Antecedent-behavior-consequence analysis—

The above applied behavior analysis concepts are integrated and put to use in a tool called ABC analysis (ABC stands for antecedent-behavior-consequence), which helps reveal the causes of a behavior and influence its acquisition. Leaders use this tool to acquire best practice skills. ABC analysis has three steps ... 

Although the chart displays the ABC columns chronologically— antecedents, behavior, consequences— you fill in column B first. You describe the undesired version of the behavior and then fill in columns A and C. Do this analysis from your own perspective the antecedents and consequences should be what really trigger and reinforce your enacting the imdesired version of the behavior. 

ABC Analysis A root cause analysis tool for understanding why a person uses a specific behavior. ABC stands for Antecedent, Behavior, and Consequence. 

Fernandez-Muniz, B., Montes-Peon, J.M. Vazquez-Ordas, C.J. 2012. Safety climate in OHSAS 18001-certified organisations Antecedents and consequences of safety behavior. Accident Analysis and Prevention 45 745-758. 

Vision and credibility form the foundation upon which the other leadership virtues are built. Both are primarily antecedent in behavior analysis terms they trigger others to act. Action orientation, collaboration, and communication are also largely antecedent. The last two practices entail providing consequences. These practices follow the behaviors that are required for building a strong culture and reinforce them. (We will have more to say about behavior analysis and the importance of antecedents and consequences in the next chapter.)... 

Analyze the undesired behavior. Identify the target behavior you wish to understand or influence, and state it in the negative—the undesirable or problematic form of the behavior. For instance, if the behavior in question is action orientation, the undesired form would be a failure to act proactively. List the antecedents and consequences for the behavior, and list the potency of each consequence. This analysis gives you insight into why the problematic form of the behavior occurs and provides the data you need to develop a change strategy. 

Write down the desired version of the behavior. Then identify its antecedents and consequences. Your analysis might resemble Table 6-2. Again, this leader started with column B and then filled in the remaining columns. 

Meyer, J. P., Stanley, D. J., Herscovitch, L., and Topolnytsky, L. (2002), "Affective, continuance, and normative commitment to the organization A meta-analysis of antecedents, correlates, and consequences," Journal of Vocational Behavior, 61 (1), 20-52. 

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