2. Behavioural Science Principals -
EASIEST
SOCIAL ANIMALS
(impress / avoid embarrassment)
SELF-REGULATION
CONTROL
(AUTONOMY)
3.
4. 100,000+ participants
through Esher House
ABS programs
Australia, UK,
USA & Denmark.
World-leading increases
in outcomes.
‘Readiness’
Assessment
One-to-One
Coaching Guides
applied behavioural science
‘Group’
Workshops
5. 40yrs of Behavioural Science research on
‘Transtheoretical Model on Stage of Change’ assists
accurate understanding of commitment and
employment predictability through analysis of
assessment result.
3 key factors
1. What ‘Stage of Change’ mindset the client is
indicates the appropriate interventions.
2. Advisors Accurately intervene with targeted
support.
3. Resource allocation to most in need avoiding drop
outs wastage or frustrated employers.
‘Readiness’ Assessment
12. What DO we do with those that are not genuinely
committed to getting a job… yet?
13. • Discover your signature strengths
• Recognise when your strengths can
be over played and underplayed
• Learn to spot strengths in others
• Apply your strengths to different
situations
14. • Identify some real famous failures.
• Learn how to persevere through
obstacles.
• Discover positive emotions.
• Acquire tools to build your
positivity.
• Turn negatives into positives.
15. • Learn to respond and not over react.
• Explore mindfulness techniques.
• Identify how we fall into thinking
traps.
• Measure and improve your resilience
score.
• Learn tools to put problems into
perspective.
16. • Learn the difference between a
growth and fixed mindset.
• Discover how deep practice can
build your brain’s myelin and skills.
• Identify how you can apply a
growth mindset to life, work and
raising kids.
17. • Learn how to be the best version of
you.
• Find out which goals work best.
• Gain constructive conversation skills.
• Explore your ‘weak ties’.
• Develop your heroic character.
18.
19. Additional Support?
Specific interventions progress
them much more effectively.
A “guide” to each of the Stages
of Change inform One-to-ones.
2 DayWorkshop ‘train the
trainer’ and marketing flyers.
All sounds quite complicated and scientific, however this experiment in Newcastle University, on human behaviour showed how a simple tweak had profound differences in affecting and ultimately changing human behaviour, discuss the experiment of the set of eyes to watch the patrons placing money in the kitty for the food they were eating. To achieve a different behavioural outcome to ensure the cafeteria runs in profit and stops being a loss they tripled their takings when the set of eyes were present.
Now, because of these kinds of research and experiment studies and the frustrations within our industry there were a number of reasons building as to why Esher House became a reality.
It turns out that only a third of all JSA jobseekers are in the Action stage of change. That means that a huge proportion of interventions are wasted time and money and might only serve to alienate the jobseeker.
YOU – a professional advisor with natural social skills – probably know this already and intuitively change what you say to what you think the jobseeker is really thinking.
This assessment tool supports you in that and adjusts the whole operational model to something much more efficient and beneficial to you, the jobseeker and the employment service.
There were some fascinating findings here with jobseekers that are new to science.
The “Precontemplation” group are belligerent about getting a job and do not mind who they tell. There are even up to 30% of Stream 1 and 2s (Stream As from July 2015) who have this mindset. “Contemplation” jobseekers know they should get a job…but aren’t doing anything about it just yet.
“Unauthentic Action” doesn’t exist with smokers etc…but around 20% of all jobseekers are taking all the actions of getting a job – and maybe even starting in one – but they are also scoring highly in “Precontemplation”: in other words they are fooling themselves that they want/are ready for a job. That means that we can pinpoint those who are likely to annoy employers and ruin their own confidence by dropping out of interviews and new jobs at the slightest hiccup.
“Preparation” clients are dream jobseekers for advisors: genuinely keen to find work, but lacking a little confidence or the tools to do so.
And “Action” only need light touch support and are proactive.
What is also fascinating is that these proportions exactly correlate with the two-thirds of all species that “Learn Helplessness” in the face of repeated adversity over which they seem to have no control (only one-third remain optimistic). That suggests that “dole bludgers” are not “evil” human beings, but rather acting in exactly the same way as the entire animal kingdom.
