In this episode of In the Field: The ABA Podcast, I sit down with Dr. Becky Eldridge, Ph.D. BCBA-D, researcher, and mentor with 17 years of experience in behavior analysis. Becky brings both personal passion and scholarly depth to the topic of mentorship, having completed her dissertation on clinical decision making for BCBAs and having witnessed firsthand what happens when new behavior analysts enter the field without adequate support. We dig into what mentorship actually is, how it differs from supervision, and why that distinction matters so much for new BCBAs who are trying to find their footing.

Key Topics:

Supervision vs. Mentorship: Not all support looks the same. Supervision is often tied to performance outcomes that may serve an organization. Mentorship centers on you. Your goals, your values, and what is meaningful to you. Knowing the difference can change who you turn to and when.

Finding the Right Fit in a Mentor: Trust matters, but so does experience. Becky recommends Brené Brown's BRAVING Inventory as a starting point for evaluating fit, and emphasizes finding someone who has actually navigated the situations you are facing.

Internal vs. External Mentorship: Becky makes a strong case for seeking mentorship outside your organization, especially early in your career. When competing contingencies exist between what is good for you and what is good for the organization, true objectivity is hard to find internally.

What Mentorship Actually Looks Like: At its core, mentorship is about building self-management.

Formal vs. Informal Mentorship: Formal mentorship means dedicated time and a mutual commitment to showing up consistently. Informal mentorship happens more organically, through relationships that develop over time without a structured agreement.

Mentorship and the Evolution of the Field: The field has grown fast, and mentorship has not always kept up. Becky's advice is simple: stop waiting for it to find you. Get involved in your state chapter, go to your state conference, and meet people.

Key Takeaways:

• Supervision is about specific performance outcomes. Mentorship is about supporting your goals and your growth.
• A sponsor is someone who creates or advocates for opportunities you would not have had otherwise, and that role can be distinct from both supervisor and mentor.
• Trust is essential in a mentoring relationship, but experience matters just as much. Find someone who has done what you are trying to do.
• Seek external mentorship, especially early in your career, when you need perspective.
• Mentorship can be formal (dedicated time, clear expectations) or informal (opportunistic, reciprocal, peer-based). Both are valuable.
• If you are waiting for the perfect moment or the perfect person, stop waiting. People are people. Ask.

Resources Mentioned:

• Building and Sustaining Meaningful and Effective Relationships as a Supervisor and Mentor, by Dr. Linda LeBlanc, Dr. Tyra Sellers, and Dr. Shahla Ala'i-Rosales
• Dare to Lead by Brené Brown, including the BRAVING Inventory (available free on her website)

Connect with Dr. Becky Eldridge:

• LinkedIn: Becky Eldridge
• Website: https://beckyeldridge.com/

Keywords:

BCBA mentorship, ABA mentorship, supervision vs mentorship, clinical decision making ABA, new BCBA support, BCBA career growth, self-management behavior analysis, ABA leadership, fieldwork supervision, behavior analyst professional development, Becky Eldridge, In the Field ABA Podcast, Sidekick Learning

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.

In this episode of In the Field: The ABA Podcast, I sit down with Arthur Hairston, BCBA and entrepreneur, to talk about a corner of our field that most BCBAs never get exposure to: residential services and group homes for children in foster care. Arthur has built and exited an ABA organization and is now focused on developing group homes for youth with intellectual and developmental disabilities. His work sits at the intersection of clinical quality, trauma-informed care, and systems leadership in an environment where care happens around the clock.

Key Topics:

Why BCBAs Belong in Foster Care Group Homes: BCBAs are not always part of the picture in foster care group homes, but Arthur makes the case for why they should be and what it means for kids who have spent years on waitlists.

The 24/7 Business Model: Running a residential program is a fundamentally different business than a traditional ABA company. Arthur walks through what caught him off guard, from overtime costs and staffing ratios to the capital reserves required for licensure.

Funding and Revenue Consistency: The group home model runs on a state and federal funding mix, creating more revenue consistency than traditional billing but a real cap on growth.

Compassionate, Trauma-Informed Care: Arthur talks outings, community inclusion, and skills practice as the context in which clinical goals become achievable. Behavior is communication, and the first weeks with a new resident are about building trust.

Delegation as a Business and Clinical Skill: Arthur opens up about letting go, partnering with his wife on operations, and why holding everything yourself puts your program's quality at risk.

