Staff Behavior in RNR Model

Staff Behavior in the RNR Model

Staff behavior significantly impacts the influence and success of the RNR model. There are eight key components to consider:

Effective staff are warm, friendly, and convey respect for the client as a person (but not their actions).
They are rewarding to be around, flexible, and empathic.
They use humor appropriately.
These qualities facilitate the formation of a bond between staff and clients.
This bond acts as a vessel for communicating influence.
- Analogy: Similar to the parent-child relationship where a bond enhances parental influence, here respect and nurturing enables staff to deliver initially alien ideas.

Leverage the bond to teach clients what they need to learn.
Time in intervention is structured and used for the right things.
Focus on criminogenic needs in a structured way.
The therapist or facilitator maintains control over the session.
- Example: In a group setting with high-risk violent teens, the facilitator needs to exert control to ensure the session remains productive.

Rewards (reinforcers) are more effective at changing behavior than punishment.
Punishment is difficult to administer effectively and can create a negative environment.
Shaping behavior through reinforcement is important.
Reinforcement can be as simple as praise or approval.
- Example: Praising a group member when they offer a positive feedback.
A reinforcer increases desired behavior.
Distinction between negative reinforcement and punishment:
- Negative reinforcement involves the removal of something to increase behavior.
  - Example: Removing a restriction to shape behavior.

Staff should demonstrate the behavior they want to see in the group or treatment setting.
This includes respectful communication and interaction.
- Example: In family harm groups, having male and female facilitators can model respectful behavior between men and women.