What Positive Reinforcement Really Is and 7 Tips for Making It Work

Positive reinforcement is a powerful tool for building and strengthening relationships.?But many people get positive reinforcement confused with rewards. So, what’s the difference? Positive reinforcement is based on the idea that people are more likely to repeat behaviors that are associated with positive outcomes, and less likely to repeat behaviors that are associated with negative outcomes. Positive reinforcement is a type of consequence that is intended to increase the likelihood of a behavior being repeated in the future. By using positive reinforcement, we can encourage positive behaviors and strengthen relationships in a healthy and productive way.

Positive reinforcement can take many different forms, including:

1. Verbal praise: This can include things like saying "good job" or "well done" to someone who has performed a desired behavior.
2. Tangible rewards: This can include things like a bonus, a gift, or a special privilege for someone who has performed a desired behavior.
3. Social rewards: This can include things like getting approval from others, being recognized publicly, or being made to feel like part of a group for performing a desired behavior.
4. Self-rewards: This can include things like taking a break, doing something enjoyable, or indulging in a favorite activity after performing a desired behavior.

Positive reinforcement and reward are related concepts, but there are some key differences between them. Rewards are typically tangible items or privileges that are given to someone in exchange for a desired behavior. Rewards can be a form of positive reinforcement, but they are not the same thing. A reward is something that is given in exchange for a particular outcome, whereas positive reinforcement is about reinforcing the behavior itself.?The only way to determine if something given is positively reinforcing is based on the impact on behavior in terms of strengthening or increasing it. If you deliver a reward to somebody for behaving a certain way, but it does not strengthen the future occurrence of the behavior, then it is a well-intended reward, but not actually positive reinforcement. ?

Positive reinforcement can also be what people might consider “negative” by our own values. For example, reprimanding a student for calling out can actually be a form of positive reinforcement. How can this be, you might ask? In Applied Behavior Analysis, the term positive simply means something is added. Now, remember that positive reinforcement is measured by the impact on behavior. So, if a teacher reprimands a student, and as a result, that student begins calling out more, the teacher’s reprimand (something added) is actually a form of positive reinforcement, which likely functions for teacher attention!

Positive reinforcement is designed to increase the likelihood of a desired behavior being repeated in the future, so if the behavior is increasing, it is a sign that positive reinforcement is working. Or, in the example above, inadvertently working against us if we aren’t aware of what is actually being positively reinforced.

There are several ways to track and measure behavior change, including:

1. Frequency: Count how many times the desired behavior occurs over a specific period of time. If the behavior is increasing in frequency, it is a sign that positive reinforcement is working.
2. Duration: Measure how long the desired behavior is sustained over a specific period of time. If the behavior is increasing in duration, it is a sign that positive reinforcement is working.
3. Latency: Measure the amount of time it takes for the desired behavior to occur after the reinforcement is given. If the latency decreases over time, it is a sign that positive reinforcement is working.
4. Magnitude: Measure the strength or intensity of the desired behavior. If the behavior is becoming stronger or more intense over time, it is a sign that positive reinforcement is working.

It's important to note that behavior change takes time and can vary depending on the individual and the behavior being reinforced. It's important to be patient and consistent in applying positive reinforcement techniques and to adjust the reinforcement as needed to ensure that it is effective.

At PCMA, we take pride in the fact that positive reinforcement, is the staple of all PCMA’s training solutions for preventing, de-escalating, and even physically managing dangerous behavior during a crisis. It is and will always remain the most important tool that you can have in your toolbox for bringing out the best in people. Here are some tips for using positive reinforcement effectively:

1. Be specific: When giving positive reinforcement, be specific about what the person did well. Instead of simply saying "good job," try to be more specific and say something like, "I really appreciated the effort you put into that project."
2. Be timely: Deliver positive reinforcement as soon as possible after the behavior you are reinforcing. This helps to reinforce the connection between the behavior and the reinforcement.
3. Be consistent: Make sure to consistently give positive reinforcement for desired behaviors. This helps to build trust and reinforce the behavior over time.
4. Use a variety of reinforcement: People respond differently to different forms of positive reinforcement. Some people may prefer verbal praise, while others may respond better to a small gift or gesture of appreciation.
5. Be sincere: People can often tell when positive reinforcement is insincere or forced. Make sure to give positive reinforcement in a genuine and authentic way.
6. Use reinforcement to build positive habits: Positive reinforcement can be used to build positive habits and behaviors over time. For example, if you want to strengthen your relationship with your partner, you could give them positive reinforcement when they communicate openly and honestly with you.
7. Be mindful of individual differences: Everyone is different, and what works as positive reinforcement for one person may not work for another. Be mindful of the individual's preferences and needs when using positive reinforcement to build and strengthen relationships.

Rewards are great. But it’s all about positive reinforcement. By using positive reinforcement effectively, you can build and strengthen relationships, improve communication, and teach and strengthen positive behaviors over time.

If you'd like to find out more about PCMA's training solutions for bringing out the best in people, check out the video below or reach out to Drew Carter at [email protected].

About the Author

Specializing in human performance, coaching, and organizational leadership, Dr. Paul "Paulie" Gavoni is a behavior scientist and educator who has worked across education and human services for almost three decades. In this capacity, he has served the needs of children and adults through various positions, including COO, Vice President, Director of School Improvement, Leadership Director, Professor, Assistant Principal, School Turnaround Manager, Clinical Coordinator, Therapist, District Behavior Analyst, and Director of Progam Development and Public Relations at?PCMA. Dr. Gavoni is passionate about applying Organizational Behavior Management (OBM), or the science of human behavior, to make a positive difference in establishing safe, productive, and engaging environments that bring out the best in faculty and staff so they can bring out the best in the learners they serve. He is an active board member of the?Opioid Awareness Foundation?and?World Behavior Analysis Day Alliance.

Known for his authenticity and practical approaches, Dr. Gavoni is the host of the Top 1.5% globally ranked?Crisis in Education Podcast?and a sought-out speaker at various Educational and Behavior Analytic Conferences Internationally. He a the Wall Street Journal and USA Today best-selling co-author of The Scientific Laws of Life & Leadership: Behavioral Karma; Quick Wins! Accelerating School Transformation through Science, Engagement, and Leadership; Deliberate Coaching: A Toolbox for Accelerating Teacher Performance; and MMA Science: A Training, Coaching, and Belt Ranking Guide. Dr. Gavoni is proud to introduce OBM and Applied Behavior Analysis to worldwide audiences through his numerous publications and his work with PCMA to create productive, safe, and positive cultures.

Beyond his work in education and human services, Dr. Gavoni is also a former Golden Gloves Heavyweight Champion and a highly respected striking coach in combat sports. Coach “Paulie Gloves,” as he is known in the Mixed Martial Arts (MMA) community, has trained world champions and UFC vets using technologies rooted in the behavioral sciences. Coach Paulie has been featured in the books?Beast: Blood, Struggle, and Dreams a the Heart of Mixed Martial Arts, A Fighter’s Way, and the featured article Ring to Cage:?How four former boxers help mold MMA’s finest. He is also an author who has written extensively for various online magazines such as Scifighting, Last Word on Sports, and Bloody Elbow, where his?Fight Science series?continues to bring behavioral science to MMA. Finally, Paulie was also a featured fighter in FX’s highest-rated show at the time, The Toughman, and as an MMA coach in the Lifetime reality series?Leave it to Geege.