IDD Leader

Nate Beers
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For IDD Providers: Tired of the revolving door of staff? Join host Nate Beers as he and other industry leaders share loads of actionable advice on how you can retain and grow your DSP workforce. Just because there's a nationwide DSP workforce crisis doesn't mean that your organization has to churn through staff. Listen to innovative solutions to increase your staff retention and give your organization a competitive advantage so that at the end of the day you provide the best quality care for those you serve.More effective supervisors. Stronger workforce. Lower turnover.

  1. 3D AGO

    Ep. 74 - Stop Hiring Fast. Start Hiring Right. w/ Holli Beth Clauser

    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. Timestamps 00:00 – 96 hires in four months… and 83 stayed 01:14 – Why retention and recruitment are two sides of the same coin 02:44 – “You have 60 days to hire 15 staff…” Where Holli starts 03:01 – Getting crystal clear before you recruit 06:17 – Why speed alone is the wrong metric 08:53 – What passive sourcing actually means (and how to do it well) 11:52 – How to spot red flags in frontline interviews 15:38 – The biggest hiring myth hurting agencies 17:29 – The bathtub metaphor: why your hiring feels fast but still fails 22:18 – Removing friction without lowering your standards 25:23 – The power of follow-up questions in interviews 29:33 – “Don’t catfish” your candidates 31:00 – Action steps: auditing your hiring process Learn More Learn more about Holli Beth Clauser and her work at: https://abacaresstaffing.com/ Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    34 min

  2. FEB 23

    Ep. 73 - How to Measure Staff Wellbeing (Before They Quit) w/ Paige Raetz

    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 burnout 02:27 How to track wellbeing over time 03:02 Wellbeing as a leading indicator 07:55 Common mistakes leaders make with morale initiatives 10:25 Why small consistent actions matter more than big events 17:34 Using positive emotion before stressful situations 20:55 How positive emotions change thinking & problem solving 22:03 A future where staff thrive, not just survive 24:07 How to get started with Proof Positive resources 28:41 A practical next step leaders can implement this week Learn More: https://proofpositive.org/ Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    32 min

  3. FEB 16

    Ep. 72 - How Wellbeing Reduces Turnover w/ Paige Raetz

    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. TIMESTAMPS 00:00 - Why wellbeing impacts safety and errors 01:50 - The first step when you can’t raise wages 03:38 - What Proof Positive does and the science of happiness 06:08 - Why wellbeing isn’t “soft” — it affects outcomes 07:47 - The research behind positive emotions & performance 09:53 -  The PERMA framework explained 12:38 - Using wellbeing measures with people supported 15:22 - Practical steps leaders can implement with staff 19:35 - Real examples: strengths spotting improving teams 22:36 - “We don’t have time for this” — response to leaders 25:51 - The power of “What Went Well” practices 28:43 - Small wins, accomplishment, and job satisfaction Learn More: Proof Positive → https://proofpositive.org/ Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    36 min

  4. FEB 9

    Ep. 71 - Disability Provider Advocacy Shouldn’t Be This Easy w/ Libby Vinson

    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 job LEARN MORE New Jersey Association of Community Providers (NJACP): https://njacp.org/ Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    32 min

  5. FEB 2

    Ep. 70 - DSP Workforce Stability Starts With Leadership, Not Fixes w/ Libby Vinson

    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. TIMESTAMPS 01:09 - Why workforce challenges are no longer theoretical — they’re shaping daily leadership decisions 04:47 -Leadership vs. “fixes”: why quick solutions keep falling short 08:33 - How Libby’s advocacy background shapes how she sees workforce challenges 12:50 - What changes when leaders spend real time in programs with staff and individuals 17:17 - What meaningful workforce investment actually looks like (beyond wages alone) 22:06 - Why data, prevention, and consistency matter more than reaction 27:57 - Early patterns Libby is seeing between struggling organizations and more stable ones 32:25 - The quiet cost of burnout, churn, and constant crisis management 35:30 - Why workforce stability is a leadership responsibility, not just a policy issue LEARN MORE New Jersey Association of Community Providers (NJACP): https://njacp.org/ Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    40 min

  6. JAN 26

    Ep. 69 - What Culture Really Feels Like to Your DSPs w/ John Dickerson

    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” idea 02:18 — The deeper problem behind modern compliance-heavy leadership 05:08 — How DSPs interpret supervisor messages (“Am I in trouble?”) 06:50 — Why you can’t fix relationships through policies or emails 08:41 — The small habits that instantly build trust 10:39 — What leaders misunderstand about “open-door culture” 12:57 — Real talk: how staff actually feel when leaders only call for problems 15:53 — Why culture shifts don’t happen through annual plans 17:12 — The unreachable-staff myth (and what’s actually going on) 34:12 — John’s reminder: culture changes one human moment at a time 36:38 — A simple leadership practice that transforms how DSPs feel at work Learn 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.com Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    40 min

  7. JAN 19

    Ep. 68 - Rebuilding Culture Beyond Compliance w/ John Dickerson

    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 Timestamps 00:00 — “Every minute of every day you’re building culture…” 01:49 — Why organizations slip into compliance mode 04:04 — John’s journey: ARC leadership → “failed retirement” → MyQuillo 07:25 — The real orientation problem: training without relationships 10:36 — “What’s your good life?” — the moment a DSP was asked the right question 15:41 — When rigid plans override common sense (the Steelers story) 23:13 — “What brings you joy?” — the church choir story 26:12 — Eddie’s yellow folder: seeing only failures instead of strengths 31:46 — The pizza story: when behavior plans miss the point 40:00 — Rethinking supervision and the future of person-centered services 46:30 — Action Move: Ask “What brings you joy?” + burnout assessment link Learn More Explore MyQuillo: ➡️ https://myquillo.com/ Register for an upcoming free, live session in collaboration with the Institute on Community Integration from UMN: ➡️ https://iddleader.com/ Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    48 min

  8. JAN 12

    Ep. 67 - Only 11% Turnover: How Melmark Onboards Staff

    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. TIMESTAMPS 00:00 – Rethinking Orientation: How Melmark Launches New Staff 09:26 – Training for Real People: Tailoring Learning to Every DSP 12:28 – Phase Two: On-the-Job Practice That Builds Real Competence 16:55 – The Reality of Residential Scheduling (and What Actually Works) 20:24 – Reinforcement That Matters: How Melmark Motivates Performance 27:49 – Designing a High-Performance Culture Without Burnout 33:05 – Can Other Providers Replicate This Model? What It Really Takes 42:57 – The Payoff: Cutting Turnover with a Smarter Onboarding System Learn More About Melmark Explore Melmark’s programs, mission, and leadership: https://www.melmark.org/ Free Upcoming Sessions for IDD Leaders This 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 Workforce These 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.com Do your frontline supervisors sometimes unintentionally contribute to staff turnover? I know how it feels... 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

    44 min
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Ratings & Reviews

5
out of 5
3 Ratings

About

For IDD Providers: Tired of the revolving door of staff? Join host Nate Beers as he and other industry leaders share loads of actionable advice on how you can retain and grow your DSP workforce. Just because there's a nationwide DSP workforce crisis doesn't mean that your organization has to churn through staff. Listen to innovative solutions to increase your staff retention and give your organization a competitive advantage so that at the end of the day you provide the best quality care for those you serve.More effective supervisors. Stronger workforce. Lower turnover.

Information

  • Creator
    Nate Beers
  • Years Active
    2024 - 2026
  • Episodes
    72
  • Rating
    Clean
  • Copyright
    © 2026 IDD Leader
  • Show Website
    IDD Leader