This second pie-chart shows the proportions for both Disabled Unemployed and Steam 4s…and we can see that one-third/two-thirds pattern again...
First, this is the increase in job placements after from those who have been assessed vs those not assessed: 19%. This goes up to around 54% after 9 months according to Employment Services Queensland and Job Futures’s data.
The uplift is higher with DES customers…and when Stage of Change-specific interventions are used, we see a 105% increase in sustained (13 week) outcomes. This is crucial for high performance under the new JSA contracts.
Now, this leads us onto the fundamental and scientifically-proven way of tackling learned helplessness, depression and proactivity and that is to build Resilience within the individual.
We all have an idea of what Resilience is, and the 5 workshops are all designed to build it…but here’s a quick overview of the seven “pillars” of resilience.
Emotional Regulation – keeping calm under pressure.
Impulse Control – preventing knee-jerk reactions.
Causal Analysis – being able to really work out what caused situations…how many of our jobseekers blame situations on completely the wrong things?
Self-efficacy – the belief that you can change your own future.
Realistic Optimism – this was originally just “optimism”, but it turns out that offenders have high levels of optimism: they never think they’re going to get caught! So optimism has to be realistic.
Empathy – imagine if your jobseeker sitting in front of you considered for a moment how you’re feeling!
And finally a strange one: Reaching Out. It emerges that people only ask for help and advice when they’re quite strong. When you’re feeling down asking for help often feels like another sign of weakness.
These can be taught – and indeed that’s what you’ll be doing. Instilling Resilience in our jobseekers through 30 evidenced behavioural intervention activities that will make them want to change their own lives for the better.
So…to summarise, here’s a quick look at the operational model which can easily fit into your current model as outlined in your company processes.
All clients go through ACA Tool either as a pre screening with a ‘gateway’ team at initial appointment OR if in an apprenticeship they can access the ACA tool via a SMS link and result can be sent to a mentor.
If they come out as Precontemplators, Contemplators, Unauthentic Actors or Preparers, they are referred to the 5 Workshops. and those other candidates already in an apprenticeship ‘could’ possible be referred to a supportive group resilience workshop or the mentors can use the one to one coaching guides to support in situation.
If they’re Actioners they go straight into your “apprentice-ready” placement program.
The workshop content should be consolidated into all the mentoring One-to-Ones and there are some specific tips we provide on how to prevent clients reverting back to talking about problems and losing their resilience.
The one-page Intervention Guide repeats the motivating statement that the jobseeker should have read, plus academically-informed sections on:
“What the jobseeker is thinking”
“Client Support Principles”
And a number of “Client Support Strategies” – specific questions and conversations to be had with them that will move them towards resilience and “self efficacy”: a belief that they can change their own future.
So once we have assessed clients THEN WHAT DO WE DO to develop and apply our Behavioural Science findings?
We look to build their Psychological capacity… we develop their Resilience!... How do we do that?
We look at the research from Shatte and Rieve into building the 7 pillars of resilience-
Emotional Regulation
Impulse Control
Causal Analysis
Self Efficacy
Realistic Optimism
Empathy
Reaching Out
We do it through 5 workshops and target 30 academically validated activities and exercises. We awaken engage and build their internal awareness. We challenge their previous beliefs and encourage growth mindset thinking…. All content can be condensed to be used in one to one supportive mentoring session.
The one-page Intervention Guide repeats the motivating statement that the jobseeker should have read, plus academically-informed sections on:
“What the jobseeker is thinking”
“Client Support Principles”
And a number of “Client Support Strategies” – specific questions and conversations to be had with them that will move them towards resilience and “self efficacy”: a belief that they can change their own future.
So, now we can accurately know a jobseeker’s genuine commitment to finding a job…we can there after implement the-
Specific interventions that progress them much more effectively.
A “guide” to each of the Stages of Change is produced to inform what must be said during One-to-ones.
Remember, 5% of jobseekers will over-ride the “anti-bias” algorithm – so YOU can identify these…and generally treat them as Precontemplation.
But in knowing this information how does that affect results on outcomes? Lets take a look at the results to date [click next slide]
