IDD Leader

Most conversations about AI in human services stop at "it's coming." This one is about what's already here.G.N. Janes, CEO of Valley Community Services, has spent a decade building a data-driven retention system for frontline supervisors and DSPs. We go deep on what happens when artificial intelligence enters that system — how agentic AI works, what it actually looks like when a model flags a struggling supervisor, and critically, what a human does next.G.N. also gets honest about what he'd do differently: starting with data governance, eliminating data silos, and making sure the right people have access to the right information before you build anything else. And he closes with something worth writing down — the difference between managing by vibes and managing by data, and why the IDD sector can't afford to keep doing the former.Whether you're AI-curious or AI-skeptical, this episode will change how you think about what's possible at the frontline supervisor level.🔗 Learn more about Valley Community Services: valleycommunityservices.orgTIMESTAMPS00:00 – When the machine says you're going to struggle01:17 – What Part 2 is about (and why you can start here)02:45 – How AI is plugging into the existing dashboard04:33 – Agentic AI vs. ChatGPT: what's the difference?08:35 – What actually happens when the AI flags a supervisor11:22 – Could other IDD orgs access this system someday?12:47 – Why the IDD sector is still collaborative (and what could end that)15:02 – The honest first conversation: start with data governance17:13 – The data siloing problem nobody talks about19:37 – Billboard question: "But did it help a DSP?"22:18 – What G.N. would tell his younger selfSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Most organizations find out a frontline supervisor is struggling the same way they find out an employee is leaving — too late.G.N. Janes, CEO of Valley Community Services, spent the last decade trying to change that. What started as a wild guess about where the real problem lived — the frontline supervisor level — became a full data infrastructure with weighted dashboards, engagement surveys, and predictive analytics built to catch problems before they become crises.In Part 1 of this conversation, G.N. breaks down exactly how the system works: what they track, why scheduling and onboarding turned out to be the two biggest hidden drivers of turnover, and what any organization can do tomorrow with just a spreadsheet and tenure data.If your organization is still managing turnover reactively, this episode is your playbook for what comes next.🔗 Learn more about Valley Community Services: valleycommunityservices.org⏱️ Timestamps00:00 – When promoting your best DSP backfires01:06 – What if you could predict your staffing future?02:22 – The early warning system for frontline supervisors04:20 – From Navy translator to IDD CEO07:29 – Why frontline supervisors became the focus08:56 – Inside the FLS dashboard: what they actually measure11:38 – The two biggest hidden drivers of DSP turnover16:33 – Did it actually work? Real results before COVID18:47 – The Gallup engagement survey (and why follow-through is everything)24:53 – The 2.5-year disengagement dip nobody talks about29:16 – The one metric every org should baseline tomorrowSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Most workforce programs fail because they stop at 90 days.The problem compounds from there.The organizations seeing retention rates up to 90% aren't doing more of the same — they're doing something structurally different. JW Gibbs runs a Department of Labor registered DSP apprenticeship program in Missouri through UMass Boston's Institute for Community Inclusion.In Part 2, the conversation gets specific: the inner workings of how the program runs, how to get it into your state, and what happens inside an organization when staff start lining up for their slot.One DSP with ten years of experience in behavioral homes said it reduced his escalations by 50–60%. His COO's instruction to skeptics: come to a graduation and decide for yourself.TIMESTAMPS0:00 — What a CPO needs to know before calling JW3:30 — Why standard onboarding stops short — and where the system breaks down8:05 — The BCBA parallel: why credentialed expertise requires hours, not just coursework11:22 — What a parent of a person with IDD notices that training doesn't teach13:01 — A COO who didn't believe it — and what changed his mind17:05 — It's not just for new staff: investing in your 10-year employee20:13 — 36 people on a waiting list for a training slot — what that signals about culture22:16 — The biggest misconception providers have walking in25:02 — No direct cost to providers — and what that means for ROI27:24 — How to bring this to your state (and what JW's team actually does)33:00 — The one thing that derails implementation before it starts37:10 — Training that has to show up in real situations to countConnect with JW:📧 [email protected]💼 linkedin.com/in/jwgibbs-collaborativeSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

The hiring bonus didn't fix it. The career fair didn't fix it. The referral program didn't fix it. And deep down, most leaders in human services already know why — they just haven't had language for it yet.JW Gibbs spent 25 years in corporate America before entering this field, driven by something personal: a son with significant disabilities who will one day rely on the same workforce JW is trying to fix. He now runs a Department of Labor registered DSP apprenticeship program in Missouri through UMass Boston's Institute for Community Inclusion — with retention rates among participating providers ranging from 64% to nearly 90%.This is Part 1 of 2. Today: what apprenticeship actually is, why it's structurally different from anything most orgs have tried, and what turnover is really costing you.TIMESTAMPS0:00 — The workforce crisis reframed2:12 — 90 days, 200 exhausted execs, and a turnover problem — where do you even begin?3:45 — 25 years in corporate America, a son with disabilities, and a career pivot that changed everything9:29 — The moment a parent's frustration became a professional mission14:40 — What apprenticeship actually is — and why it's not just better onboarding18:32 — 30 providers, 560 apprentices, 290 graduates — and still growing21:59 — The retention numbers participants are actually seeing24:57 — Why high-turnover orgs never build bench strength — and the sports analogy that nails it26:13 — Overtime → burnout → medical leave → collapse: the domino effect nobody's namingConnect with JW: linkedin.com/in/jwgibbs-collaborativeSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Leadership can feel heavy—especially when the demands keep growing, decisions keep stacking up, and everyone else’s challenges seem to roll uphill toward you.For executives, program leaders, and operational leaders in human services, stress often comes less from the mission itself and more from the complexity of leading people, systems, and priorities all at once.In this episode, Nate explores one often-overlooked leadership skill that can significantly change how you experience that pressure: asking better questions.This isn’t about surface-level check-ins or task reminders. It’s about using thoughtful, strategic questions to create ownership, uncover barriers, improve systems, and reduce the mental load that comes from carrying too much yourself.You’ll learn how better questions can: Increase staff ownership and accountability  Surface hidden inefficiencies in your systems  Improve communication across teams and departments  Help you lead with more clarity and less reactivity  Reduce the stress that comes from trying to solve everything alone If leadership has been feeling heavier than it should, this episode offers a practical mindset shift that can make the role feel lighter—and more effective.Timestamps0:00 – Why leadership often feels more stressful than expected 2:00 – The hidden cost of carrying too much yourself 3:40 – The overlooked leadership skill that changes everything 5:30 – How better questions create ownership and accountability 8:00 – Questions that uncover system problems and inefficiencies 10:15 – Using questions to reduce overwhelm and clarify priorities 12:30 – Your next step: where to start asking differently todaySend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

