Episode 14: Mastering Extinction: How to Stop Reinforcing Bad Behavior at Work with Dr. Michael Domjan

Episode 17: Employee-Generated Learning with Kasper Spiro

In this action-packed episode of The Management Theory Toolbox, host Travis Mallett [https://www.linkedin.com/in/travis-mallett/] and guest Kasper Spiro [https://www.linkedin.com/in/kasperspiro/], Chief Learning Strategist & Co-founder of EasyGenerator [https://www.easygenerator.com/en/], dive deep into the paradigm shift from traditional, top‐down corporate training to a dynamic, employee generated learning (EGL) model. Discover how real-world practice, authentic peer feedback, and cutting-edge technologies like AI are transforming learning—and why “practice makes permanent” is the mantra for today’s modern workplace. Key Takeaways * Practice Over Passive Learning: * Explore why hands-on practice is not just beneficial but essential, and how “practice makes permanent” can solidify skills better than rote education alone. * The Four Pillars of Effective Learning: * Know the Why: Understanding the purpose behind learning content fuels motivation. * Leverage Personal Experience: Connect new insights with your own professional journey. * Engage in Real Practice: Apply what you learn immediately to build expertise. * Seek Constructive Feedback: Use peer insights and data (e.g., via XAPI and Learning Record Stores) to continuously refine performance. * Employee Generated Learning (EGL) vs. Traditional Training: * Break away from outdated, one-size-fits-all courses. Empower employees to create, update, and own their learning experiences. * Discover how EGL fosters trust, engagement, and relevance—resulting in higher completion and success rates. * Future-Proofing Corporate Learning: * The integration of AI and advanced tracking transforms static learning management systems into interactive, on-demand “corporate brains” that deliver instant, personalized answers. Resources & Additional Reading * EasyGenerator: Learn more about their innovative approach to employee generated learning at EasyGenerator [https://www.easygenerator.com]. * Employee Generated Learning (Book): Dive into Kasper Spiro’s insights by checking out his book, “Employee Generated Learning: How to Develop Training that Drives Performance [https://a.co/d/3N2nH2G]”, published by Kogan Page. * Bloom’s Taxonomy: Enhance your understanding of effective learning objectives with Bloom’s Taxonomy [https://www.easygenerator.com/en/blog/learning-approach/blooms-taxonomy/]. * Five Moments of Learning Model: Explore the Five Moments of Need framework [https://www.easygenerator.com/en/guides/employee-generated-learning/], which redefines how and when learning occurs on the job. * 70-20-10 Learning Model: Discover the breakdown of effective learning strategies in the 70-20-10 Model [https://www.easygenerator.com/en/guides/70-20-10/], emphasizing that 70% of learning happens through hands-on experience, 20% via collaboration, and only 10% through formal training.  Connect & Engage * Join the Conversation: Share your insights and experiences in the comments below, or reach out to us on LinkedIn [https://www.linkedin.com/in/travis-mallett/]. * Meet Our Guest: Follow Kasper Spiro on LinkedIn [https://www.linkedin.com/in/kasperspiro/]for more on his innovative work with EGL and learn about upcoming events, webinars, and speaking engagements. For more transformative insights and in-depth discussions, visit our website [https://www.themanagementtheorytoolbox.com] and subscribe to The Management Theory Toolbox podcast.

Episode 16: Don't Learn Alone—How Real-Time Connection Supercharges Your Brain with Dr. Sara De Felice

KEY TOPICS & TAKEAWAYS: * Learning in a Social Context: * Social vs. Solo Learning: Understand the critical differences between learning “from” others (e.g., recorded lectures) and learning “with” others (live, interactive sessions), and why the latter can boost retention and engagement.  * The Role of Joint Attention: Learn how simultaneous focus (e.g., both teacher and learner attending to the same object or idea) enhances brain synchrony and memory consolidation.  * Theoretical Perspectives: * Operant Conditioning vs. Social Cognitive Theory: Explore how traditional action-consequence learning compares with social cognitive approaches where observation, anticipation, and modeling play key roles.  * Interactivity’s Hidden Benefits: Discover how even subtle non-verbal cues (like eye contact and nodding) facilitate dynamic, real-time adjustments during teaching and learning.  * Neuroscience of Social Interaction: * Key Brain Regions: Insights into the medial dorsolateral prefrontal cortex and the temporal parietal junction—the hubs of our “social brain” that process shared attention and perspective-taking.  * Hyperscanning Techniques: An introduction to how neuroscientists measure simultaneous brain activity in interacting individuals to better understand live social learning.  * Implications for Education and the Workplace: * Enhancing Learning Environments: Discussion on the growing trend toward interactive and collaborative learning—both in academia and corporate training—and how these approaches can lead to improved outcomes.  * Future Research Directions: A look ahead at how further study into the quality of social interactions (e.g., the impact of relationship dynamics on learning) could reshape our understanding of education and organizational behavior.  GUEST INFORMATION & RESOURCES: Dr. Sara De Felice * Position: Research Associate, Department of Psychology, University of Cambridge  * Research Interests: Cognitive and neural mechanisms of human learning, social interaction, and the use of multi-modal approaches (including hyperscanning) to study interacting brains.  Connect with Sara: * Google Scholar: Sara De Felice [https://scholar.google.com/citations?user=yiRZVoUAAAAJ&hl=it] * Twitter: @sara_de_felice [https://x.com/sara_de_felice?lang=en] * LinkedIn: Sara De Felice [https://uk.linkedin.com/in/sara-de-felice] * University Profile: Sara De Felice – University of Cambridge [https://www.psychol.cam.ac.uk/staff/sara-de-felice] Key Publication: * Article: “Learning from others is good, with others is better: the role of social interaction in human acquisition of new knowledge”  * Citation: De Felice S, Hamilton AFC, Ponari M, Vigliocco G. Philos Trans R Soc Lond B Biol Sci. 2023 Feb 13;378(1870):20210357. doi: 10.1098/rstb.2021.0357 [https://doi.org/10.1098/rstb.2021.0357].  * PubMed: Link [https://pubmed.ncbi.nlm.nih.gov/36571126/]

