Reward the Right Behavior (FBI Model)

About the Event

"The way positive reinforcement is carried out is more important than the amount."— B.F. Skinner

You already know what gets measured grows. But measuring is only half the equation — because a metric on a dashboard doesn't change behavior on its own. What changes behavior is what happens after someone does the right thing.

Most leaders are wired to notice what's going wrong. A missed deadline gets a conversation. A safety catch gets a nod, if that. And over time, your team learns — not from what you say matters, but from what you actually respond to.

Here's the problem: vague praise doesn't work either. "Good job" doesn't tell someone what to do again. If you want a behavior repeated, the feedback has to be specific enough that they can actually replicate it.

That's where the FBI Model comes in — a simple framework for making feedback specific, objective, and behavior-based, whether you're reinforcing something great or redirecting something off track.

That's what we're digging into in October's Problem Solver's Dojo: Reward the Right Behavior (FBI Model).

What We'll Explore:

• Why "good job" doesn't actually reinforce anything

• The FBI Model — Feelings, Behavior, Impact — and how to use it in real time

• The difference between rewarding effort and rewarding the right effort

• How to catch people doing it right, not just catch them doing it wrong

• What to do when the behavior you want isn't happening yet

• How this connects to the accountability and expectations work we've been building all year

👉 Come ready with a real example — something someone on your team did well recently that you never quite told them about. We'll turn it into practice.