Psy 7724 week 4

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Capella University *

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7724

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Psychology

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Feb 20, 2024

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Danielle Brooks Capella University PSY: 7724 Supervision and Management in Applied Behavior Analysis Nicholas Orland February 2024

Supervision Session Best Practice Description of Videos Video 1: Video one starts off with the BCBA Supervisor establishing rapport with her supervisee by engaging in casual conversation. Once she starts talking about the observed session, the BCBA used specific examples she saw and again used them when offering suggestions. The BCBA used Daniels' recommended 4:1 ratio when she gave her feedback, 4 positives with one constructive. Video 2: Video 2 starts off with a blooper scene, which I felt was not necessary and I wish that they had edited it out. Once the actual video starts, the BCBA supervisor gives a clear description of what their meeting will be about. The supervisor used the sandwich method of feedback, positive negative positive, which is not seen as a desired feedback method. Video 3: Video 3 starts off with the BCBA supervisor looking at her phone, which is a behavior seen throughout the feedback session. The supervisor also had to check her notes to remember what client session was observed. The supervisee asks questions to try and get more information on the feedback he’s being given and the supervisor didn’t have answers. The supervisee also asked if there were other areas for improvement and the supervisor had to read through notes before being able to suggest more. The method shown was a 1:2 ratio (praise:constructive) but I did not hear many praises at all.

Feedback Research “Feedback is one of the most powerful influences on learning and achievement,” stated Hattie and Timperley (2007, p. 81). There are multiple ways to receive feedback and every person has different preferences on how and where they get feedback. Though every person has their own opinions, research can help find the best tools to aid feedback. Daniels (2016) recommends the 4:1 ratio like we saw in video 1. In video 2 we saw use of the sandwich method which Parkes et al. (2013) stated that the combination of a positive and corrective message can raise the recipient’s uncertainty about his/her performance, and that a statement which is too general does not provide any useful information. While also giving feedback to employees, the supervisors should be equally as receptive to feedback as stated in Jug 2019, “regardless of job title and experience, we are all simultaneously educators and learners, both giving and receiving feedback on a daily basis.” Evaluation of Videos Video 1: Of all the videos, this one showed the best method of delivering feedback. Both the supervisor and supervisee were actively engaged in the conversation and they were working together to find strategies and solutions (a new preference assessment and talking with the client's mom to see if there were new toys that the client was engaging with). After the first initial 4 positives and 1 constructive statement were said, the supervisee is the one who asked if there were more areas he could improve on which opened the conversation more. I would be curious to know how much further the conversation would have gone on had he not asked that question. The supervisor ended their discussion with another positive before opening the door to feedback and suggestions in her direction which is a very useful tool in the supervisor/

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supervisee relationship. The ability to both give and receive feedback (effectively) is a necessity in establishing great rapport and future work efficiency. Video 2: This video used the sandwich method which was believed to be a good way to deliver feedback but it created unintended consequences. Positive feedback could be associated with receiving negative feedback. Throughout this feedback session, the feedback had details but they were not specific and I believe that a graph of the data could have been helpful. The supervisor specifically mentioned that she was only referencing what she directly observed and what the clients mom had told her instead of also checking the actual data. Video 3: This feedback session was not detailed and the supervisor was very uninterested. The supervisor was invested in whatever was going on on her phone. The language used during the feedback also implied that this feedback was not given immediately and since she ended the meeting with “see you next week” it made it feel like this meeting was just mundane routine every week.

References Daniels, A. C. (2016). Bringing out the best in people: How to apply the astonishing power of positive reinforcement (3rd ed.). McGraw-Hill Professional. Hattie, J., & Timperley, H. (2007). The power of feedback. Review of Educational Research , 77 (1), 81–112. https://doi.org/10.3102/003465430298487 Jug, Rachel, MB,B.Ch, B.A.O., Jiang, X. "., M.D., & Bean, S. M., M.D. (2019). Giving and Receiving Effective Feedback: A Review Article and How-To Guide. Archives of Pathology & Laboratory Medicine, 143 (2), 244-250. http://library.capella.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly -journals%2Fgiving-receiving-effective-feedback-review%2Fdocview%2F2173863943% 2Fse-2%3Faccountid%3D27965 J. Parkes, S. Abercrombie, T. McCarty Feedback sandwiches affect perceptions but not performance Advances in Health Sciences Education, 18 (2013), pp. 397-407

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