BRIAN CONNERS, PH.D., BCBA - Blog

Cultural diversity within the field of applied behavior analysis

Tue, 07 Jul 2020 14:00:33 GMT

By Adriana Rodriguez, M.A., BCBA

Have you ever worked with a client and have a hard time with buy in from the parents? Are the parents not following the plan you developed? If so, have you thought of the family’s culture as a factor?

The increase in minority population arriving the U.S has made it difficult for health care providers, to provide culturally competent health care services (Welterin & LaRue, 2007). This is problematic, specifically for behavior analysts because our main goal is to implement behavior analytic interventions to solve problems of social significance (Baer, Wolf, & Risley, 1968). However, based on the definition of culture, we can presume that what is socially significant for an individual, might not be socially significant for another individual. This is an important distinction to make, specially when selecting goals for families who have a different cultural background. As behavior analysts, we might conduct an assessment and select a goal that might not be in line with the family’s culture. Thus, resulting problematic as the family might not follow the plan, or it might even make it difficult for the parents to buy-in the intervention. In recent years, more and more behavior analysts have become aware of this factor, thus increasing the research and awareness of including culture within applied behavior analysis (ABA). Despite of all our efforts, we still have a long way to go as a field in order to provide culturally competent services to the people we serve. However, the more educated we become on the topic, the better services we will be able to provide.

WANT TO LEARN MORE?

The asynchronous online course “Behavior Analysis and Cultural Diversity: Best Practices” aims to provide the viewer with specific skills that can be use when working with families with a diverse cultural background. First, the presentation starts defining culture from a behavior analysts’ perspective. Then, it goes into more details about the importance of cultural awareness within our profession. Third, it discusses cultural awareness skills to acquire based on the recent literature. Finally, it goes over providing culture-centered interventions and discusses examples of how those interventions have been applied in the available research within ABA.

References
Baer, D. M., Wolf, M. M., & Risley, T. R. (1968). Some current dimensions of applied behavior analysis. Journal of Applied Behavior Analysis, 1(1), 91–97. https://doi.org/10.1901/jaba.1968.1-91
Welterlin, A., & Larue, R. H. (2007). Serving the needs of immigrant families of children with autism. Disability & Society, 22(7), 747-760. http://dx.doi.org/10.1080/09687590701659600

about the Author

Adriana Rodriguez, M.A., BCBA is a Board Certified Behavior Analyst (BCBA). She earned her master’s degree in Applied Behavior Analysis and Clinical Science from Rollins College. Adriana has experience working with individuals diagnosed with Autism Spectrum Disorder (ASD), Attention Deficit and Hyperactivity Disorder (ADHD), and Fragile X syndrome, she has worked with a variety of age groups ranging from early intervention to young adults. Ms. Rodriguez’s graduate research focused on the effect of including cultural concerns when providing parent training on behavioral interventions. Currently, Adriana is working as a behavior analysts for a school district in Florida.

A WORD ABOUT GOAL SETTING: OBM PRACTICES FOR BEHAVIOR ANALYSTS AS BUSINESS OWNERS

Mon, 01 Jun 2020 18:49:32 GMT

By Manuel “Manny” Rodriguez, M.S., BCBA, Bueno Ventures, OBM Alliance, 305 Publishing

Goal Setting, not a novel concept by any stretch. In fact, there even exists a management theorem called “Goal Setting Theory” (Locke and Latham, 2006) describing goal setting as the relationship between goals and its effects. The theorem continues with specific points of emphasis such as clarity of the goals, challenging yet attainable goals, feedback must be provided on goal attainment, and group goal setting is as important as individual goal setting.

So why is goal setting so difficult for many organizations? In a word – confusion.

Many managers who are looking to set a goal for their team starts with some basics – past performance, expectations of upper management, and the old “add 10%.” Now, the challenge with goal setting is twofold: the goal itself, and setting the goal.

THE GOAL ITSELF

A goal is a preset or specified level of performance to be attained. Good goals are SMART Goals (Geller, 2003) - Specific - Motivational - Achievable - Relevant – and Trackable. After defining the goal, managers take great care to ensure they meet the SMART criteria. Testing the criteria requires feedback from those who are affected by the goals and those who influence the goals.

GOAL SETTING

Goal setting is the process in which the goal is set. It is advisable for the manager to gather input from stakeholders who are affected by the goal – the very employees doing the work. Although upper management definitely plays a role in setting the goal, the manager should take great care in how goals set affect the employees who are then held accountable to the goal.