Training Staff in Residential Settings: Training in a residential setting goes well beyond behavior plans and data sheets. Arthur shares how his team prepares new staff for the emotional and relational complexity of this work, and why shadowing is a non-negotiable part of that process.

Key Takeaways:

• BCBAs bring clinical infrastructure and systems thinking that directly benefit residents, even when it is not required.
• The residential model demands different business skills, including capital reserves, overtime management, and licensing timelines of six to nine months.
• Delegation is not optional. If you are the bottleneck, your program's sustainability is at risk.
• Training staff here means preparing them for the emotional and relational complexity of this work, not just the clinical tasks.

Keywords: Group Home ABA, Residential Services ABA, BCBA, Foster Care Group Home, Trauma-Informed ABA, ABA Business Models, Group Home Licensing, ABA Entrepreneurship, Arthur Hairston, Med Waiver, Residential Program Leadership

Connect with Arthur Hairston:

LinkedIn: Arthur Hairston

Website and Free Group Home Checklist: go.ghleadership.com

ABA C.A.R.E.S. Summit: https://behaviorlive.com/conferences/abacares2026/home

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.

In this episode of In the Field: The ABA Podcast, I sit down with Matt Harrington, BCBA® and founder of Provider Spark, the Behaviorist Book Club, and ABA Digital Marketing to talk about marketing through a behavioral lens. Matt brings a rare combination of clinical depth and marketing expertise, and this conversation is packed with practical strategy for ABA providers at every stage of growth.

We cover what it really means to market ethically as an ABA provider, why quality and trust are the foundation of sustainable growth, and how the same behavioral principles that guide effective treatment can be applied to building referral networks and lasting care collaboration.

Key Topics:

Marketing Starts with Quality: Why word of mouth is the foundation of any sustainable ABA business and how delivering consistent wins for caregivers drives both retention and referrals.

Speed to Lead and Say-Do Correspondence: Response time to new inquiries is a behavioral concept and what it signals to families about your trustworthiness as a provider matters more than most providers realize.

Building a Referral Network: How to identify the right referral partners, get in front of them with enough volume to generate replies, and nurture those relationships into consistent referral sources.

Care Collaboration as the Long Game: Why investing in care collaboration across your caseload compounds into referral relationships that no ad spend can replicate.

Niche Clarity and Differentiation: Being the best provider for a specific client profile is more compelling and more ethical than saying yes to everyone.

Profit as a Tool for Impact: A reframe for clinicians who feel uncomfortable with the business side. Profitability is what allows you to scale your mission.

Key Takeaways:

• Quality is the foundation of all marketing. No strategy compensates for a service that does not deliver.
• Say-do correspondence applies to your intake process. Doing what you say you will do builds the trust that converts inquiries into long-term clients.
• Care collaboration is marketing in its most authentic form. When you collaborate well clinically, referrals follow naturally.
• Niche clarity makes your pitch more compelling and your services more effective.
• Profit enables impact. A sustainable business model allows you to reach more families and pay staff above market value.

Keywords:

ABA Marketing, ABA Business, Provider Relationships, Referral Network, Care Collaboration, BCBA® Business Development, ABA Intake Process, Say-Do Correspondence, Word of Mouth Marketing, Provider Spark, Behaviorist Book Club, Matt Harrington, ABA Differentiation, ABA Growth Strategy, ABA Digital Marketing

Connect with Matt Harrington:

LinkedIn: Matthew Harrington, BCBA®

Provider Spark: providerspark.com/grow

Behaviorist Book Club: behavioristbookclub.com

ABA Digital Marketing: abadigitalmarketing.com

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.

In this episode of In the Field: The ABA Podcast, I sit down with Steve Ward, BCBA® and co-founder of Whole Child Consulting, to explore how efficiency, assent, and foundational learning repertoires can guide more ethical and effective interventions. Known for developing the Inventory of Good Learner Repertoires (I.G.L.R.) and co-authoring 2,100+ Inexpensive Ideas for Intrinsic Motivation in Play, Steve brings decades of experience in making behavior analytic teaching both technically sound and human-centered.

We discuss what it really means to provide effective treatment under the BACB® Ethics Code, why efficiency is both a technical and ethical imperative, and how shaping, assent, and motivation intersect to support meaningful learning outcomes.

Key Topics:

Efficiency as an Ethical Imperative:
Why efficiency matters for both ethics and outcomes, and how to balance effectiveness with learner experience.

Assent and Engagement:
How to identify genuine assent and use the STEAM framework to measure motivation and participation.