Episode 15: Shaping Behavior—The Unique Power of Each Reinforcement Schedule with Dr. Hank Schlinger, Jr.

Ever wonder why your team behaves the way they do? In this episode of The Management Theory Toolbox, we pull back the curtain on the psychology of reinforcement schedules—techniques that could be the secret sauce to boosting your team’s motivation and performance. Whether you're looking to fine-tune your leadership style or curious about the science behind behavior, this episode is a must-listen! Episode Summary: Welcome back to The Management Theory Toolbox! I'm your host, Travis Mallett, and today, we're wrapping up our series on operant conditioning with a deep dive into the powerful concept of reinforcement schedules. These are the invisible forces that shape behavior in the workplace—and beyond. Joined by Dr. Hank Schlinger, a renowned expert in behavior analysis from California State University, we explore different types of reinforcement schedules, including fixed and variable intervals and ratios, and their profound impact on employee behavior. We’ll discuss real-world applications, like how slot machines and even smartphones use these principles to keep us hooked, and how you can ethically apply them in your organization to boost morale and productivity. We also address a critical question: Can manipulating reinforcement schedules turn employees into mere machines? Dr. Schlinger sheds light on this ethical dilemma, arguing that when done right, these techniques can actually make your team feel more valued and motivated. Guest Resources: * Dr. Hank Schlinger * Google Scholar [https://scholar.google.com/citations?user=16FW0eMAAAAJ&hl=en&oi=ao] - Explore Dr. Schlinger’s extensive research in behavior analysis. * California State University, Los Angeles Profile [https://www.calstatela.edu/nss/psychology/henry-d-schlinger-jr-phd-bcba-d] - Learn more about Dr. Schlinger’s academic contributions. * How to Build Good Behavior and Self-Esteem in Children [https://www.amazon.com/stores/author/B097S7D36X/allbooks?ingress=0&visitId=9e090e04-2e6b-48fc-922d-c5206bd17b2b&ref_=sr_ntt_srch_lnk_1] (and other books) - Dr. Schlinger’s latest book, a practical guide for parents and educators. * www.buildgoodbehavior.com [https://buildgoodbehavior.com/] - Website for Dr. Schlinger's latest book. Key Takeaways: * Variable Ratio Schedules: These schedules can lead to high levels of persistence in behavior, making them powerful tools in both motivation and habit formation. * Ethical Considerations: Reinforcement schedules aren’t just about getting what you want; they can also be used to make employees feel acknowledged and valued. * Real-World Applications: From casinos to classrooms, understanding the science behind reinforcement can help you design more effective and ethical management strategies. Call to Action: This week, take a moment to reflect on the reinforcements you’re offering in your workplace. Are you consistently rewarding the behaviors you want to see, or are you leaving it up to chance? Try experimenting with a variable ratio schedule and see if it leads to better results. And remember, it’s not just about productivity—it's about creating a work environment where your team feels genuinely valued. Thank you for joining us on this episode of The Management Theory Toolbox. Don’t forget to subscribe, leave a review, and share this episode with fellow managers and leaders who are keen to unlock the full potential of their teams. Stay tuned for our next episode, where we’ll explore the impact of social interactions on employee learning. Until then, keep learning, keep growing, and keep adding to your management theory toolbox!

