An e-mail newsletter for people who train staff who
serve people with developmental disabilities.

From Attitude to Action: The Trainer's Role

In the last issue of SIDELINES, we set forth Russell Colley's 4-step hierarchy as a model of attitude development. First comes awareness, followed by comprehension, then conviction and finally action.

The most important factor of this model is that it is developmental. If we want conviction, we must first have awareness and comprehension. That fact creates a distinct advantage for the trainer/manager. Knowing what comes first provides a pretty effective roadmap for leading people toward growth and change.

Research seems to suggest 3 strong factors linking attitude and behavior.

Consistency over time and circumstances. Time and time again, surveys of high quality programs in developmental disabilities point to two positive influencing elements: A detailed training plan that all employees complete (regardless of their anticipated work schedules); and, frequent interaction with managers in the form of coaching. A culture is created which says, in effect, “This is how we do things around here,” “This is how we make decisions.”
Personal experience. Psychologist George Kelly suggested that the world does not create the way in which people see it. Rather, people create their own way of seeing the world in which they live. He said, “They build constructs and try them on for size.” Trainers and managers are in a unique position to help guide the experiences of staff as they ‘ try some attitudes on for size.’ In other words, desired actions such as positive behavior interventions or using people-first language can be practiced, identified and reinforced.
Specific relationship to the behavior. There is little to be gained by attempting a complete personality overhaul of anyone, i.e., “John's got a bad attitude and he needs to change that.” Ironically, in an area as abstract as attitude change theory, it turns out there is very little room for the conceptual. As a trainer, I am likely to be more successful if I specifically target a desired staff behavior and build a new set of experiences around it. If I want to encourage interactions between a staff person and an individual who is non-verbal, I create information and experiences specifically related to that behavior. I provide information about the person's family, interests, sense of humor, etc. I model the behavior I wish to see. I create brief, safe opportunities to practice the skills. Finally, I reinforce the desired outcomes, e.g., “You really seem to have a knack for working with Jim.”

Critics of this approach might question: Is this actually an attitude change or simply a behavior change? I would submit two key facts in defense:

Fact #1: It is indeed an attitude change because, in the long run, people don't do anything they don't want to do. A behavior is most often the result of a choice that is driven, at least in part, by attitude.

Fact #2: Who cares? As a trainer or manager I can't control either one anyway. I can only seek to provide positive influence.

Believing is Seeing

The fact that training is fundamentally about the acquisition of skills is unlikely to change. However, the perception of attitude as a permanent feature of personality may call for some further examination. As media analyst James Curran once said, “Believing is seeing.” It is undeniable that what staff believe about people with developmental disabilities will be put into practice in their moment-to-moment interactions with them.

David Morstad, M.Ed.
Chief Communications Officer
Bethesda Lutheran Homes and Services, Inc.
About David

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Share your training tips, tales, techniques and opinions with other SIDELINES readers.

Vote in this issue’s reader survey.

Which bumper sticker best describes your training approach?

Soccer Mom – I teach skills, coach the team, and cheer as employees practice desired behaviors.
If you can read this, you're too close. – I back off and give employees space to do their jobs.
How's my driving? - I ask employees for feedback on their training needs.
Proud Parent of an Honor Roll Student – Whatever I'm doing, I must be doing it right, because our employees are perfect.

Vote! | Submit comments.

Last Issue’s Survey

When confronted about their attitude, my staff tend to be:

Apologetic - "Sorry. I will try to change."	18%
Embarrassed - "Uh...um...can I go now?"	5%
Defensive - "I do NOT have an attitude problem!"	44%
Aloof - "Whatever."	23%
Aggressive - "You wanna piece of me?"	11%

2 readers submitted written comments about this question. Read comments.

Beat the Price Increase and Save on Staff Development Videos from Bethesda

While Bethesda remains committed to providing cost-effective, quality materials for staff training in the field of developmental disability services, after six years without a pricing change, the cost of Bethesda's staff development titles will increase as of January 1, 2005.

In anticipation of this price change, Bethesda is extending a special offer – order by December 31, 2004 and you'll not only beat the price increase, you'll save an additional $10 off of each title. Simply visit Bethesda's Staff Development Catalog and enter discount code TENSPEC at checkout.

There is no limit on the number of times you may use this discount or to the number of titles on which you can save. This includes our new releases, A Question of Understanding: A Look at Developmental Disabilities, Overcoming Barriers to Learning and Understanding Behavior: Building Positive Supports.

This offer is only available through December 31, 2004. To redeem, visit Bethesda's online Staff Development Catalog; call 1.800.369.4636, ext. 3541; fax 920.262.6513; or e-mail ncrc@blhs.org and mention code TENSPEC.

Start Shopping >> Bethesda's Staff Development Catalog

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Last issue's winner was Linda Pepperdine from Olean, N.Y. Linda chose Objectively Dealing with Sexual Behavior as her free video.

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New releases
- A Question of Understanding: A Look at Developmental Disabilities
- Overcoming Barriers to Learning
- Understanding Behavior: Building Positive Supports

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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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