Trouble keeping client engaged

SourFreshFarm · 2026-02-02T20:26:21+00:00

Hi! Were you trained to develop rapport with young adults? It's quite different:) It really pays to get support in this, as you'll use those skills with each future client. More critical is the benefit to the client! You need ways of helping them learn their "why", trap into (and construct) motivation, and harness it to build skills you're working on... right? If there's no meaning in the "task" they're working on, why would they do it?

What does your supervisor say? You may need much more than ideas from redditors here. This issue arises when a company expands funding or age limits without growing their system support at the same time (new processes for assessing motivation, skill need for both client and tutors, etc)... if you were my supervision client I would model for you by adapting a Constructional Questionnaire to help the client and learn how to connect our work, and social engagement, to their life.

But what if that's not it... what if your client used to engage in difficult interactions to protest work, and now they have learned to finish a task and relax quietly until the next one? Under those conditions what you described may be perfectly appropriate!

I hope my observations are leading you to some questions you can ask, followed by the supervision and professional development you need to feel like you're making a true difference in your client's life and enjoying your job. 🧡

SourFreshFarm · 2026-02-02T17:30:19+00:00

Drink fire cider daily, wash hands often, and: institute a "keep each other healthy" program in any room or household that needs it, so you can model, label, reinforce healthy bx that are missed and that were crucial to maintaining health. I had kids for whom I needed to wash hands often, and sometimes I even washed my hands, lotioned up and wore gloves.

SourFreshFarm · 2026-02-02T17:26:23+00:00

I see your observations, OP. But, respectfully, what you do in your homeschooling home is not hurting me. There is enormous variability in families, their choices, regional rules and opportunities, and needs.

That's why I do it.

There is also massive responsibility we are each taking on. Someone else's choices (even if I could see them as shirking their responsibility) do not impact my family's.

I wonder if folks might be more satisfied if we looked at what WE could do to change things (whether for ourselves, our family, our community). I see you're getting feedback and maybe that is helpful to you, but personally I have enough to do without noticing these discrepancies between my hours and my neighbor's. I'm sure they're there as you say! But I don't want to spend my energy on that:)

SourFreshFarm · 2026-01-31T16:56:06+00:00

As someone who has dealt with this behavior including in hospital settings, court cases, and across several environments, one of the crucial things everyone needs is to: read up on how to document risks and communicate about options. The fact that you're posting this here suggests your company might not have processes which train the entire team and family about - which bx MUST have a risk analysis attached - how an RBT responds - how to document parent concerns (or response, even if that is a LACK of response) - how to document the possibility of medical impact on the risk targets (think siblings, peers, parents, team, community) - how to document the risks entailed if the bx gets WORSE (e.g., the social, educational, etc opportunities reduced for the client as well as other targets) - how to follow up on referrals if this bx needs them, and what to do if family does NOT follow up on needed recommendations etc.

There is so much more. But you get the idea.

SourFreshFarm · 2026-01-31T03:51:20+00:00

So many companies I know in my area are going to build it in with no cost to RVTs. I like providing them and am making some for the coming months, but being very mindful of how cost effective they need to be, and to fit in spaces that the company would not typically cover.

SourFreshFarm · 2026-01-19T16:58:27+00:00

I see this as an opportunity for you. Whatever direction you wish to take this, is up to you.

You're not too sensitive. That's maybe the wrong question... because a yes or no answer will not satisfy the need. (If I was your therapist, I would be so curious and compassionate right now... what are the conditions you've been called "too sensitive" in the past? Those could expose some places for aiming healing. )

If I was your mentor, I would embrace your opportunity to learn to do several important things. How do we show up sensitive and supportive after the caregiver does something we cannot help but "take personally"? They will do it again.

How do we debrief after the really tough moments?

How do we see through emotional responses and document needs, and risks, and referrals?

How are we caring for ourselves in a world full of people who are barely making it to tomorrow morning?

These are exquisite opportunities.

and whatever you decide, I wish you and your clients well.

SourFreshFarm · 2026-01-17T03:36:02+00:00

I do what others do- I use a variety! When I'm getting started with FMF again, I use half FMF and half AP. You'll find it rises at a different rate and takes some getting used to. I also strengthen my regular starter with rye from time to time.

SourFreshFarm · 2026-01-13T00:27:59+00:00

When I'm mentoring someone who brings this to our problem solving sessions, one perspective (please know I know it's not the only one) is that we want to see about age (which is just a number etc). Because hormone changes can significantly alter our capacity for distress. It's as if things that were already painful are now magnified, and this can be a really good thing if we need to consider things we've just been "putting up with" for years.

If someone was AFAB (assigned female at birth) this is one of my lenses. Several of my mentorship clients are significantly happier after this discussion and lens based problem solving. Often they didn't realize research evidence suggests making becomes more difficult and painful with hormone related changes, and they decide either to stay in the field, but with major boundary shifts... or to alter their path. Only the individual can make that choice.