If you lead a human services organization, you’ve probably watched this play out:A staff member’s performance starts slipping. Their supervisor sees it. But days turn into weeks, nothing gets said — and by the time anything happens, the employee is disengaged, the team has absorbed the dysfunction, and you’re looking at another preventable vacancy.It’s not that your supervisors don’t care. It’s that most of them were never shown a simple, repeatable way to have the conversation that actually leads to change.That gap — between knowing something needs to be said and knowing how to say it — is one of the quietest drivers of turnover in human services. And it’s more fixable than most leaders realize.In this episode, you’ll learn a practical 3-part framework that helps supervisors handle tough conversations in a way that leads to real clarity, real commitment, and real follow-through — without damaging relationships in the process.You’ll also hear why:•Delaying the conversation almost always makes things worse — even when the intentions are good•Psychological safety isn’t just a buzzword — it’s what determines whether your staff shuts down or opens up•Most supervisors default too far toward either avoiding or confronting — and neither works•Real buy-in looks different from compliance, and how to get the one that actually sticksIf you want supervisors who can address issues early, confidently, and in a way that strengthens — not strains — their teams, this episode is where to start.Timestamps0:00 – Why tough conversations feel so uncomfortable — and what’s actually behind the avoidance2:10 – The two failure modes: avoiding until it explodes, or jumping in too hard3:30 – Why waiting to give feedback quietly makes problems worse5:48 – The foundation every hard conversation needs: psychological safety11:02 – Part 1 of the framework: Curiosity (“Help me understand…”)14:08 – Part 2 of the framework: Clarity (“Here’s what I need from you…”)18:05 – Part 3 of the framework: Commitment — getting follow-through that actually holds22:30 – How to bring this into your team’s next conversationSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

If you’ve ever thought, “Why do I feel like I’m babysitting adults?”… this episode is for you.In human services, most leaders don’t struggle because they don’t care—they struggle because they were never shown what to actually say and do in the moment when staff push back, avoid responsibility, or just don’t follow through.In this episode, we walk through four real-world situations that supervisors deal with all the time—from passive follow-through issues to more direct resistance—and break down exactly how stronger leaders handle them.No theory overload. Just practical, usable approaches you can bring into your next conversation.If you want supervisors who are more consistent, more confident, and less likely to pass problems up the chain… this is a great place to start.TIMESTAMPS0:00 – Insubordinate employee related to CEO: "Should I confront him?"2:45 – Why good people still struggle with follow-through5:30 – Situation #1: When staff say they’ll do it… but don’t9:10 – Situation #2: How soon to correct new employees13:40 – Situation #3: What to do when someone pushes back directly18:20 – Situation #4: Handling two teammates at odds with each other23:10 – The pattern behind all four situations (and what strong leaders do differently)27:00 – How to start applying this with your team right awayIf this episode resonates, check out the Leadership Lab—a live, cohort-based experience designed to help frontline supervisors build real people-management skills (the kind that actually reduce turnover and improve team performance).Learn more: https://iddleader.com/leadershipSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Most organizations are promoting the wrong people. Not because they don’t care. Not because they’re careless. But because they’re using the wrong criteria. In this episode, Nate breaks down a simple but powerful rule:➡️ Never promote an “ask twice” person.From there, he unpacks the two traits that actually predict supervisor success—and why being a great DSP doesn’t automatically translate into being a great leader.You’ll also learn how to move beyond the “accidental supervisor” trap by building a more intentional leadership pipeline, including:The difference between teachability vs. reliabilityWhy influence matters more than you thinkThe “thermostat vs. thermometer” mindset shiftA simple quadrant framework to identify future leadersHow unclear leadership expectations quietly sabotage your teamWhy defining core leadership competencies changes everythingIf you’ve ever promoted someone and thought, “Why isn’t this working?”—this episode will give you a much clearer lens.Want Stronger Supervisors?If this episode resonates, check out the Leadership Lab—a live, cohort-based experience designed to help frontline supervisors build real people-management skills (the kind that actually reduce turnover and improve team performance).➡️ Learn more: https://iddleader.com/leadershipTIMESTAMPS Timestamps00:00 – “Never Promote an Ask Twice Person” (Hook)00:45 – Stronger Supervisors Month + Why This Matters03:30 – The Problem: The “Accidental Supervisor” Trap05:00 – Trait #1: Teachability (The “Ask Once” Standard)08:30 – Trait #2: Influence (Thermostat vs. Thermometer)10:30 – The 4 Quadrants of Promotion Readiness11:15 – (Quick Announcement Break)12:00 – Why Most Leadership Pipelines Are Broken14:30 – The Missing Piece: Clear Leadership Competencies18:30 – Making Leadership Measurable (Not Vague)21:30 – Practical Exercise: Map Your Team23:00 – Final Thoughts + ResourcesSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What if the thing your best DSPs want most… isn’t more pay?In Part 2 of this conversation with Scott and Craig De Fasselle from DSP Magnet, we shift from big-picture staffing challenges to something surprisingly simple—and incredibly powerful:➡️ The small, human moments that make people stay.From 1-minute appreciation messages to better questions leaders can ask, this episode is packed with practical ways to strengthen connection, improve retention, and create a workplace people don’t want to leave.Because while compensation matters… it’s often not the deciding factor.If you’re a leader in human services trying to reduce turnover, support your team better, and build a stronger culture—this episode will give you ideas you can implement immediately.⏱️ TIMESTAMPS00:00 Why small moments matter more than big appreciation events 02:19 If pay is fixed—what actually drives retention? 02:32 What DSPs really want (it’s not money) 06:12 The shift to person-centered appreciation for staff 08:08 Simple appreciation ideas that actually work 09:30 The “record a message today” exercise that creates lasting impact 13:51 Why meaningful recognition sticks for years 20:29 The best question leaders can ask DSPs (and why it works) 22:06 The DSP Magnet philosophy in one sentence 22:57 How person-centered hiring opens new possibilities 25:03 Stop waiting—focus on what you can control LEARN MOREDSP Magnet: https://www.dspmagnet.com/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

