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 problem
• What DSPs hear beneath your words (“Am I in trouble?”)
• Why memos don’t fix relationships
• A simple leadership practice that re-humanizes supervision
• What meaningful recognition actually sounds like
• The difference between “talking about people” and “talking to people”
• Why trust is built in the smallest, quickest, easiest moments

If you care about staff retention, employee experience, or building a culture where people feel safe and valued—this conversation will hit home.

00:00 — 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

Explore 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

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

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 staff
• How one simple, ongoing question dramatically improved retention
• Why investing more in staff upfront often leads to less overtime, fewer vacancies, and lower costs
• How scheduling, feedback loops, and staff voice can quietly reshape culture
• Why your next “tipping point” might be closer than you think

If 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 Advocacy

• Ep. 59-60 - NADSP (National Alliance for Direct Support Professionals)
  Conversations on professional recognition, advocacy, and elevating the DSP workforce
• Ep. 57-58 - NASDDDS (National Association of State Directors of Developmental Disabilities Services) & HSRI (Human Services Research Institute)
  Discussions on policy, funding, and national workforce trends
• Ep. 47-48 - National Leadership Consortium on Developmental Disabilities (NLCDD)
  Leadership development, systems change, and long-term workforce sustainability

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

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 today

Whether 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.

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

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 change
• Why outcomes matter more than ever (and what we’re measuring wrong)
• The hidden strain leaders feel when innovation collides with regulation
• What sustainable leadership looks like five to ten years out
• How building a bench of future leaders protects everything you’re working toward

This 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.

TIMESTAMPS
00:00 – Why leadership isolation is a real challenge in this field
01:03 – Why hearing what other providers face actually matters
02:36 – How RCPA collaborates with other associations
06:34 – How a single provider concern becomes an advocacy priority
09:32 – Why advocacy takes time—and why it still matters
10:23 – The constant tension between efficiency and regulation
14:59 – Why outcomes matter more than incident-free care
20:32 – Innovations that are actually helping providers right now
26:07 – Building future leaders before you need them
32:24 – Looking 5–10 years ahead: risks, opportunities, and the long game
36:34 – Final reflections on leadership and sustainability

Learn more about RCPA:
👉 https://www.rcpa.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

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

00:00 – 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)

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