The ultimate goal of behavior management is self-motivated change, or building the desire within an individual to demonstrate positive behaviors with limited external reinforcement. Each stage in a behavior management strategy attempts to motivate desired behavior and eliminate undesirable behavior. A consistent, structured approach can yield short- and long-term benefits.
Clarify Behaviors
The first stage of behavior management involves identifying desirable and undesirable behaviors, according to the Coalition for Evidence-Based Policy. This stage establishes behavioral expectations for each individual.
For example, the first stage of the Good Behavior Game requires that a teacher identify desirable behaviors, such as walking in line and reading quietly in groups, and contrasts them with undesirable behaviors, such as running through the halls and distracting others in the reading groups. In the workplace, desired behaviors are more complex and could include either individual or team delivery of a project on time and within budget, as established by a manager.
Establish Rewards
The second stage of behavior management requires the identification of rewards as ways to motivate desired behaviors, establishing a positive outcome for the individual or team. Reference for Business notes that using rewards as a way to motivate behavioral changes produces more positive outcomes than relying on coercion, authority or charisma.
In a school setting, rewards might include a special snack or playing outside for an extra 15 minutes if desired behavior is demonstrated over a defined period of time. In a workplace setting, rewards can range from the granting of an afternoon off to a financial bonus if project goals are met.
Monitor and Feedback
Monitoring behavior and providing feedback comprise the third stage of effective behavior management. A teacher might establish that five instances of talking out of turn results in loss of a reward, and track each instance on a blackboard. The teacher can also provide positive reinforcement such as praise to encourage more instances of desired behavior. The student can monitor her own progress toward earning a reward, and modify her behavior based on positive feedback.
At work, a manager might hold meetings with an individual or team to monitor project and budget progress, identifying delays and offering suggestions for how the team can meet the established goal. Or, he might track progress against delivery date and financial budget on a white board, indicating which project steps are completed, compared to the total project. The team or individual can decide whether to work overtime or weekends to meet deadlines, and to make budget cuts if necessary.
Evaluate
Evaluating behavior and determining whether the reward has been earned is the last stage of behavior management, providing positive reinforcement for desired behavior and consequences for undesirable behavior. The Behavior Advisor recommends pairing rewards to build self-motivation. In a school setting, a student might receive a special snack and applause from his peers when he refrains from talking out of turn all week. At work, the reward of an afternoon off could be supplemented by a "best contributor" certificate or plaque presented by the department manager.
