How to Create a Behavior Contract: Complete Step-by-Step Guide

Let's face it, we've all been there. Whether you're a parent dealing with a kiddo who seems to have a direct line to chaos, a teacher managing a classroom of spirited learners, or even trying to wrangle your own less-than-stellar habits, behavior change can be tough. That's where behavior contracts come in – a structured, collaborative tool to help everyone get on the same page.

Think of a behavior contract as a roadmap. It clearly lays out expectations, consequences, and rewards, making the journey towards positive behavior a whole lot clearer. So, grab your metaphorical map and let's get started!

Step 1: Identify the Target Behavior(s)

To effectively navigate the path of behavioral change, it's essential to first establish a clear destination. This initial step, identifying the target behavior or behaviors, forms the foundational element of any successful behavior contract. It requires moving beyond vague, subjective labels and delving into the specific actions that need to be modified. Vague terms like 'bad behavior,' 'disrespectful,' or 'lazy' are inherently subjective, leading to varied interpretations and hindering clear direction for change. These terms create ambiguity and frustration, much like attempting to navigate with a map that simply indicates 'somewhere in the mountains'—precise coordinates are necessary. Therefore, pinpointing specific actions is crucial.

Instead of general terms, focus on observable and measurable actions. Ask yourself:

• "What exactly does this behavior look like?"

• "When does this behavior occur?"

• "How often does this behavior occur?"

For example, instead of "disruptive outbursts in class," try:

• "Raising voice above a conversational level during teacher instruction."

• "Leaving assigned seat without permission during independent work."

• "Making distracting noises (e.g., tapping, humming) during silent reading."

Instead of "refusal to complete chores at home," try:

• "Leaving dirty dishes in the sink after meals."

• "Not putting away laundry within one hour of being asked."

• "Ignoring requests to take out the trash."

Instead of "excessive screen time," try:

• "Spending more than two hours per day on social media outside of schoolwork."

• "Playing video games past 9 PM on school nights."

• "Using electronic devices during family meal times."

The Importance of Clarity: Research-Backed Insight:

The importance of clarity is supported by research in applied behavior analysis. As Alberto and Troutman (2009) emphasize in "Applied Behavior Analysis for Teachers," clearly defined target behaviors are essential for accurate observation, consistent measurement, and effective intervention. When everyone involved understands the precise behaviors being targeted, it minimizes misinterpretations and maximizes the chances of success.

Why This Matters:

• Accurate Observation: Specific definitions allow for accurate tracking and documentation of the behavior.

• Consistent Measurement: Measurable behaviors enable you to track progress and determine the effectiveness of the intervention.

• Effective Intervention: Clear definitions guide the selection of appropriate strategies and techniques.

• Improved Communication: Specificity fosters clear communication between all parties involved, reducing misunderstandings and promoting collaboration.

By taking the time to carefully identify and define the target behavior(s), you lay a solid foundation for a successful behavior contract. It's the first step towards creating a clear roadmap for positive change.

Step 2: Define the Behavior in Measurable Terms

We've identified the target behaviors, but now we need to translate them into language that leaves no room for ambiguity. This is where the crucial shift from subjective interpretations to objective, measurable descriptions takes place. Think of it as moving from a blurry photograph to a high-definition image.

Subjectivity poses a significant challenge when defining target behaviors. Words like 'respectful,' 'responsible,' or 'organized' are inherently subjective, meaning their interpretation varies from person to person. What one individual considers respectful, another might perceive as rude, leading to confusion and hindering progress tracking. This is akin to measuring the length of a string with a rubber ruler, resulting in inconsistent and unreliable measurements. In contrast, measurable descriptions offer a solution by focusing on observable actions that can be counted, timed, or otherwise quantified. This approach eliminates ambiguity and provides a clear, objective picture of the target behavior. To create these measurable descriptions, it's essential to focus on observable actions, describing what the person does or doesn't do while avoiding assumptions about their internal thoughts or feelings. Employ specific language, replacing vague terms with concrete examples, and whenever possible, quantify the behavior by using numbers, timeframes, or frequencies.

Examples and Elaboration:

• Instead of "being disrespectful," try:

  • "Using a calm and even tone of voice when speaking to adults."

  • "Avoiding the use of profanity or name-calling."

  • "Making direct eye contact when someone is speaking."