Goal setting also requires an understanding of ensuring the goal is challenging yet attainable, and higher than (or toward the higher end of) typical performance, but at a point where it’ll be reached at least occasionally. It is also always better to start too low, and then increase it as you go, versus too high and never accomplish it.

There is much written on the subject of goal setting, and for people who work in organizations, it’s a daily, weekly, monthly, quarterly and annual topic. Yet, goals and goals settings are only part of the equation of a system to managing and positively influencing human performance. Without goals and goal setting however, the workplace may seem rather dull.

References

Geller, E.S. (2003). Should organizational behavior management expand its content? Journal of Organizational Behavior Management, 22(2), 13-30, DOI: 10.1300/J075v22n02_03
Locke, E.A., & Latham, G.P. (2006). New directions in goal-setting theory. Current Directions in Psychological Science, 15(5), 265-268.

Enjoyed this informatioN?
sign-up for this ASYNCHRONOUS ONLINE ceu course TO EARN BACB CEUS
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manuel "Manny" rodriguez, M.S., BCBA

about the Author

Manuel "Manny" Rodriguez, M.S., BCBA is a Co-Founder of Bueno Ventures, the OBM Alliance, and 305 Publishing. He is also the former Board member and Executive Director of the OBM Network. Published author – Quick Wins! OBM Applied! Volumes 1-4, and OBM Entrepreneur. He is a contributing writer for Business Science Magazine and has published in peer-reviewed journals. Additionally, he has been an invited speaker at national and international conferences.

Where is the diversity in applied behavior analysis?

Wed, 29 Jan 2020 14:30:00 GMT

The field of Applied Behavior Analysis (ABA) while it has been around for many years is still in many ways in the growth phases as a profession. Once such area is that of diversity and multicultural issues. It has only been within the past few years that meaningful conversations have really started to occur around the topic of multiculturalism and diversity issues in the field. I will give you a brief summary of the current status of the field in this area and opinions of where I think we still need to go.

CURRENT STATUS ON DIVERSITY

statistics are lacking

Unfortunately it is hard to know exactly the current status of minorities in the field of ABA because the Behavior Analyst Certification Board (BACB) does not report the demographics of Board Certified Behavior Analysts (BCBAs), Board Certified Assistant Behavior Analysts (BCaBAs), or Registered Behavior Technicians (RBTs). The only data available are in regards to the number of certificants and the practice areas of those certificants. According to a study by Nosik & Grow (2015), the majority of behavior analysts are women (82.2%). This does not necessarily match the gender of individuals being served by behavior analysts. Data show that most behavior analysts tend to work in practice areas with individuals with autism and the majority of clients with autism are males with 1 in 37 boys being diagnosed with autism each year (Autism Speaks, 2018). Other than gender data, there is no publicly available demographic data pertaining to certified professionals in ABA through the BACB, Association for Behavior Analysis International (ABAI), or the Association of Professional Behavior Analysts (APBA) as it relates to race, ethnicity, religious/spiritual affiliation, sexual orientation, or socioeconomic status. Therefore, there is no accessible information on the percentage of behavior analytic professionals identifying as minorities or belonging to other diverse groups. This is concerning because there is no understanding then if the population of behavior analytic professionals are matching the demographics of the populations being serviced with behavior analysis.

Where are the diversity training standards?

The field of behavior analysis currently is lacking training standards when it comes to multiculturalism and diversity issues. It could be argued that some areas of the BACB's Professional and Ethical Compliance Code for Behavior Analysts can apply to diversity related topics, such as 1.05(c) that discusses working with diverse groups, but the standards are still minimal in this area. Also, the most recent edition of the BACB Task List does not have any training standards related to diversity. This is concerning because this is the new edition that is going into effect with no new standards set for training future generations of behavior analysts to be culturally competent practitioners. Furthermore, for existing behavior analysts there are no continuing education requirements on diversity, like we have for ethics and supervision.

growing conversations

Within the past few years there have been growing conversations on the topic of multiculturalism and diversity issues in behavior analysis. This can be evident by the Association for Behavior Analysis International (ABAI) making a conscious effort to include and highlight talks in their annual conference program last year in Chicago and including stickers for attendees to identify their preferred pronouns. Furthermore, ABAI's special interest group on Culture and Diversity has been active within ABAI to help shape the field in the direction of these conversations on diversity. Lastly, the journal, Behavior Analysis in Practice, recently had a special issue dedicated to the topic of diversity and equity in the practice of behavior analysis.

Where do we go from here?

