The effect of implementation intentions on transfer of training

Two experiments investigated the effect of forming implementation intentions on transfer of training in two training programs. In the first experiment (N = 37), trainees who formed implementation intentions implemented active listening skills sooner, and to a greater degree, than those in the control group. In the second experiment (n = 28), conducted in the field, trainees who formed implementation intentions received a higher performance score for implementing the trained behavior compared with those in the control condition. Results from both experiments provide empirical evidence suggesting that forming implementation intentions at the end of a training program increases the likelihood of using the newly acquired skills.     

Increasing accurate preference assessment implementation through pyramidal training

Preference assessments directly evaluate items that may serve as reinforcers, and their implementation is an important skill for individuals who work with children. This study examined the effectiveness of pyramidal training on teachers' implementation of preference assessments. During Experiment 1, 3 special education teachers taught 6 trainees to conduct paired-choice, multiple-stimulus without replacement, and free-operant preference assessments. All trainees acquired skills necessary to implement preference assessments with 90% or greater accuracy during the training sessions and demonstrated generalization of skills to their classrooms or clinic. During Experiment 2, 5 teachers who served as trainees in Experiment 1 trained 18 preschool teachers. All preschool teachers met the mastery criterion following training. Training teachers to implement preference assessments may increase teachers' acceptance and use of behavior-analytic procedures in school settings.     

TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL

This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.     

Patterns of learning in family therapy training

This study presents the results of an evaluation of two cohorts of trainees who had completed a 2-year training program in family therapy. The 15 trainees were assessed in the areas of perceptual/conceptual, intervention/executive skills and personal development both pre- and post-training. Although the group results showed skill acquisition in all areas assessed, the individual results revealed a complexity in performance glossed over by the group analysis. Trainees' learning commenced from different baselines, advanced at different rates, and there was a marked discrepancy between self-reports of improvements (or otherwise) and the results of the observer-rated measures. We recommend that increasing attention be paid to individual differences in learning styles in training and in evaluation.     

Conditional discrimination in mentally retarded adults: the development of generalized skills.

The development of generalized conditional discrimination skills was examined in adults with retardation. Two subjects with histories of failure to acquire arbitrary matching under trial-and-error procedures were successful under procedures that trained one or more prerequisite skills. The successive discrimination between the sample stimuli was established by training the subjects to name the stimuli. The simultaneous discrimination between the comparison stimuli was established using either (a) standard simple discrimination training with reversals or (b) a procedure in which each of the two sample-comparison relations in the conditional discrimination was presented in blocks of trials, with the size of the blocks decreasing gradually until sample presentation was randomized. The amount of prerequisite training required varied across subjects and across successive conditional discriminations. After acquiring either two or three conditional discriminations with component training, both subjects learned new conditional discriminations under trial-and-error procedures. In general, each successive conditional discrimination was acquired more rapidly. Tests showed that conditional responding had become a generalized skill. Symmetry was shown for almost all trained relations. Symmetry trial samples were ultimately named the same as the stimuli to which they were related in training.     

Enhancing job-site training of supported workers with autism: a reemphasis on simulation

Currently recommended practice in supported work emphasizes training job skills to workers with severe disabilities while on the job. Early behavioral research indicated that skills needed in natural environments could also be trained in simulated settings. We compared job-site plus simulation training for teaching job skills to supported workers with autism to provision of training exclusively on the job. Job-site training occurred in a small publishing company during the regular work routine, and simulation training occurred in an adult education site for people with severe disabilities. Two pairs of workers received training on two job skills; one skill was trained at the job site and the other was trained using job-site plus simulation training. Results indicated that for 3 of the 4 comparisons, job-site plus simulation training resulted in a higher level of skill or more rapid skill acquisition than did job-site-only training. Results suggested that job-site training, the assumed best practice for teaching vocational skills, is likely to be more effective if supplemented with simulation training. Directions for future research include expanding applications of behavioral technologies to other aspects of the current support paradigm.     

Skill training,retention, and transfer: The effects of a concurrent secondary task

In two experiments, we examined training, retention, and transfer of a duration production skill in a prospective paradigm. Participants were trained with feedback and then were either tested immediately for transfer without feedback or retrained with feedback 1 week later. There were three training and retraining conditions, two involving secondary tasks. Retention of the duration production skill was perfect across the 1-week delay when the secondary task condition was unchanged, but there was no skill transfer when that condition was changed. These findings demonstrate specificity of training, with the assumption that the cognitive operations learned during duration production training incorporate requirements of the secondary task. More generally, this study challenges the current practice in which training conditions often do not match eventual testing conditions.     