  • "Not interrupting when another person is speaking."

  • "Responding to adult requests within 5 minutes."

• Instead of "not doing chores," try:

  • "Emptying the dishwasher before dinner is served."

  • "Sweeping the kitchen floor after dinner."

  • "Folding and putting away laundry within one hour of it being delivered to the bedroom."

  • "Taking the trash to the curb on Tuesday evenings."

• Instead of "not completing homework" try:

  • "Completing all assigned math problems before 8 pm."

  • "Reading assigned chapters and answering the related questions before class."

  • "Turning in completed assignments on the required due date."

The level of detail provided by measurable descriptions is critical for several reasons. First, it fosters clarity and consistency, ensuring everyone involved shares a unified understanding of the target behavior. Second, quantifiable data enables accurate tracking and objective evaluation of progress, allowing for effective assessment of the contract's success. Third, clear descriptions promote improved communication, facilitating open and productive dialogue about the behavior. Finally, by eliminating ambiguity, measurable descriptions reduce the potential for misunderstandings and disagreements, minimizing conflict. Ultimately, embracing objective, observable, and measurable descriptions lays a solid foundation for a behavior contract that is clear, effective, and conducive to positive change.

Step 3: Set Realistic Goals

Rome wasn't built in a day, and neither are lasting behavior changes. This adage rings especially true when it comes to modifying behavior. The temptation to demand immediate perfection can be strong, but it's a recipe for frustration and failure. Instead, embrace the power of gradual progress.

When establishing behavioral goals, it's crucial to 'start small and aim high, eventually.' Begin with easily achievable objectives, initially focusing on one or two key behaviors. For instance, if a child struggles with chores, avoid demanding an immediate, spotless home; instead, start with a single manageable task, such as making their bed or putting away toys, and gradually introduce more complex tasks as they consistently succeed. It's also vital to consider individual abilities and limitations, recognizing that each person is unique. Factoring in developmental stages and existing limitations prevents setting unattainable goals that lead to discouragement. For children with attention difficulties, breaking down tasks into smaller, manageable steps is beneficial. Similarly, adults struggling with procrastination should be encouraged to focus on small, time-bound tasks. The power of incremental progress cannot be overstated. Rather than expecting an overnight transformation, prioritize gradual improvements by aiming for a gradual increase in desired behaviors or a gradual decrease in unwanted behaviors. For example, to reduce screen time, begin by reducing it by 15 minutes each day rather than imposing a drastic cut. Albert Bandura's (1977) research on self-efficacy underscores the importance of achievable goals. Self-efficacy, the belief in one's ability to succeed, is boosted by even small successes, motivating individuals to tackle more challenging goals. Achievable goals create a positive feedback loop where success breeds confidence, building momentum and making it easier to sustain motivation. Starting small also prevents overwhelm, which can lead to avoidance and procrastination. Ultimately, setting realistic goals and embracing gradual progress creates a foundation for lasting behavior change, fostering a sense of accomplishment, building self-efficacy, and paving the way for long-term success.

Step 4: Determine the Rewards and Consequences

This is where the rubber meets the road. We've defined the behaviors and set the goals, but now we need to address the crucial 'why.' Why should the individual stick to this contract? And equally important, what happens if they don't? This section is about creating a system of motivation and accountability.

Rewards: The Carrot, Not Just the Stick

Rewards should be more than just trinkets; they should be meaningful motivators. Think about the individual's interests and preferences. For younger children, a sticker chart leading to a special toy might be effective. For teenagers, it could be extra time with friends, a later curfew, or even a gift card to their favorite store. For adults, perhaps it's a dedicated 'me' time, a weekend getaway, or progress towards a personal goal.

• Age-Appropriateness: Tailor rewards to the individual's developmental stage. A teenager won't be as motivated by a sticker as a younger child.

• Variety: Rotate rewards to prevent them from losing their appeal.

• Immediate vs. Delayed: Consider both immediate rewards (like daily stars) and delayed rewards (like a larger prize after several successful weeks).

• Intrinsic vs. Extrinsic: While extrinsic rewards (like gifts) are useful, try to incorporate intrinsic rewards, such as increased feelings of accomplishment or improved relationships.