You hired 100 DSPs… so why are you still short-staffed?In this episode, Nate sits down with Scott De Fasselle and Craig De Fasselle from DSP Magnet to unpack one of the most frustrating realities in IDD services:👉 You’re hiring… but you’re not actually getting ahead.We dig into the hidden reasons behind the “revolving door” — and why the problem may not be what you think.This conversation is packed with powerful reframes:--It’s not just a recruiting problem--It’s not just an HR problem--And it’s definitely not just about payInstead, it’s about ownership, experience design, and how leaders think about the workforce challenge in the first place.If you’ve ever looked at your hiring numbers and thought, “We did everything… so why are we still short?” — this episode is for you.⏱️ TIMESTAMPS00:00 Why new hires feel overwhelmed in the first 30 minutes00:19 The shocking reality: hiring and turnover numbers cancel out02:13 Why “we’re always hiring” is a leadership problem, not just HR08:11 The big reframe: recruiting is actually a marketing problem11:31 The labor market shift: candidates now have the power13:27 “Have to do” vs. “Get to do” — fixing your job messaging16:15 Why hiring more people isn’t solving your staffing problem18:55 The real issue: retention, support, and early overwhelm20:49 The onboarding mistake that drives good DSPs away22:21 Slowing down onboarding to improve long-term retention25:46 A simple onboarding fix that creates immediate momentum28:25 Case study: from skeptic to retaining 18 out of 20 hires32:06 Why leaders struggle to ask for help (and why it matters)LEARN MOREConnect with Scott & Craig and learn more about their work:👉 https://www.dspmagnet.com/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Staff retention can feel incredibly frustrating.You try retention bonuses. Recognition programs. Hiring harder. Posting more jobs. Improving onboarding. And yet… the vacancies keep coming.For many leaders in human services, improving retention feels like trying to carry water in your hands—no matter how much effort you put in, it keeps slipping through your fingers.But the organizations that achieve consistently low turnover aren’t just getting lucky.They’re doing a few key things differently.In this solo episode, Nate breaks down five practical shifts that great leaders use to improve staff retention, drawn from years of conversations with providers across the field. These ideas move beyond surface-level tactics and focus on how to design a work environment where people actually want to stay.If staff retention has felt overwhelming or stuck at your organization, this episode will help you see the problem differently—and start making progress.Timestamps00:55 – Why Retention Feels Like Carrying Water in Your Hands04:51 – Isolate the Real “Stuck Spots” in Retention09:51 – Design an Employee Experience That Sets People Up for Success14:47 – Why Action + Tracking Beats Strategy18:28 – Turn Frontline Supervisors into Retention Ambassadors23:05 – Why Getting Outside Help Unlocks Progress28:35 – Action Move: Pick One Lever and Get StartedSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

If your team is struggling with retention, the answer probably isn’t another pizza party.In Part 2 of this conversation, Nate sits down again with workforce strategist Holli Beth Clauser, founder of ABA C.A.R.E.S. Staffing and host of The People Contingency Podcast, to talk about the deeper systems that actually influence whether staff stay or leave.Together they unpack practical ways leaders can spot early warning signs of turnover, break down silos between departments, and use simple data to strengthen both recruitment and retention.Along the way, Holli shares why some well-intentioned morale boosters miss the mark, how culture really forms through everyday leadership behaviors, and why organizations that build strong systems eventually start attracting talent instead of chasing it.If you lead in the IDD field—or any human services organization facing constant staffing pressure—this episode offers practical insights you can start applying immediately.TIMESTAMPS00:00 – There are levers you can pull: why leaders have more control than they think01:01 – Introduction to Part 2 of the conversation with Holli Beth Clauser02:11 – What recruiting data can reveal about where candidates are falling off04:49 – Doing a “post-hire autopsy” to learn from hires that didn’t work out05:58 – The behavioral mindset: you can’t change what you don’t measure07:29 – Why pizza parties and team outings don’t fix deeper team conflict08:40 – What culture actually looks like in day-to-day leadership behavior10:20 – Breaking down silos between HR, recruiting, and scheduling14:02 – A real example: how collaboration helped fill 1,500 open hours15:55 – When a strong culture starts attracting talent instead of chasing it23:24 – Early indicators that a new hire may not work out25:06 – One of the clearest warning signs someone may be on their way out28:11 – Final advice for exhausted leaders: start small and build momentumLearn more about Holli Beth Clauser and her work:ABA C.A.R.E.S. Staffinghttps://abacaresstaffing.com/Connect with Holli on LinkedInhttps://www.linkedin.com/in/hollibeth/Listen to The People Contingency Podcasthttps://podcasts.apple.com/us/podcast/the-people-contingency-avoid-staff-turnover-in-aba/id1828985499Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

When you're short-staffed, under pressure, and drowning in overtime… speed feels like the only thing that matters.But what if hiring fast is actually making your turnover worse?In this episode, Nate sits down with Holli Beth Clauser, founder of ABA C.A.R.E.S. and host of The People Contingency Podcast, to unpack what most human services leaders get wrong about recruitment.Holli has lived the high-pressure scenario—delivering nearly 90 net hires in four months with just two recruiters. But here’s what makes that story remarkable: 83 of those hires were still there after 90 days.This conversation isn’t just about recruiting. It’s about retention, leadership, and building hiring systems that actually work in emotionally demanding, entry-level roles like DSPs and RBTs.You’ll hear:--Why speed-of-hire can be a misleading metric--How vague job requirements quietly sabotage retention--The difference between intentional slowness and accidental friction--What most interviewers miss when they “check the box”--Why recruitment is a lot like dating (and how agencies accidentally catfish candidates)If you lead an IDD organization—or any human services team struggling with vacancies—this episode will challenge how you think about urgency, quality, and what it really means to “fix” turnover.Timestamps00:00 – 96 hires in four months… and 83 stayed01:14 – Why retention and recruitment are two sides of the same coin02:44 – “You have 60 days to hire 15 staff…” Where Holli starts03:01 – Getting crystal clear before you recruit06:17 – Why speed alone is the wrong metric08:53 – What passive sourcing actually means (and how to do it well)11:52 – How to spot red flags in frontline interviews15:38 – The biggest hiring myth hurting agencies17:29 – The bathtub metaphor: why your hiring feels fast but still fails22:18 – Removing friction without lowering your standards25:23 – The power of follow-up questions in interviews29:33 – “Don’t catfish” your candidates31:00 – Action steps: auditing your hiring processLearn MoreLearn more about Holli Beth Clauser and her work at:https://abacaresstaffing.com/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