This an exciting time to be involved in the field of behavior analysis because we have an opportunity to shape the field in a direction that can improve and enhance the profession further. Below are my suggestions of where we still need to go in terms of diversity and this is by no means an exhaustive list:

1. Release the demographic data. The first step in understanding the issue of diversity in our field would be for the BACB to release the demographic data of individuals holding BACB credentials so we can have a better understanding of the make up of the professionals in our field. This will help shape the conversation further about who we are as professionals.
2. Develop a diversity task force. There needs to be a diversity task force within the BACB and ABAI to examine the issues of recruitment, training, and retention of a diverse group of behavior analytic professionals in the field that is actively addressing this issue.
3. Create training standards on diversity. This ties into my other point about developing a diversity task force in that this group can also create training standards for the field to help us better prepare behavior analytic professionals not only in their graduate coursework, but also in the fieldwork and supervision requirements.
4. Have a continuing education requirement. For those behavior analytic professionals that already hold BACB credentials, the BACB should institute a mandatory training requirement. This will at least assist with bringing current credential holders up to speed then on issues of diversity in the field and how it may impact practice.
5. Conduct and publish more research with diverse populations. Continue to contribute to the science of behavior analysis and disseminate the science by publishing more research related to diversity issues.

In summary, there is still much to be done to further the field of behavior analysis in the are of multiculturalism and diversity and is one that I am excited to contribute towards its development. Share with me below in the comments on where you think we still need to go as a field in the area of diversity.

ABOUT THE Author

Brian Conners, Ph.D., BCBA is the CEO of Brian Conners, BCBA, LLC, a private, ABA consulting agency where he provides consultation, public speaking engagements, expert testimony, and supervision. He is a Board Certified Behavior Analyst and New Jersey Department of Education certified school psychologist with over 10 years experience in the field.

WANT TO DEVELOP AN ABA AGENCY?: 10 TIPS ON HOW TO GET STARTED

Thu, 18 Oct 2018 16:00:00 GMT

Congratulations on wanting to take the first steps to develop your own ABA agency! This can be a rewarding yet overwhelming endeavor if you do not know where to begin. In this blog I look to offer you some tips on how to develop your agency.

1. COME UP WITH YOUR ABA AGENCY NAME.

Before you get started with your ABA agency, you will want to research and come up with your name. It is possible that someone else might have already picked the name you wanted. The best way to check is through your state's business registry website. You can then find out if someone currently has your business name and adjust it accordingly. Remember to think about what might drive an audience or client to your ABA agency and do not select a name that is either too ambiguous or specific. You also want to think of something that might catchy and easy for someone to remember.

2. DEVELOP A BUSINESS PLAN.

In order for any business to be successful there must be a clear roadmap of where the organization is going. You will want to figure out what is your organization's mission, what services are being offered, what services are being offered, who your competitors will be in the area, etc. The U.S. Small Business Administration has some great resources on business plan development and often have local offices where you can meet with professionals for coaching for developing your business.

3. SPEAK WITH AN ATTORNEY and accountant.

To begin your agency you will need to complete paperwork to register your business in your state and with the federal government. You can do this on your own, but it is advisable to have an attorney and/or an accountant involved to assist you with this process to ensure that you have done everything correctly. Also, determine all of your insurances that will be needed (e.g., general liability, worker's compensation, professional liability, etc.)

4. GET AN NPI NUMBER.

If you are going to be billing insurance companies for Applied Behavior Analysis services you will want to obtain a group and/or individual NPI number. This will be required for billing. You can obtain an NPI number through the National Plan and Provider Enumeration System.

5. determine funding sources.

When beginning your ABA practice you will need to identify what are your funding sources (preferably as part of the business plan done prior to starting your business). You will want multiple income streams (e.g., private pay, insurance companies, school contracts, hospital contracts, etc.) in order to successfully run your practice, especially since funding may be delayed from insurance companies or state funders. Initially when you begin your practice, it is advised to have at least the first year of income saved in order to cover business expenses so you do not begin your business in the negative.

6. begin insurance credentialing.

If you are looking to go in-network with insurance companies you will want to begin this process early. From my experience, some insurance companies can take over a year to get approved for in-network status. You can tackle this process on your own, but I personally have outsourced this process to trusted professionals, such as Michele Robinson and her team at ABA Billing and Insurance Services. Outsourcing will allow you to focus on more important things as a new business owner, such as marketing and advertising to get clients.

7. develop all of your policies and procedures.