Consequences: The Gentle Guide, Not the Hammer

Consequences should be logical and related to the behavior. The goal isn't to punish, but to provide clear feedback and encourage better choices.

• Logical Consequences: If the behavior involves neglecting chores, the consequence might be additional chores. If it's excessive screen time, the consequence might be a reduction in screen time.

• Proportionality: The consequence should match the severity of the behavior. A minor infraction shouldn't result in a major punishment.

• Consistency: Enforce consequences consistently to maintain credibility and reinforce the connection between behavior and outcome.

• Opportunity for Redress: Whenever possible, offer opportunities to make amends or correct the behavior.

• Focus on Learning: Frame consequences as learning experiences, not personal attacks.

Remember, the balance between rewards and consequences is crucial. Positive reinforcement, emphasizing what the individual is doing right, is generally more effective than focusing solely on what they're doing wrong. However, consequences provide essential structure and accountability, ensuring that the contract is taken seriously. By carefully crafting rewards and consequences, you can create a powerful system that motivates positive change and fosters a sense of responsibility.

Step 5: Write the Contract

Now, put it all in writing! The contract should include:

• The target behavior(s)

• The measurable goals

• The rewards and consequences

• A space for signatures from all parties involved.

• The time frame the contract will be in effect.

Keep it simple and easy to understand. Visual aids, like checklists or charts, can be helpful for younger individuals.

Step 6: Review and Revise

Behavior contracts are dynamic, not static. Regular reviews are essential to keep them effective. Ask yourself: Are the goals still challenging but achievable? Are the rewards still motivating? Are the consequences working? Flexibility is key. Be ready to adjust the contract as needed, celebrating successes and adapting to evolving needs. Think of it as fine-tuning a musical instrument; consistent adjustments keep the melody of positive behavior playing smoothly.

Step 7: Consistent Implementation

Behavior contracts should be viewed as living documents, not static decrees. Much like a garden requires consistent tending, a behavior contract necessitates regular review and adjustments to ensure its continued effectiveness. It's crucial to avoid the common pitfall of 'setting it and forgetting it,' as this regular review process is essential for maintaining the contract's relevance and efficacy. To facilitate this, schedule regular check-in sessions, ideally weekly or bi-weekly, depending on the individual's needs and the contract's complexity. These sessions should be collaborative, involving all parties concerned, and conducted in a safe space that encourages open communication and honest feedback.

Key Questions to Ask:

• Goal Evaluation:

  • "Are the goals still appropriately challenging?" If they're too easy, progress will plateau. If they're too difficult, frustration and discouragement can set in.

  • "Has there been measurable progress towards the goals?" Track data, use checklists, or maintain a journal to document progress.

  • "Do we need to adjust the goal's difficulty or the timeframe?"

• Reward Assessment:

  • "Are the rewards still motivating?" Preferences change, especially with age.

  • "Are the rewards being delivered consistently?"

  • "Are there new rewards that might be more effective?"

• Consequence Effectiveness:

  • "Are the consequences having the desired impact?"

  • "Are the consequences being applied consistently and fairly?"

  • "Are there any unintended negative consequences?"

  • "Is there a need to adjust the severity or type of consequences?"

• Overall Contract Function:

  • "Is the contract clear and easy to understand?"

  • "Are there any aspects of the contract that are causing confusion or frustration?"

  • "Is the contract fostering a positive and supportive environment?"

The Importance of Flexibility:

Life's inherent unpredictability dictates that circumstances will change, and individuals will naturally grow and evolve. Therefore, it is essential to be prepared to modify the behavior contract based on the individual's evolving needs and progress. This involves adapting to changing needs, as new challenges may emerge with the individual's progression, necessitating adjustments to the target behaviors or goals. Furthermore, it's crucial to embrace setbacks, recognizing them as a normal part of the process, rather than abandoning the contract at the first sign of trouble; instead, use these setbacks as opportunities for learning and adjustment. Equally important is the celebration of successes, acknowledging and celebrating progress, no matter how small, as this reinforces positive behavior and motivates continued effort. By actively engaging in the review and revision of the behavior contract, you ensure it remains a powerful tool for promoting positive change and fostering long-term success.

Citations

• Alberto, P. A., & Troutman, A. C. (2009). Applied behavior analysis for teachers. Pearson Merrill Prentice Hall.

• Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological review, 84(2), 1 191.