Performance gains from directed training do not transfer to untrained tasks

Given the increasing complexity of the tasks and skills needed in modern society, developing effective training strategies is of tremendous practical importance. Furthermore, training that improves performance of both trained and untrained tasks would be highly efficient. In the present study, we examined how directed training contributes to skill acquisition, and more importantly, to engendering transfer of training to untrained tasks. Participants learned a complex video game for 30 h (Space Fortress, Donchin, Fabiani, & Sanders, 1989) using one of two training regimens: Hybrid Variable-Priority Training (HVT), with a focus on improving specific skills and managing task priority, or Full Emphasis Training (FET) in which participants simply practiced the game to obtain the highest overall score. We compared game performance, retention of training gains, and transfer of training to untrained tasks as a function of the training regimen. Compared to FET, HVT learners reached higher levels of mastery on the game and HVT was particularly beneficial for initially poor performing participants. This benefit persisted seven months after training. However, contrary to expectation, both HVT and FET were unsuccessful in producing transfer to untrained tasks compared to a group that received limited game experience, suggesting that directed training and practice can produce task-specific improvements, but improvements do not necessarily transfer from trained to untrained tasks.     

Independence training vs modeling procedures for teaching phone conversation skills to the mentally retarded

Forty-five mildly mentally retarded adults were assessed for deficits in telephone conversational skills. They were ranked on the basis of their pretest scores and matched into triplets on skill level. One member from each of these groups was then randomly assigned to either a no-treatment control group, a modeling condition or independence training—a treatment that incorporated social reinforcement, instructions, performance feedback, modeling, shaping by successive approximations and self-monitoring and evaluation. For the two latter conditions, treatment was provided three times weekly for 2 months in group sessions (N = 5) of 1 hr duration. The dependent variable, conversational skills of subjects was assessed at pretest, posttest and at a 3-month follow-up based on verbal responses that subjects made to nine questions asked by an experimenter and related social responses during a phone call. Independence training proved to be significantly more effective than the other two experimental conditions at posttest and follow-up. In addition, modeling proved to be significantly more effective than the no-treatment controls at both of these assessment points.     

THE USE OF IMPOSED AND SELF-SELECTED TRAINING PACKAGES TO ESTABLISH CLASSROOM TEACHING SKILLS1

Although much is known about techniques for teaching elementary pupils in the classroom, no procedures have been consistently effective in training teachers to use these techniques. In the present study, six teacher trainees were observed individually and trained sequentially to use a variety of teaching skills: praise for academic responses, praise for appropriate classroom behavior, correction procedures for incorrect academic responses, and token fines. These skills were examined under four conditions: (1) baseline sessions were taught by the trainees before any instructions on the use of the teaching skills. (2) Instruction sessions were taught by the trainees after they were given instructions describing the use of several teaching skills. (3) During each Imposed-Package session, the trainees received modelling, verbal feedback, graphic feedback, and grade and quiz contingencies on their use of a particular teaching skill. (4) During each Self-Selected Package session, a grade contingency was in effect with the trainees choosing the components (modelling, verbal feedback, graphic feedback, quiz contingency) they wanted included in their training package for a particular skill. The effects of instructions were quite varied. Large increases on three of the four skills occurred with one trainee; almost no changes occurred with another trainee; and changes with the remaining four trainees fell within these extremes. The Imposed and Self-Selected Packages reliably increased the use of teaching skills, including those skills for which instructions had not been effective. The Self-Selected Package was considered to be as effective as the Imposed Package, since the time required for training a teaching skill varied from two to nine sessions with both packages. Under the Self-Selected Package, the trainees chose from modelling, verbal feedback, and graphic feedback, but none chose the quiz contingency. Questionnaire data collected after training showed that all six trainees preferred the Self-Selected Package to the Imposed Package. The effectiveness of the Self-Selected Package, together with the trainees' preference for it, suggests that it may be desirable for teacher training programs to specify the teaching skills, arrange a contingency for performance, and allow trainees to choose which additional components are to be used in each training session.     

