Organizational behavior management

And man, I'm living that vision daily.

Everything I do from being on this talk to writing books and the articles I've written and the work that I do in organizations with OBM and schools, which I'm very passionate about, it's all serving that value and that mission.

So I always, I want people to live a life that I'm living because I don't feel like I work most of the time, right? Because when I feel like if you follow your passion, you make your niche.

You just can't follow your passion.

I am Diana Lise.

I'm an OBM specialist and also an infinite toddler developmental specialist.

I'm Dr. Scott, and I like to do all kinds of stuff with ABA outside autism and inside autism.

And we are joined today by Dr. Sarah Lalani, who is, so full disclosure, she is a very good friend of mine as well as a colleague of mine at Capella University.

Within two months, I enrolled in the coursework, changed my entire career path.

I started as a behavior assistant, then became an RBT, then a BCABA, and then eventually a BCBA.

During that coursework is when I was first exposed to my one true love in ABA, which is OBM.

And during the coursework, watched a video where they talked about performance scorecards, and that became very intriguing to me.

You you're it's not the same skill set at all to run a business.

And we bring our OBM stuff.

And, you know, I don't mean to say I help.

I helped write a course on OBM and managing supervision.

Like I should have been good at it.

But end of time.

Well, hello, everyone, and welcome back to another episode of the Evolving Behavior Analyst.

This is your host, Dr. Jacob Hazen, your local neighborhood-friendly professor turned OBM and obesity specialist.

I'm joined by our illustrious co-hosts, Deanna Leis and Dr. Scott O'Donnell.

Hello, I'm Deanna Leis, and I'm an OBM specialist, and I'm also an infant and toddler developmental specialist.

Welcome, everyone.

And I'm Dr. Scott, and when I see something interesting, I drop everything else and study it.

What I'm seeing a lot, and my background is in marketing, public relations, business development before I came to behavioral analysis.

And I'm seeing a lot that if you don't have that background, it's really hard to transfer.

In our conversation, Matt walks us through how he identified the problem, how he made the business case for changing the system, how the new compensation model was designed, and importantly, how they measured whether it was actually working.

We also talk about employee feedback, unintended consequences, the importance of measuring clinical outcomes alongside financial and productivity measures, career ladders for RBTs, and some practical advice for behavior analysts who want to begin applying OBM in their own organizations.

I really enjoyed this conversation because it's a great example of taking familiar behavioral principles and applying them to a messy real world organizational problem.

I can't wait to share this conversation with you, but before we do that, I want to say thank you to the people who make this podcast possible.

I see.

Very good, and, and longtime collaborator, which we might get into briefly, but we're not here to talk about that.

We're here to talk about some cool work that you've been doing, applying your OBM, your vast OBM repertoire to solving some really important problems that I think are gonna be relevant to lots of people in the audience.

And we're gonna talk about, uh, retention and KPIs and a lot of interesting things like that that help ABA companies, uh, operate more smoothly, more efficiently, and by the way, have benefits that, uh, you know, can translate to quality of services for the individuals served, quality of life for the employees, and so on.