Foundational Skills and the I.G.L.R.:
Using the inventory to assess “learning-to-learn” repertoires that set the stage for engagement and independence.

The Dimensions Grid:
A tool for systematically shaping conditions to build durable, generalized skills through real-world variability.

Beyond Blunt Extinction:
Why altering the relative efficiencies of behaviors often produces more sustainable and humane results.

Training RBTs® and Trainees:
Helping new practitioners think conceptually, recognize assent, and avoid rigid “rule-governed” application of strategies.

Key Takeaways:

• Efficiency is an ethical standard that ensures interventions are effective and humane.
• Foundational repertoires enable assent, flexibility, and learner autonomy.
• True assent reflects motivation and engagement across time, not mere compliance.
• Fun and flexibility in teaching promote lasting learning and rapport.
• Supervisors should model empiricism, guiding RBTs® and trainees to think critically, not mechanically.

Keywords:

Efficiency, Assent, Foundational Skills, Effective Treatment, Matching Law, Instructional Design, Ethics Code 2.0, Dimensions Grid, DRA, Blunt Extinction, Behavior Efficiency, Steve Ward, Whole Child Consulting, Inventory of Good Learner Repertoires, ABA Ethics, BCBA® Supervision

Connect with Steve Ward and Whole Child Consulting:

Website: Whole Child Consulting
Inventory of Good Learner Repertoires: Download Resources
Book: 2,100+ Inexpensive Ideas for Intrinsic Motivation in Play
Article: 50 Practical Ways to Alter the Relative Efficiencies of Behaviors
Webinar: What Comes Before Series
GOOD LEARNER REPERTOIRES: Linktree

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.

Podcast Episode: Training in ABA Organizations with Shannon Biagi

In this episode of In the Field: The ABA Podcast, I sit down with Shannon Biagi to unpack common training mistakes we see across ABA organizations and beyond.

We talk about why training is often treated as the default solution, how content-heavy approaches fail to build real skills, and what it actually takes to design training that leads to performance. From “sit and get” learning to one-and-done onboarding, we break down where things go wrong and how to approach training in a more effective, sustainable way.

Key Topics:

• Why training isn’t always the problem or the solution
• Designing for performance, not just content
• The limits of passive learning
• Moving beyond one-time training
• Evaluating whether training actually works
• Why seniority doesn’t equal training ability

Key Takeaways:

• Training should be driven by performance needs, not assumptions
• Designing for behavior change requires more than delivering content
• Active practice, feedback, and actual application are essential for skill development
• Training should be ongoing, not a one-time event
• Evaluation should measure what learners can do, not just what they experienced
• Building a strong training system requires both instructional design and performance analysis

Resources Mentioned

• Performance Diagnostic Checklist – John Austin
• Behavioral Engineering Model – Thomas Gilbert
• Kirkpatrick’s Four Levels of Training Evaluation
• The Mager Six Pack – instructional design and performance objectives

Connect with Shannon Biagi

• Website: chiefmotivatingofficers.com
• Training and CEUs: motivate-u.chiefmotivatingofficers.com
• Social Media: Instagram | LinkedIn

Subscribe to the Podcast:

Don’t miss more conversations on supervision, training, and leadership in behavior analysis. Subscribe to In the Field: The ABA Podcast and explore more resources at

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.

Podcast Episode: Creating a Strong ABA Business: Marketing, Mindset, and Mission with Tim Zercher

In this episode of In the Field: The ABA Podcast, I sit down with Timothy Zercher, entrepreneur and CEO of A-Train Marketing, to talk about how ABA businesses can strengthen their marketing, clarify their message, and build in ways that align with their mission. Tim shares how his journey as a three-time founder and his personal ties to behavioral health led him to focus on the ABA space, and what he has learned working with organizations across the country.

Key Topics:

• The ABA Marketing Gap: Why so many ABA companies struggle with differentiation and how clearer messaging can actually improve client fit and outcomes.
• The Website Factor: Why your website is often the number one barrier to growth, recruitment, and client acquisition, and what to prioritize if you invest in an update.
• Ethical and Effective Marketing: Strategies to market within compliance and confidentiality constraints without sacrificing authenticity or impact.
• Mindset Shifts for Owners: Why marketing should be viewed like accounting, a necessary function that supports growth, recruitment, and sustainability.
• Letting Go of the Bottleneck: How ABA leaders can overcome the challenge of wearing all the hats and when to invest in outside expertise.
• Leadership Lessons: What Tim has learned about trust, accountability, and clarity as a business owner, and how those lessons apply directly to ABA practice owners.
• Quick Wins: Practical steps ABA leaders can take today to strengthen their brand, attract the right families and staff, and reduce wasted time.