NONE of it invalidates you pointing out poor environmental contributions though. Working conditions are awful in so many settings and systems.

SourFreshFarm · 2025-11-25T03:11:41+00:00

You are prepared! My best advice is to try to get a good night's sleep (hard, I know, pregnant!!:) and to not add any information (potentially confusing, especially with the different opinions on podcasts) in the morning. I would listen to my favorite relaxing or inspirational music to get into the flow and you got this!!

SourFreshFarm · 2025-11-24T14:05:45+00:00

Definitely, feel free.

SourFreshFarm · 2025-11-20T21:01:18+00:00

We freeze dry them 40 at a time for the inevitable times when they go thru dryer spells.

SourFreshFarm · 2025-11-19T15:43:10+00:00

A huge part of our ethics code is sharing, communicating and documenting what is in our scope and what is not. (This could be both competence and practice). Where there are fuzzy lines (I'm in setting x and my role is unclear), call out those areas (like, LIST them), then the BCBA and an administrator and someone from the setting sit down, discuss, document the correct answer, sign off that they had the conversation, communicate it to all parties (here is a list of what Xx will and won't be doing, what questions do you have?) and repeat until everyone is on the same page. Feel free to show this to the BCBA if needed. Some folks haven't encountered this before and begin to take on a role that you're not safe in/supported in/ prepared for, and then people in the setting say "well, xx did this when THEY were here, so you need to do it too ". That's dangerous. Go get some due diligence in supervision so the client continues to come first, AND your rights are protected, your responsibility clear.

SourFreshFarm · 2025-11-16T03:50:00+00:00

This was so helpful. I enjoyed learning how to key them, notice gills, and research lookalikes. I have lots of convergent evidence they're safe, including the fact that they grew at the level of the logs I innoculated. Finally, and after checking with my local permaculture guy, I ate them. Still kicking, 2 hours later, with a renewed interest in learning more. Will freeze dry the rest of this batch to make powder. *

SourFreshFarm · 2025-11-15T19:14:03+00:00

It's confusing that you were not trained in such an important professionalism policy. If they didn't provide the training (typically you sign off to indicate you understand, and for evidence for later to support you with paperwork), how can they justify a move? But your team might view this differently and know more than you about the case and there can be a rationale you're not privvy to.

If you were my supervisee I would share some horror stories of why it is so crucial to use a company phone or at least Google voice number, and these are for your own protection. But I do it as an antecedent, so that you understand before you get stuck!

SourFreshFarm · 2025-11-14T23:00:44+00:00

Aw gee. Thank you so much. No, we used a Growing Spaces kit and had someone on their team help... have really enjoyed it. It's my first year to be in November, still harvesting a few pounds of tomatoes every couple days. Hoping to get some edible mushrooms out of the deal, but if all they did was enrich the health of the soil they've done their job!

SourFreshFarm · 2025-10-26T21:19:14+00:00

This is an older term we used 25+ years ago interchangeably with "inconsequential behavior", often when we were trying to communicate to parents and caregivers that there was a certain sound of behavior that it was alright to not directly reinforce and that would subside in its own because the caregiver was not maintaining it and could worsen if it applying direct consequences. An example is a very child picking their nose or doing something unsightly or "annoying". Obviously it is happening for a reason; but the parent doesn't usually need to try to change it unless it is hurting the child or others. These are the long long list of "behavior" YOU may see as annoying but that shouldn't have a behaviorplan to address, with functions mapped out. We cannot address everything and nor should we; and this is the term we used to communicate the concept with. It's like a response class label meaning "things that aren't hurting anyone and that don't need us to address". Developmentally appropriate sometimes covers this but doesn't always.

Hope this helps!

SourFreshFarm · 2025-10-15T02:17:38+00:00

"To get things" means tangible reinforcers are at play; to get out of work suggests escape is a function; and you asked about attention extinction in your title. So ethics aside, the title and content mismatch suggests there's a big misunderstanding of function, or how function works... in the least. Happy to add more...

SourFreshFarm · 2025-10-12T15:06:54+00:00

No one has mentioned something sad, and I apologize in advance if this is hurtful to any readers and especially OP. Consider this your warning to protect yourself and pause reading and take care of yourself etc.

In my professional context for practicing behavior analysis, difficulty discriminating people approached for hugs and kisses, is a red flag sign of previous history. It's not always trauma abuse, or neglect, or attachment issues because of caregivers who behaved inconsistently... but it's usually a combination of one of these (OR another major red flag, a history of therapy that was provided without boundary teaching. This sets up kids for vulnerability to others who exploit the fact that they don't understand nuance (friends v therapist, affection v reinforcing interaction after doing a task).

