Transcript Why Training Needs Change

Why Training Needs Change
Carol J. Merry, Ph.D.
Education and Information Division
National Institute for Occupational Safety and Health
Centers for Disease Control and Prevention
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Overall Training Goals:
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Impart information
that is remembered
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Build skills“self-efficacy”
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Instill motivation for
“safe work practices”
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In a Nutshell, Training Needs to Evolve...
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Because of changes in your audience
Because of changes in your work environment
Because of changes in regulations or
recommendations
Because your training evaluations indicate a need
for change
Because you want to try new media, technology,
approaches, etc...
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Respond to Changes in Your
Audience
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A stable, homogeneous workforce will
move through “Stages of Change” as you
continue to interact with them over time.
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A diverse &/or changing workforce
challenges you to re-assess where they are
each time you offer training!
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Stages of Change
 Precontemplation-
not on my radar screen!
 Contemplation- considering change
 Preparation- planning how to try changes in safe
work behavior
 Action- Actually making changes in behavior
 Maintenance- continuing to use new safe work
behaviors
 Relapse- Struggling with “relapse” to unsafe
behaviors
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What are precontemplators like?
•Sometimes lack knowledge about issue
•Have no interest in changing their behavior
or beliefs
•Have no intention of changing
even in a future time frame
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How to move precontemplators
to contemplation
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Get their attention
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Raise their consciousness
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Create environments to help people do the
right thing
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“This is your ear …
This is your ear on noise”
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What are Contemplators Like?
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They know about and are aware of
the problem, so more “facts” won’t
make much difference
They are thinking about changing
behavior
they are not sure how much the
problem affects them personally or
their significant others
there has been no actual movement
to change
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What moves Contemplators to the
Preparation stage?
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Emotional arousal helps here too!
Direct Consequences for Self & others
1. Imagery- “imagine your life if…”
2. Consequences to family and friends
3. Thinking actively about solutions
4. Case studies & testimonials
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It’s Really Pretty Simple…..
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Wear this now...
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Or wear this later!
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What are Preparers Like?
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Increasing belief in “pro’s”
Decreasing concern about “con’s”
Start taking small steps toward new behavior (do a
sound survey, read up on HPDs)
Increased confidence about making changes
Make a plan or “intend” to adopt new, safer
behavior
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What moves Preparers to Action?
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Setting reasonable
goals
making specific plans
to overcome specific
barriers
making public pledges
continuing to believe
there are more pro’s
than con’s for the new
behaviors
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What Are People in the Action
Stage Like?
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Firmly believe benefits
of new, safer behavior
Have a consistent plan
for action and have been
following it for several
months
“Intend” to maintain the
behavior
Recognize success of
small steps
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How Do We Encourage Action?
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Environmental controlsreminders, cues
Respond to negative thoughts
and actions as soon as they
crop up
Model alternate behaviors
when needed
Engage in a “contract” to
maintain behavior
Provide extrinsic and intrinsic
rewards
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Who are Maintainers?
Very strong champions of safe behaviors
 publicly identify themselves as proponent of
safe work behaviors
 Support a meaningful reward system
 know and use strategies for dealing with
relapse in self and co-workers
 long term change has occurred
(at least 6 months)
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Could show clip of bronco
testimonial here
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How Do We Help Maintainers?
Continue environmental controls- cues
 Continue modeling safe work behaviors
 Continue countering negative thoughts &
actions
 Continue reinforcement systems that are
meaningful
 Develop a plan to deal with “relapses”
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What About Relapse?
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Usually happens when
people are frustrated failed attempts/barriers
people (supervisors!)
may not realize that
behavior change takes
practice & patience
people are often not
well prepared for
complications or the
strength of barriers
Don’t give up!
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How to Overcome Relapses:
Assure people that change takes practice
 Encourage ongoing efforts at safe work
behaviors
 plan & communicate ways to handle stress
 help others avoid negative coping strategies
 help overcome people and things that
undermine the desired behaviors
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Keep in Mind…..
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Work “culture” shapes
behavior, values, & overall
receptivity to your training
Are you in tune with your
workplace’s culture?
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Appreciating the diversity
within a group is just as
important as recognizing
diversity between groups.
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Modify Training to Reflect
Changes on the Job
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Work changes- new
equipment, new
management goals,
new processes, new
responsibilities, etc.
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Changes in Regulations, Technology,
or Recommendations
 De-rating
of hearing protectors
based on Subject Fit testing-ANSI
 3 dB vs. 5 dB exchange rate for TWA
-new NIOSH criteria
 Audiometric database analysis
 1 on 1 fit-testing
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Show and describe:
plug & muff real vs. lab
fit-testing of plugs overhead
Have some plug samples to discuss fit
problems
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On-Site Fit Testing of Earplugs
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Your Training Program Evaluation
Indicates Changes Are Needed:
Do
you have evidence that…
the audience is paying attention?
 The audience can recall the important
information?
 The audience is responding appropriately with
safe work behaviors?
 You have addressed any barriers important to your
audience?
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Changes Can Energize Your
Training: Stamp Out Boredom!
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Jazzy new videos?
Interactive, “real-life”
problem solving/table
top exercises
Using Employees to
make “home grown”
training materials
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Tools of the trade: digital
cameras, camcorders, use
scenarios from plant history, case
study re-enactments, etc...
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New Approaches Using the Internet
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Just a Few Web Resources:
www.cdc.gov/niosh/noise.html
 www.nih.gov/nidcd
 www.osha.gov
 www.aiha.org
 www.caohc.org
 www.lhh.org
 www.hearingconservation.org
 www.nsc.org
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