You’re leading your first training session for a group of new RBTs® or caregivers. Your materials are prepped, you’ve practiced every line, and your confidence is high. Yet, halfway through, you notice glazed eyes and hesitant questions. The energy shifts—the skills you’re so passionate about teaching seem to be slipping through the cracks.
Sound familiar? If so, you’re not alone. Many BCBAs® encounter this early on when training others. Behavioral Skills Training (BST) is one of the most effective, research-supported methods in ABA, but making it work in practice can feel like a puzzle.
What if there was a way to ensure your trainees were not only engaged but left the session ready to implement what they’d learned with confidence? Let’s explore how to break down BST, avoid common roadblocks, and unlock its full potential.
What Is BST, and Why Is It So Effective?
Behavioral Skills Training (BST) is an evidence-based teaching strategy that uses four key steps: Instructions, Modeling, Rehearsal, and Feedback. What makes BST stand out is its emphasis on active, hands-on learning—moving far beyond traditional lectures.
Research has shown BST’s effectiveness in teaching complex skills and improving real-world application. By systematically layering each step, learners not only understand the skill but achieve fluency and confidence in its use (Parsons, Rollyson, & Reid, 2012). For example, BST has been used successfully to train staff in crisis intervention, prompting hierarchies, and implementing treatment protocols.
The 4 Steps of BST: How to Apply Them
1. Instructions: Set the Foundation
Clear, concise instructions are the bedrock of effective training. Think of this step as painting a vivid picture of the desired skill. The more specific and actionable your instructions, the better.
Example: Instead of saying, “Reinforce appropriately,” try, “Deliver verbal praise (e.g., ‘Nice job touching red!’) within two seconds of the learner completing the target behavior.”
Pro Tips:
- Avoid jargon unless trainees are already familiar with it.
- Pair instructions with real-life examples and non-examples to enhance understanding. For instance, when teaching reinforcement, show how delayed or inconsistent delivery can reduce its effectiveness.
2. Modeling: Show How It’s Done
Once your instructions are clear, demonstrate the skill. Modeling brings your words to life and leverages observational learning—a principle deeply rooted in behavior analysis (Bandura, 1977).
How to Model Effectively:
- Make every step of the behavior clear and exaggerated during demonstrations.
- Show the skill across various scenarios to illustrate generalization.
- Include both correct and incorrect examples, helping trainees discriminate between effective and ineffective actions.
Example: When teaching prompting during discrete trial training (DTT), model the correct way to deliver a prompt, how to fade it, and common errors like being too intrusive or delayed.
3. Rehearsal: Practice in a Safe Space
Rehearsal is where trainees try the skill themselves. This hands-on practice solidifies learning and builds confidence.
Why It Matters: Without rehearsal, even the clearest instructions and modeling fall flat. Practicing ensures trainees can perform the skill fluently in real-world situations.
How to Make Rehearsals Effective:
- Begin in a low-pressure environment, like practicing with a peer instead of a client.
- Gradually introduce complexity, such as adding distractions or novel scenarios.
- Provide multiple opportunities for practice, emphasizing repetition until fluency is achieved.
Encourage open communication during rehearsal. Trainees should feel comfortable asking questions and exploring areas where they struggle.
4. Feedback: Guide and Refine
Feedback is the cornerstone of BST. It bridges the gap between practice and mastery by highlighting successes and areas for improvement.
How to Deliver Feedback:
- Pair corrective feedback with praise for what’s going well. For example: “You gave excellent eye contact during prompting! Next time, deliver the instruction a bit quicker to keep the learner’s attention.”
- Be immediate and specific. Address the most critical areas first to avoid overwhelming the trainee.
Research underscores the importance of balancing constructive feedback with reinforcement to maintain motivation and engagement (Van den Bossche et al., 2011).
Examples of When to Use BST
BST is a versatile tool that can be applied in numerous contexts within ABA. Here are three common scenarios where BST shines:
1. Teaching Parents
Parents are a critical part of a child’s support team, and equipping them with effective strategies is key to success. BST can be used to teach parents how to implement behavior plans, manage challenging behaviors, or use reinforcement techniques.
Example: A BCBA® may use BST to train parents on how to deliver differential reinforcement during a tantrum. By providing clear instructions, modeling the procedure, practicing with the parent, and offering immediate feedback, parents can gain the confidence to manage these situations effectively at home.
2. Training Staff
From new RBTs® to seasoned clinicians, BST is essential for teaching staff how to implement ABA interventions with fidelity. Whether it’s prompting, data collection, or conducting preference assessments, BST ensures staff are prepared and skilled.
Example: A BCBA® might use BST to teach RBTs® how to conduct a task analysis. By breaking down the steps of instruction, modeling how to implement it with a client, providing rehearsal opportunities, and offering corrective feedback, staff can achieve fluency and consistency in their practice.
3. Working with Clients
BST isn’t limited to training adults—it can also be used to teach clients new skills. This is especially effective when teaching complex or multi-step behaviors, such as social skills or daily living tasks.
Example: A BCBA® may use BST to teach a client how to independently prepare a snack. By giving clear instructions, modeling each step, allowing the client to practice, and providing immediate feedback, the skill becomes manageable and achievable.
Avoiding Common BST Pitfalls
Even with a solid understanding of BST, implementation challenges can arise. Here are common mistakes and strategies to avoid them:
1. Neglecting Reinforcement Without reinforcement, trainees can lose motivation and engagement.
Solution: Reinforce your trainees frequently with both verbal praise (“You’re doing great at keeping instructions concise!”) and tangible rewards like certificates or small gifts for major milestones.
2. Overloading with Feedback Too much corrective feedback can overwhelm and demotivate trainees.
Solution: Prioritize critical areas for improvement and keep feedback concise. Focus on celebrating what trainees are doing well.
3. Vague or Overly Technical Instructions Unclear instructions can confuse trainees and hinder their progress.
Solution: Use plain language and break down complex concepts into digestible, actionable steps. Tailor instructions to the trainee’s skill level.
4. Ignoring Individual Differences Each trainee has unique strengths and learning needs.
Solution: Individualize your training approach. For example, if a trainee is anxious, create a supportive environment with smaller, manageable goals to build confidence.
Putting It All Together: Best Practices for New BCBAs®
- Prepare Thoroughly: Script out instructions and prepare examples and non-examples.
- Engage Your Trainees: Involve trainees actively in each step of the process.
- Monitor Progress: Use data to track skill acquisition and adjust training plans as needed.
- Follow Up: Offer ongoing coaching and booster sessions to ensure skills are maintained.
Why BST Is a Must for Every BCBA®
Effective training is a cornerstone of impactful behavior analysis. By mastering BST, you’re not just teaching skills—you’re empowering your trainees and ensuring better outcomes for clients.
Through clear instructions, relatable modeling, meaningful practice, and supportive feedback, BST transforms your training sessions into engaging and impactful experiences. Avoiding common pitfalls and personalizing your approach will help you maximize its benefits and watch your trainees thrive.
References
Parsons, M. B., Rollyson, J. H., & Reid, D. H. (2012). Evidence-based staff training: A guide for practitioners. Behavior Analysis in Practice, 5(2), 2-9.
Van den Bossche, P., Gijselaers, W. H., Segers, M., & Kirschner, P. A. (2011). Team learning: Building shared mental models. Educational Research Review, 6(2), 111-122.