In this episode, Paige Raetz from Proof Positive explains why turnover is a lagging indicator — and what leaders should measure before staff ever think about leaving.You’ll learn how organizations are tracking wellbeing, spotting early warning signs of burnout, and improving culture through small daily practices instead of one-time events.This episode moves from philosophy to operations: what to measure, how to measure it, and how leaders can intervene earlier.Timestamps:00:00 Why pizza parties don’t fix burnout02:27 How to track wellbeing over time03:02 Wellbeing as a leading indicator07:55 Common mistakes leaders make with morale initiatives10:25 Why small consistent actions matter more than big events17:34 Using positive emotion before stressful situations20:55 How positive emotions change thinking & problem solving22:03 A future where staff thrive, not just survive24:07 How to get started with Proof Positive resources28:41 A practical next step leaders can implement this weekLearn More:https://proofpositive.org/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Turnover is often blamed on wages — but what if that’s not the first lever leaders should pull?In Part 1 of this conversation, Paige Raetz from Proof Positive explains why staff wellbeing isn’t just a morale issue — it directly impacts safety, engagement, errors, and retention. More importantly, she shares practical, low-effort practices organizations are already using to improve workforce stability without adding cost.You’ll hear how positive psychology and behavior science intersect in real service settings — and how leaders can start applying it immediately.TIMESTAMPS00:00 - Why wellbeing impacts safety and errors01:50 - The first step when you can’t raise wages03:38 - What Proof Positive does and the science of happiness06:08 - Why wellbeing isn’t “soft” — it affects outcomes07:47 - The research behind positive emotions & performance09:53 -  The PERMA framework explained12:38 - Using wellbeing measures with people supported15:22 - Practical steps leaders can implement with staff19:35 - Real examples: strengths spotting improving teams22:36 - “We don’t have time for this” — response to leaders25:51 - The power of “What Went Well” practices28:43 - Small wins, accomplishment, and job satisfactionLearn More:Proof Positive → https://proofpositive.org/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Advocacy often feels intimidating for provider leaders — time-consuming, political, or like something only professional lobbyists can do.In this episode, Nate continues his conversation with Libby Vinson, CEO of the New Jersey Association of Community Providers (NJACP), to break that myth apart.Libby shares what actually gets lawmakers to listen, why provider voices matter more than they realize, and how advocacy can be far simpler — and more relational — than most leaders expect. This conversation reframes advocacy not as politics, but as leadership: telling your story, inviting people in, and making the ask.If you’ve ever thought, “I wouldn’t even know where to start,” this episode will change how you think about influence, policy, and your role as a provider leader.TIMESTAMPS(00:00) “If you’re not telling your story, someone else is” — why provider voices matter(01:01) Part 2 framing: why workforce challenges are also a policy issue(02:55) Why disability services struggle to get attention in a crowded media landscape(07:09) How social media and headlines can distort the provider reality(08:59) Why DSPs telling their own stories is the most powerful advocacy(11:16) The impact of lawmakers seeing programs up close(15:07) “Make the ask” — why providers underestimate their influence(20:14) How relationships shape policy more than reports or position papers(25:42) Advocacy without burnout: engaging without adding another full-time jobLEARN MORENew Jersey Association of Community Providers (NJACP):https://njacp.org/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Workforce instability in disability services isn’t a mystery — but it is often misunderstood.In this episode, Nate sits down with Libby Vinson, CEO of the New Jersey Association of Community Providers (NJACP), to unpack why workforce stability doesn’t come from one-time fixes, short-term incentives, or chasing the next solution — and why leadership plays a bigger role than most people realize.Drawing from her background in advocacy and her first months leading a statewide provider association, Libby shares what she’s seeing across organizations: what separates providers who are barely surviving from those creating real stability, why prevention matters more than reaction, and how leadership presence, culture, and systems thinking shape workforce outcomes.This conversation is especially relevant for executive directors, HR leaders, and program managers who are tired of silver bullets — and ready to think differently about what actually helps staff stay, grow, and succeed.TIMESTAMPS01:09 - Why workforce challenges are no longer theoretical — they’re shaping daily leadership decisions04:47 -Leadership vs. “fixes”: why quick solutions keep falling short08:33 - How Libby’s advocacy background shapes how she sees workforce challenges12:50 - What changes when leaders spend real time in programs with staff and individuals17:17 - What meaningful workforce investment actually looks like (beyond wages alone)22:06 - Why data, prevention, and consistency matter more than reaction27:57 - Early patterns Libby is seeing between struggling organizations and more stable ones32:25 - The quiet cost of burnout, churn, and constant crisis management35:30 - Why workforce stability is a leadership responsibility, not just a policy issueLEARN MORENew Jersey Association of Community Providers (NJACP):https://njacp.org/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What does your culture actually feel like to the people doing the work?In this follow-up conversation with John Dickerson of Quillo, we dig into the uncomfortable truth most leaders don’t see: DSPs often move through their day wondering whether a supervisor message or a quick “call me” means they’re in trouble.And that fear—small as it may seem—is one of the clearest signals that your culture isn’t creating psychological safety.In this episode, John shares real stories from the field that reveal how leaders unintentionally send the wrong messages… and how tiny, daily actions can completely change how supported (or exposed) DSPs feel at work.We get into:Why you cannot train your way out of a culture problemWhat DSPs hear beneath your words (“Am I in trouble?”)Why memos don’t fix relationshipsA simple leadership practice that re-humanizes supervisionWhat meaningful recognition actually sounds likeThe difference between “talking about people” and “talking to people”Why trust is built in the smallest, quickest, easiest momentsIf you care about staff retention, employee experience, or building a culture where people feel safe and valued—this conversation will hit home.TIMESTAMPS00:00 — John opens with the “culture is everywhere” idea02:18 — The deeper problem behind modern compliance-heavy leadership05:08 — How DSPs interpret supervisor messages (“Am I in trouble?”)06:50 — Why you can’t fix relationships through policies or emails08:41 — The small habits that instantly build trust10:39 — What leaders misunderstand about “open-door culture”12:57 — Real talk: how staff actually feel when leaders only call for problems15:53 — Why culture shifts don’t happen through annual plans17:12 — The unreachable-staff myth (and what’s actually going on)34:12 — John’s reminder: culture changes one human moment at a time36:38 — A simple leadership practice that transforms how DSPs feel at workLearn MoreExplore Quillo and their work on connection-driven culture: https://myquillo.com/Join Nate for a free, live session on staff retention (Leadership Lens Series): https://iddleader.comSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Most IDD leaders don’t intend for their culture to drift into compliance mode… but it happens. High turnover, stretched-thin supervisors, endless documentation, and increasing regulation all push agencies toward control instead of connection.In this conversation, John Dickerson—founder of MyQuillo, longtime ARC leader, and master storyteller—joins Nate to unpack why compliance-heavy culture takes root… and how leaders can turn things around.This episode is packed with stories that will make you rethink orientation, DSP relationships, behavior plans, “independence,” and what culture actually looks like day to day.If you’ve ever wondered why parts of your organization feel flat, reactive, or disconnected—and what leaders can DO about it—this episode will feel like a breath of fresh air.Part 1 of 2.Episode Timestamps00:00 — “Every minute of every day you’re building culture…”01:49 — Why organizations slip into compliance mode04:04 — John’s journey: ARC leadership → “failed retirement” → MyQuillo07:25 — The real orientation problem: training without relationships10:36 — “What’s your good life?” — the moment a DSP was asked the right question15:41 — When rigid plans override common sense (the Steelers story)23:13 — “What brings you joy?” — the church choir story26:12 — Eddie’s yellow folder: seeing only failures instead of strengths31:46 — The pizza story: when behavior plans miss the point40:00 — Rethinking supervision and the future of person-centered services46:30 — Action Move: Ask “What brings you joy?” + burnout assessment linkLearn MoreExplore MyQuillo:➡️ https://myquillo.com/Register for an upcoming free, live session in collaboration with the Institute on Community Integration from UMN:➡️ https://iddleader.com/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

