First of all, we must differentiate very well
where we apply the reinforcements.
Later, in the constructive feedback part,
we will see more reasons
why we should always focus on behaviors.
But in this case of positive reinforcement,
we must be clear about the following equation.
Performance equals results plus behaviors.
Let's say, for example, that you have met two friends
who owe you some money.
The first is late because he forgot to take the money
and had to return home when he was the half way to get it.
Sadly, the second friend is as confused as the first one,
and the same thing happened to him.
He had to return and left home late, but finally, he arrived on time
at the appointment after driving in 15 minutes
a distance that the GPS marked at 25.
What should we do?
What do you think?
We can never forget that we are experts in safety,
and that does not end when you leave work.
First of all, we should congratulate and reinforce the safe behavior
of the friend who is late.
That friend not only has driven respecting the speed limits,
but also he has decided to have a good communication
and to explain you the reason. A simple forgetfulness.
If we reinforced the result of arriving on time in any circumstances,
we would be creating the conditions
for the repetition of this unsafe behavior.
Of course, once the behavior is as expected,
we must celebrate the results.
But in safety, one is not worth without the other.
Results and behaviors are needed.
We can leave a small sample of things needed for the positive reinforcement
to set in the behaviors.
The first thing is to do it frequently.
If we expect a positive consequence of our behaviors,
we will tend to repeat them.
It is good to be specific and to address by his or her name
the person to whom we are directing the reinforcement:
the individual effort must be pointed out.
Let us also be specific, as I told you, about the behavior to be reinforced
and why it is important for safety, for the organization
or for you as a team leader.
Please, don't be very repetitive or give praise when it is not deserved.
Finally, let's always make the reinforcements
as close as possible to the behavior.
That is, kind of immediately.
Because... We will talk about this in the feedback videos,
but this is very remarkable to fix a good learning.
Talking about types of reinforcements,
most of us can create social reinforcements, sorry.
We also have these tangible reinforces or rewards,
and they also work in some cases.
Finally, and as the best advice,
think about how is the person to be reinforced.
John is not the same as Mary or Mary is not the same as Mike.
And they need different things.
We are all different and that is how we should be treated.