skinner, it’s not as hard as we think it is. In fact, he was surprised to discover positivity in his experiments too.
I asked the BF Skinner Foundation panel, “What would BF Skinner’s advice be for today’s world?” His daughter answered, “Do something nice for yourself every single day. I think that’s the secret.”
Good job, thank you for reading this article. I know you’re on the right track! Keep up the good work.
Cheers, Tricia
References
For more information about BF Skinner, please visit this wonderful group of professionals https://www.bfskinner.org
Harvey, Paul, et al. “Coping with Abusive Supervision: The Neutralizing Effects of Ingratiation and Positive Affect on Negative Employee Outcomes.” The Leadership Quarterly, vol. 18, no. 3, June 2007, pp. 264–80, doi: https://doi.org/10.1016/j.leaqua.2007.03.008
Pryor, Karen. Don’t Shoot the Dog! : The New Art of Teaching and Training. Ringpress Books Ltd, 2018.
“Who’s Afraid of the Big Bad Boss? Plenty of Us, New FSU Study Shows.” www.fsu.edu/news/2006/12/04/bad.boss/
Published August 26, 2023
About the Author
Tricia Keffer’s creative career began with her photography studio and transitioned into designing landscapes after her European tour and education at the University of West Florida (BA Psychology, minor business) and Florida International University (MLA Landscape Architecture, BA Art). The beautiful landscapes and gardens for her client’s portrait sessions inspired Tricia to draw, paint, and design her own landscapes in a new business venture.
She earned a master’s degree in landscape architecture and an additional BA degree in art with a minor in art history and the prestigious Certificate of Portrait and Figurative Art from FIU’s Dr. David Chang’s Academy. Her work was selected for the Pembroke Pines Gallery with her fellow academy students show in January 2020.