How does Melmark achieve only 11% annual turnover in a field where many providers face 40–60%?In this episode, host Nate Beers continues his conversation with Helena Maguire, digging into Melmark’s extended, behaviorally grounded onboarding model—one that prioritizes confidence before coverage.This is practical, field-tested onboarding that actually works: slower, more deliberate, and transformative for retention.If you want a real-world example of an onboarding system that stabilizes teams rather than spinning them into crisis, this episode is a masterclass.TIMESTAMPS00:00 – Rethinking Orientation: How Melmark Launches New Staff09:26 – Training for Real People: Tailoring Learning to Every DSP12:28 – Phase Two: On-the-Job Practice That Builds Real Competence16:55 – The Reality of Residential Scheduling (and What Actually Works)20:24 – Reinforcement That Matters: How Melmark Motivates Performance27:49 – Designing a High-Performance Culture Without Burnout33:05 – Can Other Providers Replicate This Model? What It Really Takes42:57 – The Payoff: Cutting Turnover with a Smarter Onboarding SystemLearn More About MelmarkExplore Melmark’s programs, mission, and leadership:https://www.melmark.org/Free Upcoming Sessions for IDD LeadersThis episode is part of a broader conversation about building a stronger, more stable workforce.Nate is collaborating with the University of Minnesota’s Institute on Community Integration (ICI) on an upcoming free virtual series:Direct Support Leadership Lens: Strategies for a Stronger WorkforceThese sessions are designed for leaders who want practical, behaviorally grounded strategies to reduce turnover and support supervisors more effectively.Learn more or register at https://iddleader.comSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Turnover doesn’t start with direct support professionals—it starts with supervision.In this episode, host Nate Beers sits down with Helena McGuire from Melmark to unpack why supervisors are the single biggest lever for retention—and how Melmark has intentionally built systems that help supervisors succeed instead of burn out.Rather than relying on motivation or charisma, Melmark invests in behaviorally grounded supervision systems that make expectations clear, feedback consistent, and performance support sustainable. The result? Stronger teams, better outcomes, and dramatically reduced turnover.This is Part 1 of a two-part conversation. In this episode, we focus on why supervision matters so much and what most organizations get wrong when trying to “fix turnover.”Episode Timeline00:00 – Why supervisors are the real turnover fix03:45 – The hidden cost of underdeveloped supervisors08:20 – From good intentions to strong systems13:10 – What effective supervision actually looks like18:05 – The revolving door problem22:40 – Supporting supervisors before burnout27:15 – Why training alone isn’t enough32:10 – Setting up Part 2: onboarding and retentionLearn More:To learn more about Melmark and their mission-driven work across multiple states, visit:https://www.melmark.org/Free Upcoming Sessions for IDD LeadersThis episode is part of a broader conversation about building a stronger, more stable workforce.Nate is collaborating with the University of Minnesota’s Institute on Community Integration (ICI) on an upcoming free virtual series: Direct Support Leadership Lens: Strategies for a Stronger WorkforceThese sessions are designed for leaders who want practical, behaviorally grounded strategies to reduce turnover and support supervisors more effectively.Learn more and register at: https://iddleader.com🎧 Be sure to listen to Part 2 (Episode 67), where Helena breaks down Melmark’s onboarding approach and how they’ve achieved just 11% annual turnover.Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Turnover in human services can feel endless—but it doesn’t have to be.In this episode, Nate Beers shares what he learned in 2025 from conversations with providers across the country who are actually winning the turnover battle. These aren’t perfect organizations—and none of them found a magic fix. What they did do was make clear, intentional decisions about their workforce… and stick with them.You’ll hear real examples of what’s working right now, including:What thriving providers do differently when it comes to onboarding and welcoming new staffHow one simple, ongoing question dramatically improved retentionWhy investing more in staff upfront often leads to less overtime, fewer vacancies, and lower costsHow scheduling, feedback loops, and staff voice can quietly reshape cultureWhy your next “tipping point” might be closer than you thinkIf you’re a leader who’s tired of chasing short-term fixes—and wants a workforce that’s healthier, more stable, and proud to work where they work—this episode is for you.Episodes Referenced in This Episode:Ep. 24 – How One Provider Transformed Their Onboarding (Vocational Training Center – Fargo, ND)Ep. 28 – Staff Empowerment Elevates Retention (DSP Council from Welcome House)Ep. 33 – What Happens When You Invest in Your People? (Core Services)Ep. 43 – Leveraging AI in Human Services (Dr. Syard Evans, Arkansas Support Network)Ep. 44 – Turning Organizational Values Into Daily Actions (Dr. Syard Evans)Ep. 49 – From 4 Employees to 100: How This IDD Agency Scaled Without Losing Their Heart (CARES of Western PA)Ep. 50 – From Family Startup to IDD Industry Standout (CARES of Western PA)Ep. 53 – The Retention Strategy No One Talks About (Dr. Michael Strouse, Good Life Innovations)Ep. 54 – How “Professional Neighbors” Are Transforming IDD Care (Dr. Mike Strouse)Ep. 55 – One Simple Question Doubled Staff Retention (CHI Friendship)Ep. 56 – What Really Keeps Staff in Disability Services (CHI Friendship)Related Conversations on Workforce AdvocacyEp. 59-60 - NADSP (National Alliance for Direct Support Professionals) Conversations on professional recognition, advocacy, and elevating the DSP workforceEp. 57-58 - NASDDDS (National Association of State Directors of Developmental Disabilities Services) & HSRI (Human Services Research Institute) Discussions on policy, funding, and national workforce trendsEp. 47-48 - National Leadership Consortium on Developmental Disabilities (NLCDD) Leadership development, systems change, and long-term workforce sustainabilitySend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

In this short holiday episode, host Nate Beers shares an unexpected moment at home that turned into a leadership wake-up call — the kind that sneaks up on you, disarms you, and ultimately makes you better.What begins as a normal, chaotic family dinner quickly turns into a powerful reminder about the difference between reacting and responding — not just as parents, but as leaders of teams, programs, and organizations. Nate pulls back the curtain on how even seasoned leaders can slip into stress-driven reactions… and how a simple, honest comment from his 10-year-old became a gift worth passing on.Inside the episode:--The surprising moment that shifted Nate’s whole evening--Why leaders often default to “fix mode” (and how it backfires)--A practical way to notice what’s happening in your body before it leaks into your leadership--How high-performing organizations actually solve problems--Why the way we solve problems can sometimes reinforce them--A simple mental reframe that turns stress into creativity and connection--How this applies directly to workforce challenges and turnover in IDD services--A reflective action step you can use todayWhether you’re an Executive Director, Program Manager, HR leader, or frontline supervisor, this episode offers a calming breath, a grounded perspective, and a gentle invitation to lead with more intention — especially when things get messy.Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What does it really take to build services that last—not just through the next budget cycle, but for the next decade?In this conversation, host Nate Beers sits down with Tim Sohosky from RCPA to talk about the long game in disability services: how change actually happens, why efficiency alone isn’t enough, and what leaders need to pay attention to now if they want their organizations—and their people—to thrive long-term. This is Part 2 of their conversation.They explore:How advocacy moves from frustration to real system changeWhy outcomes matter more than ever (and what we’re measuring wrong)The hidden strain leaders feel when innovation collides with regulationWhat sustainable leadership looks like five to ten years outHow building a bench of future leaders protects everything you’re working towardThis episode isn’t about quick fixes. It’s about perspective, patience, and making decisions today that future leaders—and the people you support—will thank you for.TIMESTAMPS00:00 – Why leadership isolation is a real challenge in this field01:03 – Why hearing what other providers face actually matters02:36 – How RCPA collaborates with other associations06:34 – How a single provider concern becomes an advocacy priority09:32 – Why advocacy takes time—and why it still matters10:23 – The constant tension between efficiency and regulation14:59 – Why outcomes matter more than incident-free care20:32 – Innovations that are actually helping providers right now26:07 – Building future leaders before you need them32:24 – Looking 5–10 years ahead: risks, opportunities, and the long game36:34 – Final reflections on leadership and sustainabilityLearn more about RCPA:👉 https://www.rcpa.orgSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

