Characteristics of CBT PDF

# Characteristics of CBT ## Learning Objectives After reading this information sheet you should be able to enumerate and explain the characteristics of CBT. ## Characteristics of CBT CBT has distinct characteristics as a delivery approach. These characteristics make it very appropriate in traini...

# Characteristics of CBT ## Learning Objectives After reading this information sheet you should be able to enumerate and explain the characteristics of CBT. ## Characteristics of CBT CBT has distinct characteristics as a delivery approach. These characteristics make it very appropriate in training skills. Information in this information sheet will serve as a guide for you when facilitating a learning session According to Foyster (1990), Delker (1990), and Norton (1987) there are a number of characteristics of competency-based programs. Key characteristics are summarized as follows: 1. **Competencies are carefully selected.** 2. **Supporting theory is integrated with skill practice. Essential knowledge is learned to support the performance of skills.** 3. **Detailed training materials are keyed to the competencies to be achieved and are designed to support the acquisition of knowledge and skills.** 4. **Methods of instruction involve mastery learning, the premise that all participants can master the required knowledge or skill, provided sufficient time and appropriate training methods are used.** 5. **Participants’ knowledge and skills are assessed as they enter the program and those with satisfactory knowledge and skills may bypass training or competencies already attained.** 6. **Learning should be self-paced.** 7. **Flexible training approaches including large group methods, small group activities, and individual study are essential components.** 8. **A variety of support materials including print, audiovisual, and simulations (models) keyed to the skills being mastered are used.** 9. **Satisfactory completion of training is based on achievement of all specified competencies.** ## Implications for Using CBT In a 1990 study of three operating competency-based programs, Anthony Watson identified a number of implications for organizations considering implementing a CBT system: 1. **Organizations must be committed to providing adequate resources and training materials.** 2. **Audiovisual materials need to be directly related to the written materials.** 3. **Training activities need to match the objectives.** 4. **Continuous participant interaction and feedback must take place**. 5. **Trainers must be trained to conduct competency-based training courses.** 6. **Individuals attending training must be prepared for CBT as this approach is likely to be very different from their past educational and training experiences.** ## Advantages and Limitations of CBT One of the primary advantages of CBT is that the focus is on the success of each participant. Watson (1990) states that the competency-based approach “appears especially useful in training situations where trainees have to attain a small number of specific and job-related competencies” (page 18). Benefits of CBT identified by Norton (1987) include: 1. **Participants will achieve competencies required in the performance of their jobs.** 2. **Participants build confidence as they succeed in mastering specific competencies.** 3. **Participants receive a certificate of achievement for every competency they have achieved.** 4. **Training time is used more efficiently and effectively as the trainer is a facilitator of learning as opposed to a provider of information.** 5. **More training time is devoted to working with participants individually or in small groups as opposed to presenting lectures.** 6. **More training time is devoted to evaluating each participant’s ability to perform essential job skills.** While there are a number of advantages of competency-based training, there also are some potential limitations. Prior to implementing CBT, it is important to consider these limitations: 1. **Unless initial training and follow up assistance is provided for the trainers, there is a tendency to “teach as we were taught” and CBT trainers quickly slip back into the role of the traditional teacher.** 2. **A CBT course is only as effective as the process used to identify the competencies. When little or no attention is given to identification of the essential job skills, then the resulting training course is likely to be ineffective.** 3. **A course may be classified as competency-based, but unless specific CBT materials and training approaches (e.g., learning guides, checklists and coaching) are designed to be used as part of a CBT approach, it is unlikely that the resulting course will be truly competency-based.** ## Thank You! See you next time