The training and transfer of real-world perceptual expertise

A hallmark of perceptual expertise is that experts classify objects at a more specific, subordinate level of abstraction than novices. To what extent does subordinate-level learning contribute to the transfer of perceptual expertise to novel exemplars and novel categories? In this study, participants learned to classify 10 varieties of wading birds and 10 varieties of owls at either the subordinate, species (e.g., "great blue crown heron,"eastern screech owl") or the family ("wading bird,"owl") level of abstraction. During training, the amount of visual exposure was equated such that participants received an equal number of learning trials for wading birds and owls. Pre- and posttraining performance was measured in a same/different discrimination task in which participants judged whether pairs of bird stimuli belonged to the same or different species. Participants trained in species-level discrimination demonstrated greater transfer to novel exemplars and novel species categories than participants trained in family-level discrimination. These findings suggest that perceptual categorization, not perceptual exposure per se, is important for the development and generalization of visual expertise.     

The educational impact of team‐skills training: Preparing students to work in groups

Background. Despite a vast literature on collaborative learning (CL), there is little research on preparing students to work collaboratively. Aims. This two‐phase evaluation investigated whether team‐skills training could enhance the performance of collaborative groups through the introduction of a team development programme to a group‐based undergraduate key‐skills unit. Sample. Phase 1 compared two consecutive cohorts of second‐year students, Cohort 1 (N = 94) who received no preparation, and Cohort 2 (N = 113) who received team‐skills training. Phase 2 added Cohort 3 (N = 88), who also received team‐skills training, to extend the analysis. Method. In Phase 1, students in both Cohorts 1 and 2 worked on a series of curriculum based key‐skill tasks across two semesters. Students worked in one group in Semester 1 and were then formed into new groups for Semester 2. Effects of the training were measured by student group marks and key‐skill ratings. Results. Marks and key‐skill ratings were significantly higher for the trained cohort in Semester 1 (p <.01). However, in Semester 2 performance reduced for the trained cohort in comparison to Semester 1. To explore this further, Phase 2 of the study evaluated Cohort 3, where after training, collaborative groups remained intact throughout the academic year. Results for Cohort 3 showed no attenuation of performance effects in Semester 2. Conclusions. Phase 1 results support the use of team‐skills training to enhance CL group performance. The findings for Phase 2 suggest that these benefits may be lost if training groups are disrupted.     

An evaluation of the effectiveness of Diploma-level training in cognitive behaviour therapy

Background

As part of the UK government’s initiative to Increase Access to Psychological Therapies (see http://www.iapt.nhs.uk/for full details of the IAPT programme) there has been an expansion in the provision of post-graduate Diploma training in cognitive behaviour therapy (CBT). Previous evaluations of such training programmes have yielded mixed results but have been limited by small sample sizes and/or limited assessment measures.

Aims

To evaluate the impact of a long-standing Diploma in CBT training programme on a variety of measures of CBT competence.

Method

Trainees’ levels of CBT skill are compared at the beginning and end of CBT training. The effect of therapist factors such as age, professional background and gender on the development of CBT competence is also examined.

Results

Results show that trainees demonstrate higher levels of CBT skills after completing the training than they did before, with the majority achieving pre-determined criteria for competence. Trainees’ gender was not related to their performance but trainees’ age showed a negative association with CBT skill (older trainees performed worse). Trainees’ professional background also had an impact on their level of CBT competence, with trainees who were clinical psychologists demonstrating the highest levels of competence across a range of measures.

Conclusions

CBT Diploma training leads to increases in the level of trainees’ CBT competence, with the majority achieving the levels demonstrated in research trials by the end of training. Thus, this training is likely to lead to improved outcomes for patients. Further research is needed to determine the most efficient ways of enhancing CBT skills.     

Extradimensional shift learning in pigeons: Positive and negative transfer produced by prior discrimination training

Four groups of pigeons were trained on a free operant successive discrimination between line-stimuli differing in orientation. The groups differed according to their previous treatment. Two groups had received true discrimination (TD) training with stimuli differing in colour and two groups had received pseudo-discrimination (PD) training. For one pair of groups the line-stimulus that was to become the positive stimulus in the transfer stage of the experiment was superimposed on both colours and in these the subjects given PD training learned the orientation discrimination more readily than those given TD training. In the other pair of groups TD animals learned more readily than PD. These results require us to modify current theories of attentional factors in transfer.     