In today’s episode, podcast host, Nate Beers, sits down with Tim Sohosky, IDD Director at RCPA (Rehabilitation and Community Providers Association), to uncover one of the most overlooked advantages available to leaders in the IDD field: your provider association.If you’ve ever felt like you’re leading in isolation, drowning in vacancies, or constantly reacting to new regulations—you’re not alone. And you don’t have to keep going solo. Tim shares insider insights on how high-performing leaders stay ahead of staffing challenges, influence policy before it hits their agencies, and tap into resources that make their jobs easier (and their teams stronger).This is part one of a two-part conversation loaded with practical wisdom and real-world leadership moves you can use immediately.🔗 Resources Mentioned: RCPA Website: https://www.rcpa.org “7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams” (Free PDF): https://iddleader.com/burnout⏱️ Timestamps00:00 – The surprising truth: some agencies are winning the staffing battle 01:10 – Nate’s “doorstop” story and the theme of overlooked resources 03:09 – If you became CEO today: Tim’s first 3 moves to stabilize staffing 07:22 – Tim’s background from DSP to COO to statewide association leader 11:04 – What provider associations actually do (and why leaders need them) 15:27 – Managed care, performance-based contracting, and how leaders can stay ahead 18:54 – Biggest lessons learned from PA’s rollout—and what leaders in other states should do now 23:37 – Why some organizations thrive while others drown (and the leadership behaviors that set them apart) 30:05 – Game-changing recruitment strategies and the power of authentic communication 34:48 – Why formal DSP recognition matters (and how legislation could reshape the field) 35:55 – Nate’s Action Move: Why leaders must ask for help (and where to start)Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Supervisors rarely intend to burn out their teams—but the early warning signs are easy to miss until turnover, drama, and exhaustion take over. In today’s episode, Nate breaks down The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and what agency leaders can do to stop the cycle.These subtle patterns show up long before resignations do—and once you see them, you can’t unsee them. Most importantly: they are fixable with better coaching, clearer expectations, and healthier leadership habits.If your teams feel stretched thin, inconsistent, or stuck in “burn-over,” this episode will help you quickly diagnose what’s happening underneath the surface.TIMESTAMPS00:00 – Why burnout isn’t an individual weakness01:08 – Holiday story & how unclear norms fuel staff burnout08:18 – Danger Sign #1: Staff learn expectations through gossip10:13 – Danger Sign #2: Supervisors go days without 1:1 connection12:37 – Danger Sign #3: New staff hardly see their supervisor in the first 72 hours14:03 – Danger Sign #4: Supervisors say they’re “too busy” to coach16:27 – Danger Sign #5: Supervisors avoid conflict until it explodes20:16 – Danger Sign #6: Supervisors celebrate completion, not progress23:22 – Danger Sign #7: Supervisors assume burnout is personal resilience—not workload or leadership27:02 – Action moves & free resource: The 7 Quiet Danger Signs ToolDownload the free tool: https://iddleader.com/burnoutLearn about the Leadership Lab: https://iddleader.com/leadershipReferenced EpisodeEpisode 35 – "The 3-Sentence Script for Any Tough Employee Conversation"Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

If you’ve ever felt trapped in the cycle of high vacancy and high turnover, this episode will feel like oxygen.In Part 2 of my interview with Joe Macbeth and Dan Hermreck of NADSP, we dig into the data, the myths, and the practical steps that are actually helping agencies go from 40% turnover to 10% turnover — with DSP credentialed staff.If you lead an IDD provider agency, this is essential listening.If you care about building a more stable, skilled, and respected DSP workforce… even more so.TIMESTAMPS00:00 - Why the industry treats 40% turnover as “normal”03:07 - The hidden cost of relying on intuition instead of competency07:22 - What agencies with 10% DSP turnover do differently11:48 - Why credentialing changes culture — not just résumés15:09 - What states are finally recognizing about DSP skills18:41 - The fight for fair DSP classification (and why it matters)22:14 - How frontline supervisor credentialing could change everything26:55 - What leaders must challenge if they want real retentionLinks & ResourcesLearn more about NADSP’s E-Badge Academy:https://nadsp.org/services/the-nadsp-e-badge-academy/Get “The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams”Learn how high-retention agencies spot — and fix — these issues fast.https://iddleader.com/burnoutSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