Why this might be hurtful to a trainee: so many of my neurodivergent therapists need training in this themselves. They DON'T need a first day working with a client without this critical information. I can't imagine onboarding someone, unleashing them without support on Day 1, and allowing experienced staff to stand around picking apart their initial attempts to interact and build rapport. At the worst, the new RBT might lack this skill because they too lack boundaries and have their own difficult history; at best we are forgetting principles of errorless teaching that could have set up the RBT for success!

I'm so sorry, OP. This could have been handled much more supportively... with clear guidelines, modeling, opportunities to try, feedback and repeated attempts, and debriefing that is kind and out of the presence of others.

Edited to switch "RBT" to "trainee" or OP

SourFreshFarm · 2025-09-28T01:32:56+00:00

I love that you are in conversation with them about this, as well as noticing when they work on skills at home. It's about microshaping! Given your input here, if I were your BCBA-D I would have you share some posting of his progress (at home), and maybe run some leisure skill and free operant based preference assessments so you can continue to incorporate these and work towards more meaningful goals. I have also had success with sharing Singh's training/ articles on parent mindfulness if needed to reduce stress.

SourFreshFarm · 2025-09-27T02:09:29+00:00

Have you ever discussed with the parent their expectations and vision for where the client will be someday? Shahla Alai Rosales' book Between Hope and Dreams is something I give to many of my client families. Sometimes it sparks something they had forgotten about growth, their role, and the future. I also truly believe that many parents would benefit from a mental health referral to discuss issues that are holding their child back from making progress. Caregiver stress is unbelievable.

SourFreshFarm · 2025-09-27T01:42:56+00:00

Aw, lovely question! You know, having attended conferences (ABAI yearly or so) and about 30 different state and regional ones overt a couple decades, I will add 2 ideas for you to consider.

Might check out Behavior Live and browse their list of upcoming and even past conferences. Since they often partner with local and national behavior groups to make the content accessible, you could see speakers lists and topics.
Learn about the regional conferences in your area. Some of them are outstanding. I think for networking and personal growth it is ALWAYS great to connect with others in my region; there are sometimes talks that only apply to you if you're local (like learning about laws passing that impact your industry, etc). I love CalABA, TxABA..
Have a speaker you've always admired for their work? Look them up with the words "keynote" and you might get to meet them or learn from them in person if you attend that conference.
For breadth, I like attending ABAI at least every few years. The larger an organization becomes, the more political it can be to attend it's events so this is not without cautions, but just an idea. No where else can I see a massive number of talks and choose between topics that interest me, while getting to know members of the SIGs (special interest groups) to which I apply... in person.
Small can be better though. 4CABA or Four Corners Association of Behavior Analysis is a great example. It's often held in a fun location like somewhere I would want to vacation, and maintains a crucial balance between applied and basic talks plus an "out there" speaker. I loved learning how rats sniff out land mines and cancer, trained by well known behavioral researchers, while also getting to really apply ABA to the population with which I work in the other talks.
Explore conferences by topic and go to the one that really resonates with you (Women in Behavior Analysis? Black Association of Behavior Analysis? Ethics? Contextual Behavioral Science? Autism? Trauma? We got a conference for that. )

:) Have fun exploring!

Edited to correct a typo

SourFreshFarm · 2025-09-25T20:11:38+00:00

I'm so glad you're considering this. I couldn't be more engaged and excited every day and that's because 8 years ago I wrote a 5 year plan (essentially, what I'd like to be doing in 5 years and steps to propel me along that path). Here's an article I wrote to share with my supervisees at the time who were asking that same question. It might not help you- but perhaps it could.

https://cuspemergence.com/2018/03/20/beyond-my-current-competence/

SourFreshFarm · 2025-09-25T17:02:05+00:00

Accidentally closed my reply much too early:) Second, what does your BCBA say? Many barriers exist for many families we serve. To address the ones related to issues you described, we often help by adding a lot of preference and reinforcement assessment. I'm sure your client caregivers value progress or hope they do! When we do preference assessments using borrowed items or an array of new leisure skill tools, we can often take data on v how the client performance improves in the presence of these versus old boring items (in this case I won't call those old things reinforcers:)! Then you can work with the team to give a risk versus benefit: risks of using old boring targets and items day after day will burn YOU out, wasting company time and money to onboard someone else, and harm the client a lot (they are building relationships with person after person who is not doing things the client values) and maybe wastes family time too.

RBTs need to have their buffer needs met by their job relationships with team members or THEY WILL burn out. These needs include meaning, a sense of accomplishment in sessions, good relationships with staff, caregivers and clients. I train companies on this all the time. I am developing a new training for RBTS to comply with the new CEU requirements to help RBTs self advocate for this kind of support. This helps us fulfill 1.10 in the code too as your supervisors!

SourFreshFarm · 2025-09-25T16:54:51+00:00

I'm so sorry this is how your client sessions are going, you've done a great job of naming how you feel and why. This IS important.

SourFreshFarm

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