Patterns of interference in sequence learning and prism adaptation inconsistent with the consolidation hypothesis

The studies reported here used an interference paradigm to determine whether a long-term consolidation process (i.e., one lasting from several hours to days) occurs in the learning of two implicit motor skills, learning of a movement sequence and learning of a visuo-motor mapping. Subjects learned one skill and were tested on that skill 48 h later. Between the learning session and test session, some subjects trained on a second skill. The amount of time between the learning of the two skills varied for different subjects. In both the learning of a movement sequence and the learning of a visuo-motor mapping, we found that remote memories were susceptible to interference, but the passage of time did not afford protection from interference. These results are inconsistent with the long-term consolidation of these motor skills. A possible difference between these tasks and those that do show long-term consolidation is that the present tasks are not dynamic motor skills.     

Integrating theory and practice in counsellor training

A training programme for counsellors, based on the principle that counselling is a behavioural skill, is described. The programme aimed to improve client-centred skills, though the methods used could also be applied to other approaches to counselling. The pre- and post-course measures of skill were based on (a) a 45-minute recorded interview with a client, and (b) recorded responses to simulated clients, using a language laboratory. During the programme the skills were practised, with feedback on progress, using a behaviour category language. This enabled trainees to become more sensitively aware of others, to become aware of the discrepancies between their intentions and their actions, and to monitor their own progress in learning the skills. Striking changes were observed between the pre- and post-course measures. The results are discussed in relation to counselling training.     

Cognitive Ability and Personality Predictors of Training Program Skill Acquisition and Job Performance

Two important issues in the training process concern (1) the relative impact of cognitive ability and personality traits on the ability to acquire skills, and (2) whether training skill acquisition predicts subsequent job performance. We used a sample of 9,793 trainees to address these questions and were able to compare those who succeeded on the job with those who did not succeed on the job. We found that some personality factors positively correlate with skill acquisition and that skill acquisition can predict the level of subsequent job performance.     

Mutual problem-solving skills training for premarital couples: A six-month follow-up

The purpose of the present study was to undertake a six-month follow-up of the communication and problem-solving skill level of those premarital couples trained in the Ridley, Avery, Harrell, Leslie, and Dent (in press) study. Fifty-nine percent of the original sample (14 experimental couples and 18 control couples) were given a behavioral assessment of communication and problem-solving ability six months after training. Results indicated that the experimental group, relative to the control group, had significantly higher pretest to follow-up scores on communication skills and the problem-solving steps. Discussions centered on the implications of skill maintenance over time and possible directions of future research.     

Effects of Practice Conditions and Supplemental Training Method on Cognitive Learning and Interpersonal Skill Generalization

Organizational expenditures for interpersonal-skills training have been rising. However, little is known about the translation of cognitive learning into skilled interpersonal-task performance, or about the mechanisms through which interpersonal skills in one domain generalize to other interpersonal tasks. This study used a 2 × 2 experimental design to examine the effectiveness of neutral versus stressful practice conditions and mastery-versus performance-oriented supplemental training for improving cognitive learning and interpersonal-skill transfer to a novel task. Participants who experienced stressful salary-negotiation practice conditions, followed by mastery-oriented supplemental training, showed greater skill transfer when performing a novel task (i.e., contract negotiations). Results showed that superior cognitive learning (i.e., recall, comprehension, and synthesis) and greater time on task were the mechanisms that supported interpersonal-skill transfer for trainees in the stressful practice/ mastery-oriented training condition when compared with the other experimental groups.     

STACKING THE DECK: TEACHING SOCIAL SKILLS TO RETARDED ADULTS WITH A MODIFIED TABLE GAME

This study developed and evaluated a social skills training program for institutionalized mildly or moderately retarded and dually diagnosed individuals. Social skills were conceptualized as requiring an action or reaction within six skill areas: compliments, social interactions, politeness, criticism, social confrontation, and questions/answers. The program taught social skills using a commercially available table game, Sorry, and a specially designed card deck. Each card represented one of the skill areas and was designed to train either an actor or reactor response. The program featured response specific feedback, self-monitoring, individualized reinforcers, and individualized performance criterion levels. A multiple baseline across two groups (N = 3 per group) revealed that the game contingencies increased social skills in all targeted areas. After training, the subjects displayed their newly learned skills at or above their trained levels in two different settings with novel persons present. Although untargeted, the complexity of the subjects' responses increased across conditions, since there was a steady increase in the number of words they used per response. The program appears to be a viable means of training social skills since it uses standardized training procedures, requires only one facilitator, and is in itself a social situation that may encourage interactions with peers, cooperation, competition, and politeness.