“Born” in the Oval Office? Yes—NADSP’s origin story is wilder than you think.In this episode, Joe Macbeth and Dan Hermrick from the National Alliance for Direct Support Professionals join Nate to unpack the surprising beginnings of NADSP, the national movement they’ve sparked, and why DSP credentialing is becoming one of the most effective tools for solving turnover and elevating the profession.We talk about the Pope, policy, real outcomes, and what provider leaders need to know right now to build a more stable, high-quality workforce.SHOW NOTES00:00 - Intro02:43 - The Pope story — and what it reveals about DSP competence08:27 - Introductions: Joe & Dan and NADSP’s mission10:32 - “Born in the Oval Office”: The surprising founding story17:16 - What the e-Badge Academy actually is and how it works27:41 - What changes when DSPs become credentialed🔗 Helpful LinksLearn more about the NADSP E-Badge Academy:https://nadsp.org/services/the-nadsp-e-badge-academy/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Wages up. Turnover down. Still not enough.In Part 1, we looked at the progress: DSP wages are rising, and turnover is finally trending down. But in this episode, we explore what’s driving the next wave of change—and the new rules that could reshape DSP pay, policy, and funding for years to come.I’m joined again by Laura Vegas (NASDDDS) and Dorothy Hiersteiner (HSRI), who oversee the National Core Indicators State of the Workforce Survey—the nation’s most comprehensive data set on DSP wages and stability. Together, we dig into the major shifts happening right now at the federal and state levels—and what they mean for provider agencies and state leaders on the ground.In this episode, we cover:• What the new CMS “80% rule” means for DSP wages and rate setting• How states are using workforce data to push for funding and reform• The growing link between training, credentialing, and pay• Why provider participation in data collection is more important than ever• Real examples of states turning data into lasting workforce changeWhether you’re a provider leader, a policy director, or anyone who cares about the future of this workforce, this episode helps you connect the dots between policy, funding, and the people who make services possible.Explore the data and organizations mentioned:➡️ NASDDDS → https://www.nasddds.org/➡️ HSRI → https://www.hsri.org/➡️ NCI Staff Stability Survey → https://idd.nationalcoreindicators.org/staff-providers/Show Notes / Timestamps00:00 – How lawmakers are using NCI workforce data to shape bills00:56 – Episode setup: why this conversation matters for providers02:30 – What the new CMS “Access Rule” really means06:18 – What providers should be tracking now to prepare06:48 – Linking funding to training, credentialing, and outcomes10:30 – Statewide training platforms and portability for DSPs13:33 – How states are using workforce data to drive advocacy17:21 – What’s keeping state DD leaders up at night21:44 – Why better pay and career paths could change everything23:12 – How provider participation in surveys influences federal policy27:12 – Why small and mid-sized providers need to be represented in data28:10 – Finding and learning from positive outlier agencies32:05 – How NCI data sparks innovation across states32:36 – Where to find the data and connect with NASDDDS and HSRI34:34 – Closing reflections and next stepsSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Are DSP wages finally improving—or are we still far from solving the workforce crisis? In this episode, Laura Vegas (NASDDDS) and Dorothy Hiersteiner (HSRI) unpack what the National Core Indicators State of the Workforce Survey reveals about turnover, tenure, and wages across the country—and what that means for your organization. Explore more:NASDDDS → nasddds.org NCI Staff Stability Survey → idd.nationalcoreindicators.org/staff-providers Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What really keeps people in disability services? In this episode, the leadership team from CHI Friendship shares how they’ve reimagined staff retention—not through higher pay or perks, but through purpose, inclusion, and genuine connection. They talk about the culture shifts that made the biggest difference: listening to staff, inviting people supported into the process, and leading with consistent positivity. The result? A stronger, more stable workforce—and a culture people actually want to be part of. If you’re a leader trying to reduce turnover and reignite purpose on your team, this episode is for you. Learn more:https://chifriendship.com/ https://www.facebook.com/CHIFriendship/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

 What if one simple question could change your entire organization? In this episode, leaders from CHI Friendship in North Dakota share how they saw dramatic improvements in staff retention—simply by asking one question over and over again.Through real stories of appreciation, mentorship, and leadership, you’ll hear how this one shift sparked a ripple effect across every level of the organization. From retirement celebrations that reignited purpose, to 40-year milestones, to empowering DSPs to lead from the front lines—this conversation reveals what happens when recognition becomes a habit, not a program. You’ll also hear how CHI Friendship flipped its org chart upside down to put people supported and direct support professionals at the top, and how they used feedback surveys to make meaningful changes to onboarding, scheduling, and staff culture. The result? First-year retention more than doubled. If you lead in human services, disability services, or any mission-driven organization, this episode will leave you rethinking what’s possible when leaders listen deeply and act consistently on what they hear. Learn more about CHI Friendship at https://chifriendship.com/ Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

 What if your agency could deliver care as a neighborhood instead of one home at a time? In this episode, Dr. Mike Strouse of GoodLife Innovations shares how “Professional Neighbors” and shared living models are redefining community supports for people with IDD. The result? Lower turnover, stronger relationships, and a future where care is an amenity of the neighborhood itself. You’ll hear how GoodLife’s Neighborhood Network and live-by, live-near, live-with strategies are producing outcomes that seemed impossible—like 3% annual turnover—while keeping services inclusive, connected, and scalable. 🎧 If you missed Part 1, go back to Episode 53: The Retention Strategy No One Talks About.  Learn More: Visit https://mygoodlife.org/goodlife-u/ for free resources and consultation opportunities from Dr. Strouse and the GoodLifeU team. Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Most providers think high turnover and staff vacancies are just part of the job. But what if there’s a proven way to predictably build a stable workforce?In this episode, Dr. Mike Strouse (CEO of GoodLife Innovations and founder of GoodLifeU) reveals the retention strategy no one talks about — one that’s transforming provider agencies across the country. You’ll learn why traditional turnover advice misses the mark, and how one system has helped agencies achieve low turnover, low vacancies, and low overtime costs.Listen to discover:--Why “person-centered care” starts with caring for your staff--The surprising role scheduling plays in staff retention--How GoodLifeU’s model delivers predictable workforce stability--Learn more: https://mygoodlife.org/goodlife-u/Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Think your turnover isn’t that bad? You might be missing the blind spots that are costing your agency thousands.In this episode, Kris Foss and Chet Tschetter from UMN’s Direct Support Workforce Solutions share stories of agencies that turned the corner—from defensive to proactive, from crisis to culture change. You’ll hear about common leadership blind spots, the power of digging into workforce data, how to build buy-in across your organization, and why tech and the next generation of leaders will shape the DSP workforce of the future.Whether you’re an executive director, HR leader, or program manager, this conversation will help you see what’s possible—and where to start.Learn more:-- UMN Direct Support Workforce Solutions - https://dsws.umn.edu/-- Frontline Initiative - a free online magazine Connecting DSPs to the Issues that Matter - https://ici.umn.edu/series/7-- National Frontline Supervisor Competencies - https://ici.umn.edu/products/553-- Frontline Supervisor Assessment - https://ici.umn.edu/products/555--The Institute on Community Integration at the University of Minnesota - https://ici.umn.edu/ Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

 Is your agency stuck in the cycle of high turnover, vacancies, and constant shift coverage? In this episode, Kris Foss and Chet Tschetter from UMN’s Direct Support Workforce Solutions share practical steps any human services leader can take to break free. From asking and listening, to using data to identify hot spots and bright spots, to building a leadership pipeline, onboarding, mentorship, and realistic job previews—they lay out a clear path from struggling to thriving. You’ll also learn the hidden cost of DSP turnover (usually more than $5,000+ per employee) and how to start reducing it today. Learn MoreDirect Support Workforce Solutions  Frontline Initiative - a free online magazine Connecting DSPs to the Issues that Matter. National Frontline Supervisor CompetenciesFrontline Supervisor AssessmentThe Institute on Community Integration at the University of Minnesota Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

CARES of Western PA has grown from a small family startup into an industry standout. Yet they’ve kept their family feel at every step. In this episode, Mindy Bowen and Kate Smith share how they stay lean at the top, respond quickly to staff feedback, and keep quality of care as the non-negotiable center of everything. We also dive into how CARES is pushing the boundaries of community participation—getting their VIPs into volunteer roles, meaningful activities, and experiences that truly enrich lives. This is a masterclass in scaling culture, not just programs. Learn more: https://cares4u.org/ Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