Episode 14: Mastering Extinction: How to Stop Reinforcing Bad Behavior at Work with Dr. Michael Domjan

Episode Highlights: * Introduction to the concept of extinction in behavioral psychology. * Explanation of operant conditioning and its application in the workplace. * Examples from "The Big Bang Theory" illustrating positive reinforcement and extinction. * Detailed discussion with Dr. Michael Domjan on the process and effects of extinction. * Real-world examples of applying extinction to undesirable workplace behaviors. * The importance of careful implementation to avoid frustration and aggression. Key Topics: * Operant Conditioning: Modifying behavior through reinforcement. * Extinction: Reducing behaviors by removing positive reinforcers. * Paradoxical Reward Effects: How intermittent reinforcement can lead to greater persistence. * Practical Tips: Gradual phasing out of reinforcers and managing expectations. Guest Expert: Dr. Michael Domjan * Professor of Psychology at the University of Texas at Austin. * Expert in conditioning and learning with over 50 years of teaching experience. * Author and co-author of numerous publications (over 200), including "The Essentials of Conditioning and Learning." Related Resources: 1. Dr. Michael Domjan's YouTube Channel: Learning and Behavior: Key Concepts by M. Domjan [https://www.youtube.com/@learningandbehaviorkeyconc126/videos] 2. Book: The Essentials of Conditioning and Learning (5th Edition) [https://www.amazon.com/Essentials-Conditioning-Learning-Michael-Domjan-dp-1433840146/dp/1433840146] 3. Research Article: R. Hinkin and C. A. Schreisheim, "If You Don't Hear from Me You Know You Are Doing Fine: The Effects of Management Nonresponse to Employee Performance," Cornell Hotel and Restaurant Administration Quarterly 45 (2004): 362-373. Connect with Dr. Michael Domjan: * Faculty Page at the University of Texas at Austin [https://liberalarts.utexas.edu/psychology/faculty/domjanmp] * Google Scholar [https://scholar.google.com/citations?user=lv-gZY4AAAAJ&hl=en&oi=ao] * ResearchGate [https://www.researchgate.net/profile/Michael-Domjan] Upcoming Episodes: * Stay tuned for our next episode where we dive into schedules of reinforcement and their applications in management. Join the Conversation: * Share your thoughts and experiences with extinction and reinforcement in the workplace. * Follow Travis Mallett on LinkedIn. [https://www.linkedin.com/in/travis-mallett/] Subscribe and Review: * Don't forget to subscribe to The Management Theory Toolbox on your favorite podcast platform. * Leave us a review to help others discover the show and improve our content.

Episode 13: How to Blame and Punish Employees Like a Pro (But Really, Don’t) with Dr. Bertram Malle

Key Topics: * Blame and Punishment: * Examination of blame and punishment as tools for maintaining organizational balance. * Discussion on the psychological and organizational impacts of these mechanisms. * Norms and Behavior: * Importance of norms in guiding behavior and responses to violations. * Punishment should be a last resort; other corrective measures are preferable. Takeaways: * Harsh punishment can be destructive and damaging to organizational climate. * Punishment should be a last resort; other corrective measures should precede it. * Importance of norms in governing behavior and responses to violations. * Distinction between private and public blame, and the importance of fair and constructive criticism. * Exploration of restorative justice as an alternative to punitive measures in organizations. Further Reading: * Podsakoff et al. (2006), "Relationships Between Leader Reward Behavior and Punishment Behavior and Subordinate Attitudes, Perceptions, and Behaviors: A Meta-Analytic Review" Organizational Behavior and Human Decision Processes. * Trevino (1992), "The Social Effects of Punishment in Organizations: A Justice Perspective" Academy of Management Review. * Molemaker et al. (2016), "The Impact of Personal Responsibility on the (Un)Willingness to Punish Non-Cooperation and Reward Cooperation" Organizational Behavior and Human Decision Processes. Links to Our Guest: * Dr. Bertram Malle, Brown University.  * Brown University Faculty Directory  [https://www.brown.edu/academics/cognitive-linguistic-psychological-sciences/people/faculty/bertram-f-malle] * Social Cognitive Science Research Lab [https://research.clps.brown.edu/SocCogSci/] * Google Scholar [https://scholar.google.com/citations?user=I9e0GtoAAAAJ&hl=en&oi=ao] Bertram F. Malle [Guest] [https://www.brown.edu/academics/cognitive-linguistic-psychological-sciences/people/faculty/bertram-f-malle] earned his Master’s degrees in philosophy/linguistics (1987) and psychology (1989) at the University of Graz, Austria.  After coming to the United States in 1990 he received his Ph.D. at Stanford University in 1995 and joined the University of Oregon Psychology Department.  Since 2008 he is Professor at the Department of Cognitive, Linguistic, and Psychological Sciences at Brown University.  He received the Society of Experimental Social Psychology Outstanding Dissertation award, a National Science Foundation CAREER award, and he is past president of the Society of Philosophy and Psychology. Malle’s research has been funded by the NSF, Army, Templeton Foundation, Office of Naval Research, and DARPA. He has distributed his work in 130 articles and several books, on the topics of  social cognition (intentionality, mental state inferences, behavior explanations), moral psychology (cognitive and social blame, guilt, norms), and human-robot interaction (moral competence in robots, socially assistive robotics).