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

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

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 Timeline

00:00 – Why supervisors are the real turnover fix
03:45 – The hidden cost of underdeveloped supervisors
08:20 – From good intentions to strong systems
13:10 – What effective supervision actually looks like
18:05 – The revolving door problem
22:40 – Supporting supervisors before burnout
27:15 – Why training alone isn’t enough
32:10 – Setting up Part 2: onboarding and retention

Learn More:

To learn more about Melmark and their mission-driven work across multiple states, visit:
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 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.

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