In this episode,  you'll hear from Mindy Bowen, Co-Owner, and Kate Smith, Assistant Director of CARES of Western PA, to unpack their incredible growth journey—going from just 4 employees to nearly 100 in a decade.We talk about:-How they built “the CARES way” and a family-friendly culture-Why investing in staff (and making it fun!) pays off-How listening to feedback shapes their success-The leadership pipeline that keeps their team strongIf you’re leading IDD services and wondering how to grow without losing what makes your organization special, this conversation is packed with insights. Learn more: https://cares4u.org/ Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What blind spots keep leaders from building thriving teams? In this insightful follow-up conversation with Dr. Caitlin Bailey and Kristen Loomis Greenidge, co-directors of the National Leadership Consortium on Developmental Disabilities, we explore the hidden assumptions that quietly undermine leaders.You’ll hear how blind spots can stall growth, hurt outcomes, and drive turnover—and more importantly, how leaders can build authentic practices that engage staff, strengthen culture, and prepare the next generation of leadership.More info:https://natleadership.orgThe Leadership Institute: https://natleadership.qualtrics.com/j...National Leadership Consortium Bulletin: https://natleadership.org/bulletin.html (quarterly publication that brings research to practice for field leaders on a range of topics that are useful to informing and building leaders’ skills)Organizational Priorities & Practices Inventory: https://natleadership.org/oppi.htmlAdditional Resources:Gallup q12- survey and some of the best data across industries on employee engagement: https://www.gallup.com/q12-employee-e...NCI State of the Workforce Report https://idd.nationalcoreindicators.or...Expectations Matter: https://expectationsmatter.comLevel up your org's supervision patterns:https://iddleader/supervisor Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What makes a leader truly grow? In this powerful conversation with Dr. Caitlin Bailey and Kristen Loomis Greenidge, co-directors of the National Leadership Consortium on Developmental Disabilities, we explore the aha moments that transform leaders—sometimes bringing them to tears. You’ll hear why DSPs don’t leave because of the people they serve, but often because of their boss or coworkers, and how leadership development can develops trust, engagement, and retention.More info:https://natleadership.orgThe Leadership Institute: https://natleadership.qualtrics.com/jfe/form/SV_9z9rSudkRwklVPgNational Leadership Consortium Bulletin: https://natleadership.org/bulletin.html (quarterly publication that brings research to practice for field leaders on a range of topics that are useful to informing and building leaders’ skills)Organizational Priorities & Practices Inventory: https://natleadership.org/oppi.htmlAdditional Resources:Gallup q12- survey and some of the best data across industries on employee engagement: https://www.gallup.com/q12-employee-engagement-survey/NCI State of the Workforce Report https://idd.nationalcoreindicators.org/wp-content/uploads/2024/11/2023-NCI-IDD-SoTW_241126_FINAL.pdfExpectations Matter: https://expectationsmatter.com Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

What does it take to lead in Autism and IDD services without burning out—or burning bridges? Dr. Peter Gerhardt shares surprising lessons on adapting your leadership style, keeping your team motivated, and making the work deeply meaningful for those you serve.Learn more:https://www.makeitmeaningful.info/homeSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

In the field of human services, the needs are vast and the mission is clear. But when leaders are pulled in a thousand different directions, it's easy to feel stressed by the competing demands on every side.In this episode, Dr. Peter Gerhardt breaks through the complexity with simple yet profound words of wisdom from his renowned career in leadership. Enjoy this masterclass on leadership in the field of autism and developmental disabilities.Learn more:https://www.makeitmeaningful.info/homeSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

It’s one thing to have values on the wall—it’s another to see them come to life in day-to-day decisions, especially on the frontlines. In this episode, Dr. Syard Evans returns to share how her team at Arkansas Support Network builds real values alignment across the organization—not through posters, but through clarity, consistency, and trust.She gives a peak behind the curtain and it's still a work in progress--but they are seeing moments of transformation. Not just for those they serve, but also for their direct support staff.We talk about what it takes to move from abstract ideals to measurable expectations, and why frontline staff don’t have to “feel” the values to still embody them. If you’ve ever wondered how to get your culture to show up in daily practice, this one’s for you.Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

How can AI help your organization provide values-based, person-centered care? And what are the risks and benefits?In this episode, Dr. Syard Evans shares what is already happening at her organization—how they have developed an AI tool that moves them even further toward their innovative approach to providing care. And she gives examples of how other human services providers can do the same. Learn more about AI at Arkansas Support Network: https://supports.org; [email protected] us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Is this a "good idea" or something that will actually move the needle when it comes to reducing staff turnover?This is Part 2 of my conversation with Dr. Dennis Reid, and in it he unpacks practical steps to take at your organization to most effectively decide how to address staff turnover. We all know that staff retention is a complex issue and it can be tough to know "What's the best initiative we can launch right now?" If you've been asking that question, don't miss this episode.Learn more about the work of Dr. Dennis Reid: https://www.dennishreidau.com/Fix your hiring funnel at https://iddleader.com/funnelSend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

In Part 1 of this powerful interview, Dr. Dennis Reid—renowned author of The Supervisor’s Guidebook—shares how to train supervisors effectively, what to do if a supervisor is struggling, and how to start developing future leaders from your DSP team. If you want to improve staff performance, reduce drama, and build stronger supervisors, this episode is packed with practical gold.🎧 Watch to discover:--Why real-world observation and feedback matter more than training checklists--How to spot and support struggling supervisors--Simple ways to start grooming future leaders at your agencySend us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

The problem isn't the people. It's the process. Fix your recruiting process and your vacancies will drop.This episode offers 12 simple changes that make a huge difference in improving your hiring funnel. And if you want a blank Hiring Funnel Worksheet to help you in that process, get yours at iddleader.com/funnel. Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

If you're at all involved in the hiring process of Direct Support Professionals (or you oversee the people who do), then this episode is for you! Drop your agency's job vacancy rate and stop burning through overtime costs. Leverage the power of behavior science to stop getting ghosted on interviews, to keep your best candidates engaged, and to stop the "Swiss cheese effect" that too many vacancies create.Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Tired of the revolving door of staff? Consider these three secrets to increase your staff retention--and the quality of services you provide.Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout

Anyone involved in management knows the painful decision: "Can this underperforming team member be changed or do I need to let them go?"This episode breaks down the behavioral science of why this dynamic often drags on for too long at IDD agencies (and at many other businesses) and how to quickly implement a system that makes it clear when to help them change and when to cut them loose. Send us Fan MailQuick Question:Do your frontline supervisors sometimes unintentionally contribute to staff turnover? It happens so easily because... Most supervisors were never trained to lead.  Get The 7 Quiet Danger Signs Your Supervisors Are Burning Out Their Teams and learn how high-retention agencies spot — and fix — these issues fast. https://iddleader.com/burnout