Key Takeaways:

• Marketing is not “dirty” or optional, it is a service that connects families and staff to the care and culture you have built.
• Clear differentiation benefits everyone: it brings in the right clients, sets accurate expectations, and reduces frustration for families and staff alike.
• A strong website is not just a nice-to-have, it directly impacts your ability to recruit staff and attract the right families.
• As an owner, your time is worth more than you think. Outsourcing strategically can free you to grow your business and improve services.
• Strong leadership balances trust with accountability. Your team needs to know you believe in them and that their work truly matters.

Keywords: ABA Business, ABA Marketing, Behavior Analysis, Business Leadership, Differentiation, Recruitment, Client Acquisition, ABA Entrepreneurship, Timothy Zercher, A-Train Marketing

Connect with Tim Zercher and A-Train Marketing:

• Website: atrainmarketing.com
  
  
• LinkedIn: Timothy Zercher
  
  
• Podcast: Tim Talks
  
  

Subscribe to the Podcast:
Do not forget to subscribe to In the Field: The ABA Podcast for more practical conversations about supervision, training, and leadership in ABA. Visit Sidekick Learning
for fieldwork supervision resources and continuing education opportunities.

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.

Podcast Episode: The People Side of ABA: Recruiting, Onboarding, and Retaining Talent with Holli Clauser

In this episode of In the Field: The ABA Podcast, I sit down with Holli Beth Clauser, founder of ABA C.A.R.E.S. Staffing, the ABA C.A.R.E.S. Conference, and host of The People Contingency Podcast.

Holli brings a wealth of experience from her early days as a behavior technician to her current work helping ABA organizations rethink hiring, onboarding, and retention. We talk about how ABA principles can (and should) be applied to the people side of the field, why turnover is a clinical issue, and what ethical, retention-first hiring looks like in practice.

Key Topics:

• The People Side of ABA: Holli shares her journey from direct care to founding ABA C.A.R.E.S. Staffing, and how her passion for improving client outcomes through better staff systems drives her work.
• Ethical, Retention-First Hiring: Why honesty and clarity during recruitment lead to long-term stability—and how being upfront about the realities of the job helps both candidates and clients.
• Data-Driven Decision Making: How organizations can use metrics beyond turnover rates to evaluate hiring, onboarding, and employee support.
• Bridging Operations, HR, and Clinical Teams: Strategies for breaking down silos and building collaboration between recruiters, clinicians, and leadership.
• Culture, Belonging, and Brand: How small decisions—from who gets celebrated to how feedback is handled—communicate organizational values and shape retention.
• The ABA C.A.R.E.S. Summit: Holli’s annual conference focused on workforce sustainability, leadership development, and meaningful collaboration across roles in ABA.

Key Takeaways:

• Recruiting is not just filling seats—it’s the first step in delivering quality care.
• Retention starts before hiring. Being transparent about expectations builds trust and long-term alignment.
• ABA organizations must apply the same analytical rigor to people systems that they apply to client programs.
• Collaboration across HR, operations, and clinical leadership is essential for sustainable staffing systems.
• Building culture is an ethical act: how you treat your people directly impacts how they treat clients.

Keywords: ABA Staffing, Retention, Recruitment, Onboarding, Organizational Culture, Workforce Sustainability, HR in ABA, Behavior Technician Hiring, Ethical Hiring, Employee Engagement, ABA Leadership, Holli Clauser, ABA C.A.R.E.S. Conference

Connect with Holli:

• LinkedIn: Holli Beth Clauser
  
  
• Email: info@abacaresstaffing.com
  
  
• Website: ABA C.A.R.E.S. Staffing
  
  
• Podcast: The People Contingency
  
  

Subscribe to the Podcast:
Don’t miss more conversations about leadership, supervision, and workforce development in ABA. Subscribe to In the Field: The ABA Podcast for weekly insights from practitioners shaping the future of our field. Visit www.sidekicklearning.net
for resources on fieldwork supervision, RBT® training, and continuing education.

Disclaimer:

BCBA®, BACB® [or any other BACB® trademark used] is/are registered to the Behavior Analytic Certification Board® BACB®. This website and products are not in any way sponsored by the BACB®.

All information and products are for educational purposes only.