Radical OBM

Preface.

What would YOU do if you finally had a seat at the table — but didn’t have permission to speak? That was me.

I had worked my whole life for that seat… one where I was always trying to prove my worth. I published my first written work at the age of 10. Finished high school with an above-average GPA, graduated college Cum Laude, immediately landed a great job, moved up the ranks, self-published seven books, checked every box and then some. I didn’t realize it then, but I was doing everything in my power to NOT become a statistic - because before I was even born… I was supposed to be one.

My Mom got pregnant at 14. My grandparents were addicts. Society told us that ‘WE’ would never amount to anything. I needed to prove society wrong. I’m still working on that. To backtrack for a second, I’m going to paint a picture for you: imagine a little girl, a stepchild, desperately wanting to fit in at home and in school. That was also me.

My parents moved us from Pomona, California, just down the way to Fontana, for a chance to attend better school districts. As one of the few black kids at my school, I stood out and so badly wanted to blend in. To belong. My way of being accepted was to never give anyone a reason to doubt me. So I performed. I excelled - I did that all throughout school, and yes - I even did it in the corporate world.

Fast-forward… There I was - at my dream job - the only Director of Clinical Operations at a nationally well-known Behavioral Treatment company where I was helping children and families with autism. I ensured that children in marginalized communities had representation in their homes, schools, and communities. I was making a difference. I ensured that children and their families had the tools they needed and that they FELT LIKE THEY BELONGED. Yet, I still didn’t feel like I did.

Once again, I was an ‘Only’ - the only woman in most rooms, certainly the only woman of color in those rooms. So, I made myself small. And then, one day, I spoke up. Why? I discovered that my male colleague (with fewer qualifications) was making $60,000 more than I was. Guess what happened? I was fired immediately. Broken… and sadly, a statistic. With essentially zero self-confidence left and no real sense of direction after having dedicated half my life to this industry, I couldn’t bring myself to get back into corporate America and give them another opportunity to destroy me. So, I started my own company… actually companies - with a mission to ensure everyone has a fair shot — a fair chance.

LET’S START WITH COMPANY #1 — Behavior Genius®

In my years of experience, I’ve seen that children of color are diagnosed with autism an average of 3 years later than children who are not diverse. But early intervention is essential to ensuring the best possible outcomes for children. Children of color deserve equal access to quality behavior treatment. It is no longer acceptable for us to ignore the call to action. And this is why I built Behavior Genius®. ABA companies have a responsibility to hire diverse team members who can provide education and resources to all children, including those in marginalized communities.

ABA was designed in a way that centers the elite. The parents who can afford the best insurance. The ones who can survive on one parent’s income while the other stays at home to attend daily therapy sessions with their child - if there are two. But that’s not the reality for the population that I serve. Or of my own upbringing.

But why have one business when you can have two? Yep - Still overachieving. But it’s not about me. It’s about what I’ve seen and who I serve. Did you know that 80% of black-owned businesses fail within the first 18 months? But they don’t have to. Genius Operations® is the first Operations company curated for, and committed to, the advancement of black behavior analysts.

Black professionals have substantially lower access to the resources needed to build and maintain sustainable companies. This is especially true in ABA, where only 3.9% of all Behavior Analysts are black. This lack of resources can be credited to a lack of business operations training and diminished opportunities to advance in the workplace.

At Genius Operations®, we know that if we give minority clinician-owned companies the tools they need to thrive, they will do it with flying colors. And those children in unseen communities will have access to the same quality of care as everyone else. Little black and brown girls like me will grow up and know they belong.

One thing about those tables - they turn. In the end, those tables - the ones I wanted a seat at so badly - weren’t the ones I was supposed to be at. I built my own table - but not just for me… for everyone who has ever felt like they didn’t have a seat. That’s the legacy I’m working relentlessly to leave behind. That’s the only table I want to sit at.

Don’t you?

Chapter 1:

Radical OBM

Can’t we just throw some balls in the air and see where they land?