As part of the credentialing process with insurance companies or to be approved by state departments (e.g., education, human services, etc.) you will need to submit policies and procedures for your organization. Strong policies and procedures will guide your business practice and provide structure for your employees.

8. determine your location carefully.

When initially thinking about your ABA practice you will want to think of location. First, are you going to be offering only in-home services or are you wanting do a clinic or center? The answer to this question will determine how you might get started. For example, if you are going to only do in-home services you might be able to get away with starting with a virtual office program where you can get a business address and have access to an office at an hourly or daily rate, as needed. However, if you are looking to do a clinic or center then you will need a physical, brick and mortar space of your own, which will require additional capital to cover overhead expenses. Also, be mindful of the physical location of the space. Are you potentially putting yourself in an area that is already oversaturated with competing ABA companies? Is the location an up and coming area that might have great local businesses, doctor's office, hospitals, or other organizations you could establish relationships with? These are all important to keep in mind when determining how and where you are going to start out your ABA practice.

9. BEGIN MARKETING AND DEVELOP YOUR BRAND.

Once you have everything established, you will want to design your logo and website. I personally have had a great experience working with Christopher Estep and his team at TheChatterBox Guys for website development, search engine optimization, and other design needs. Additionally, you will want to come up with your marketing plan and strategies for branding. Begin marketing through places where you can get referrals, such as doctor's offices, hospitals, schools, daycares, etc. Offering free workshops initially to organizations and parent support groups for children with special needs is a great way to get your name out there.

10. obtain behavior health center of excellence accreditation.

I recommend ABA practices go through the accreditation process to become a Behavioral Health Center of Excellence. This organization does a great job of auditing and reviewing the practices of ABA agencies to ensure quality of ABA services. When I ran my ABA agency I went through the audit and received accreditation for our organization. I found the process to be invaluable and gave great insight into what we were doing well and where we could improve as an agency. To learn more about the process and benefits of becoming a Behavioral Health Center of Excellence click here.

Overall, there is a great deal of work that goes into becoming an ABA practice owner. In the end, if done correctly, it can be rewarding and benefit many individuals who need quality ABA services. My tips and recommendations above is not an exhaustive list as there is a lot that goes into developing and running a successful ABA practice. These are merely tips to get you started thinking about what you will need for developing your own practice. I recommend also surrounding yourself with good professionals who have done this work. One way to do that is to join the Facebook group, ABA Business Builders that is a supportive community of ABA business owners.

*Please note that the businesses mentioned above are colleagues that I know and have personally used. I do not receive compensation from these businesses for referring them. The only compensation received is from purchases of my own products that I sell on my website mentioned above.

ABOUT THE Author

Brian Conners, Ph.D., BCBA is a Board Certified Behavior Analyst and New Jersey Department of Education certified school psychologist with over 10 years experience in the field. He originally developed the graduate program in Applied Behavior Analysis at Seton Hall University and is a Faculty Associate at the university teaching courses in Applied Behavior Analysis and special education.

BRIAN CONNERS, PH.D., BCBA - Blog

Cultural diversity within the field of applied behavior analysis

about the Author

A WORD ABOUT GOAL SETTING: OBM PRACTICES FOR BEHAVIOR ANALYSTS AS BUSINESS OWNERS

THE GOAL ITSELF

GOAL SETTING

Enjoyed this informatioN?​sign-up for this ASYNCHRONOUS ONLINE ceu course TO EARN BACB CEUS​presented by​manuel "Manny" rodriguez, M.S., BCBA

about the Author

Where is the diversity in applied behavior analysis?

CURRENT STATUS ON DIVERSITY

statistics are lacking

Where are the diversity training standards?

growing conversations

Where do we go from here?

ABOUT THE Author

WANT TO DEVELOP AN ABA AGENCY?: 10 TIPS ON HOW TO GET STARTED

1. COME UP WITH YOUR ABA AGENCY NAME.

2. DEVELOP A BUSINESS PLAN.

3. SPEAK WITH AN ATTORNEY and accountant.

4. GET AN NPI NUMBER.

5. determine funding sources.

6. begin insurance credentialing.

7. develop all of your policies and procedures.

8. determine your location carefully.

9. BEGIN MARKETING AND DEVELOP YOUR BRAND.

10. obtain behavior health center of excellence accreditation.

ABOUT THE Author

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Enjoyed this informatioN?
sign-up for this ASYNCHRONOUS ONLINE ceu course TO EARN BACB CEUS
presented by
manuel "Manny" rodriguez, M.S., BCBA