Training an attitude?
A connection between employee attitude and job performance? Of course. Who’d argue with that? Managers readily admit that, more than anything, the right attitude can make the difference between mediocre staff and good staff – or between good ones and great ones. There’s a problem there, however, and it’s this: What can we do about it? Training isn’t about attitude. It’s about the acquisition of skills and a change in behavior.
Is attitude a permanent feature? Or, is there something a trainer or manager can do to influence a positive change?
The Stages of Influence
Part of the answer lies in understanding where attitudes come from in the first place. Way back in 1961, Russell Colley suggested a 4-step hierarchy that is still embraced by advertising and communications professionals today.
- Awareness. People can’t develop an attitude about something if they don’t know the issue exists. As trainers and managers, we’re in a unique position not only to raise awareness, but to do so in a structured, intentional way.
- Comprehension. If I’m going to care about something, I need to understand it. I may have awareness that some people with disabilities have challenging behaviors, but I can’t develop an attitude about it unless I have some knowledge and understanding. Tell me what those behaviors look like and where they come from.
- Conviction. This is the stage at which people say in effect, “I believe in this.” Put another way, “My own experience is consistent with the awareness and comprehension others gave to me. I now accept it as true. I believe it.” In our world, this may mean that a new employee is (a) aware that people with disabilities can make choices, (b) comprehends how and why those choices are made, and (c) now holds the conviction that steadily offering choices is important. This is the first formation of what we commonly refer to as “attitude”. However, as managers and trainers know all too well, it’s not the end result we truly care about.
- Action. The final stage. The stuff by which we ultimately assess someone’s attitude.
The Leader’s Job
As professionals in this particular field, we may be uniquely positioned to understand the most important aspect of this hierarchy. It is developmental. We cannot expect conviction from someone who does not first have awareness and comprehension. It could be that analyzing the awareness, comprehension and convictions that lead to the desired staff actions is an important part of a leader’s job.
David Morstad, M.Ed.
Chief Communications Officer
Bethesda Lutheran Homes and Services, Inc.
About David
In the next issue of SIDELINES: “From Attitude to Action: The Trainer’s Role”
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Share your training tips, tales, techniques and opinions with other SIDELINES readers.
Vote in this issue’s reader survey.
When confronted about their attitude, my staff tend to be:
- Apologetic - “Sorry. I will try to change.”
- Embarrassed - “Uh...um...can I go now?”
- Defensive - “I do NOT have an attitude problem!”
- Aloof - “Whatever.”
- Aggressive - “You wanna piece of me?”
Vote and see how other readers responded!
Last Issue’s Survey
How do you prepare for a training session?
| Plan, prepare, practice and pilot. |
28% |
 |
| Plan and prepare. |
48% |
|
| Delegate it to someone else. |
5% |
|
| “Wing it.” |
20% |
|
More Reader Surveys
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A Question of Understanding: A Look at Developmental Disabilities
This video answers basic questions and counters common myths and misconceptions about developmental disabilities with a clear, concise introduction to the specific developmental disability of mental retardation, its definition, and known causes.
Suggestions for interacting will help viewers understand and feel more comfortable as they provide supports to people with developmental disabilities.
After completing this program, staff will:
- Describe some myths about people with developmental disabilities.
- Explain the definition of mental retardation.
- List some known causes of mental retardation.
- Describe ways to interact respectfully with people who have developmental disabilities.
Learn more and view a preview of
A Question of Understanding: A Look at Developmental Disabilities.
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It’s a Wonderful Life: Aging with Developmental Disabilities
Oct. 28-29, 2004
Marriott West, Milwaukee, Wis.
Birthdays just keep piling up for all of us. As people with developmental disabilities face aging issues, find out how service providers and families can prepare and provide individuals with the ingredients to put the best “icing” on a long and wonderful life. This “special occasion” conference will promote a greater awareness of program best practices, aging issues, preventative health, family supports and service innovations.
In celebration of our 100th birthday, Bethesda Lutheran Homes and Services, Inc., has partnered with the following organizations to sponsor this conference: RFW, Inc.; Rehabilitation Center of Sheboygan, Inc.; St. Coletta of WI; Goodwill Industries of Southeastern WI, Inc.; NEW Curative Rehabilitation, Inc.; Milwaukee Center for Independence, Inc.; Arc-WI Disability Association; Eisenhower Center, Inc.; WI Council on Developmental Disabilities and UW-Stout RRTC.
See www.rfw.org for details and registration information.
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Subscribers to SIDELINES are automatically entered in a monthly drawing for a FREE single videotape of their choice. If you receive an e-mail from SIDELINES with subject, “SIDELINES Videotape Drawing,” all you have to do is reply within one week and the video of your choice from
Bethesda’s Staff Development Catalog is free!
Last issue’s winner was Dawn Potter from Columbus, Ohio. Dawn chose
A Question of Understanding: A Look at Developmental Disabilities as her free video.
Help Your Friends Out
Do you have friends who would be interested in receiving SIDELINES and being entered into our monthly drawing? Just forward your copy of this e-mail to your friends. All they have to do is use the information at the end of this e-mail to sign up.
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Celebrating a century of service for people with developmental disabilities
About us
Your comments are encouraged.
Bethesda Lutheran Homes and Services, Inc.
Attn: National Christian Resource Center (NCRC)
600 Hoffmann Dr.
Watertown, WI 53094
ncrc@blhs.org
1.800.369.4636, ext. 4449
920.262.6513 (fax)
www.blhs.org
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© 2004 Bethesda Lutheran Homes and Services, Inc.