I will never forget the day my CEO posed the most bizarre question to the entire Leadership Team. And by the looks on everyone else’s faces, I knew I wasn’t the only one who thought it was a joke. Granted, this woman was not a Behavior Analyst; however, she was an executive powerhouse (or so I thought), and honestly, I expected more from her for that reason alone. I had been certified in Organizational Behavior Management for several years; However, it was her type of leadership, critical thinking, and problem-solving skills (or lack thereof) that ignited my love for Operations. I didn’t understand how she had gotten as far up as she had without believing wholeheartedly in strategy or people. Still, I became determined to show her that systems worked. And not only that, but I could use everything I knew about Human Behavior to rock the company's core for the better. Needless to say, she wasn’t the least bit interested in my take on Operational Efficiency. In fact, I’m pretty sure she resented my entire existence. Who did I think I was anyway, using science and common human decency to find sustainable solutions to her multi-million dollar problems? Four out of five times, though, I had the right idea and the data to prove it.

The origins of OBM can be traced back to the early 1900s when Frederick Taylor developed his scientific management approach. Taylor believed that scientific methods could be used to increase productivity by improving the efficiency of work processes. His practice focused on analyzing tasks and breaking them into component parts, which could then be optimized for maximum efficiency. Sound familiar? That’s because it is! Behavior Analysts use Task Analyses to break down large tasks into their parts. Doing this lets us pinpoint areas of concern and provide intervention in one step rather than looking at the entire task. At the organizational level, Behavior Analysts and business leaders can take a microscope to each process within the organization and minimize it to its minor parts. We are allowed to be caught up in the details, explore what’s beneath the surface, and find solutions to problems that the average person may not even know exist.

In the 1930s, Elton Mayo conducted the famous Hawthorne studies, which focused on the effects of environmental factors on worker productivity. This research helped to establish the importance of social factors in organizational behavior and the need to consider employee motivation and morale. Now, we’re talkin'! If you know anything about setting events and antecedents, then you know what this is all about. This was when the field realized that people were at the core of every organization. And people, although complex, can be quite predictable if we view them as a product of their environment. From there, it is our life’s work as OBM Specialists to analyze how the environment impacts the people inside of it and how we impact the environment around us. This is the basis of individual work ethic and collective culture - two dependent variables that can be designed, taught, and managed using Organizational Behavior Management.

The 1950s saw the emergence of B.F. Skinner's behaviorism - Alas, a name we all know and love. Skinner emphasized the importance of environmental factors in shaping behavior. Skinner's work on operant conditioning provided a framework for understanding how rewards and punishments can be used to shape behavior in the workplace. Imagine that!

In the 1960s, OBM began to take shape as a distinct field of study, with the founding of the Journal of Applied Behavior Analysis and the establishment of the Association for Behavior Analysis. During this time, OBM researchers began to develop methods for applying behavioral principles to organizational settings, including performance management, feedback, and goal-setting.

In the 1980s and 1990s (shoutout to 80’s babies everywhere), OBM continued to evolve, emphasizing the importance of organizational culture and leadership in shaping behavior. Researchers began to explore the role of communication, collaboration, and teamwork in promoting organizational effectiveness.

Today, OBM is used across various industries, including healthcare, education, and manufacturing. Businesses use OBM to improve employee performance, reduce turnover, and increase productivity - three critical factors to the development and thrivorship of an ABA Company. In the medical industry, OBM improves patient safety and reduces medical errors. In education, OBM enhances student performance and promotes positive behavior.

While OBM has made significant strides in improving organizational performance, much work still needs to be done to promote diversity, equity, and inclusion in the field. Research has shown that women and people of color are underrepresented in leadership positions in OBM, and there is a need for greater diversity and inclusion in the field. Additionally, research (or lack thereof) suggests a need for greater attention to social justice and equity issues in OBM research and practice.

The lack of attention or genuine interest in DEI uniquely impacts the Autism industry. The Behavior Analyst Certification Board Code of Ethics (2022 version, 1.07) clearly states that Behavior Analysts should actively engage in professional development activities to acquire knowledge and skills related to cultural responsiveness and diversity. It even discusses the critical evaluation of our own biases and ability to address the needs of individuals with diverse backgrounds, including those we supervise. However, marginalized populations are still underrepresented at the leadership level and even more so at the operational and executive levels. This means that people at the top make decisions for people of color without a clear, intentional understanding of our unique needs. It also means that those decisions often exclude entire communities where ABA services are most needed (see Systemic Racism). And although some people will spend the rest of their days trying to convince us, and themselves, that it has nothing to do with race, according to the National Library of Medicine, Racism is considered a fundamental cause of adverse health outcomes for racial/ethnic minorities and racial/ethnic inequities in health.

If you are in the service industry, you were likely led here by your innate love for helping people. If you’ve been in the game as long as I have, perhaps your reach has extended out to hundreds of children and