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In this episode of In the Field: The ABA Podcast, I sit down with Bryan Tanner, BCBA, and owner of Leadership Mindset Coaching, to walk through his path from behavior technician to BCBA® business owner to somatic executive coach. Bryan reflects on the leadership lessons he gathered (and slowly unlearned) along the way, including how a "distant and professional" approach to leadership gradually left him more isolated and, over time, took a real toll on his connections, his business, and his life outside of work. We talk about why stress lives in the body long before we notice it, how self-reflection is a skill most leaders were never taught, and what it actually took to build an agency with 0% turnover. Bryan also walks through his PACT framework for building stronger supervisory relationships. Key Topics: Leadership as Behavior, Not Distance: Why Bryan's early definition of professionalism (staying above it all) led to isolation, stress, and burnout, and what changed when he redefined it. Retaking the Assessment: How six years of focusing on one goal let everything else drift, and why leaders should reassess themselves as often as they reassess clients. The Somatic Side of Stress: Recognizing what the body is signaling (a back that "goes out," a tightening throat, a clenched jaw) and building quick, usable tools to regulate the nervous system in the moment. Self-Reflection for Leaders: Why practitioners trained to analyze everyone else's behavior often struggle to turn that lens on themselves, and the power of asking "What is blocking me?" Values, Alignment, and Intention: How knowing your values prevents conflict, shame, and reactive anger, and why the gap between your actions and your values is where stress comes from. Fear vs. Skill in Marketing: Untangling genuine discomfort from real values-based boundaries, and noticing when reinforcement and shaping are already at work. Building 0% Turnover: The concrete moves behind an agency with zero turnover, including structural support, fair compensation, leadership growth paths, involving staff in decisions, and a simple rule to be nice to each other. The PACT Framework: A four-step approach (Pregame, Assess, Consequence, Transform) for building the supervisory relationship in a mindful, intentional way, and reclaiming the word "transform" for behavior analysis. Key Takeaways: Leadership is a skill that can be taught, and distance is not the same as professionalism.Stress registers in the body first; noticing those signals early is a trainable, valuable repertoire.Leaders benefit from analyzing their own behavior, not just their clients', and from asking what is blocking them.Clarity about your values and goals is what keeps actions intentional and reduces avoidable stress.Retention is built through everyday systems: support, fair pay, growth pathways, shared decisions, and genuine care.Keywords: Leadership, Somatic Coaching, Executive Coaching, Stress Management, Burnout, Self-Reflection, Values Alignment, Supervision, PACT Framework, Turnover, RBT® Retention, Leadership Circle Profile, Early Start Denver Model, Bryan Tanner, Leadership Mindset Coaching, ABA Leadership, BCBA® Supervision Resources Mentioned: Leadership Scorecard: bryantannercoach.com/scorecardA brief assessment that supports executives in discovering which area of work would create the most powerful results in their leadership and business.The PACT Framework for Podcast Listeners: bryantannercoach.com/inthefield A site made specifically for In the Field listeners, sharing the PACT framework to support effective and stress-free supervision. The Pre-Game worksheet is also available for delivery straight to your inbox, to make every supervision meeting focused and smooth, while also full of clarity, efficiency, and effectiveness.Connect with Bryan Tanner and Leadership Mindset Coaching: Website: myleadershipmindset.comLinkedIn: linkedin.com/in/bryantannerofficialFacebook: facebook.com/bryantannerofficialDisclaimer: 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 Christina Torres, founder of ABA Made Ez and co-host of Reinforcing Conversations, to talk about personal branding, community building, and what it really takes to show up online as a BCBA®. Christina shares how she went from Googling "independent BCBA consultant" and finding nothing, to building a thriving online community across TikTok, Instagram, and LinkedIn.  We talk about why personal branding matters even if you never plan to start a business, how to overcome perfectionism and just start posting, and practical strategies for building an authentic, sustainable presence online without burning out.  Key Topics:  Why Personal Branding Matters in ABA: How building a personal brand goes beyond marketing, and why it matters for BCBAs®, RBTs®, and clinical leaders alike, whether or not you want to run a business.  Overcoming the Fear of Being Seen: Practical advice for pushing past perfectionism, imposter syndrome, and the fear of judgment that keeps so many professionals from ever hitting post.  Choosing the Right Platform: A breakdown of TikTok, Instagram, and LinkedIn, including the strengths, limits, and best use cases for each platform depending on your goals.   Finding Your Niche Without Fear of Saturation: Why there is no such thing as an oversaturated niche, and how authenticity and personal experience set you apart from every other provider in your space.  Consistency Without Burnout: Low effort, high reinforcement strategies for repurposing content, engaging your audience, and staying consistent without spending hours on every post.  Personal Branding for Business Growth:  How social media has become a recruiting and networking tool for ABA organizations, and why leveraging it can expand reach. Building Genuine Community Online: The difference between passive followers and true engagement, and how going live, asking questions, and being vulnerable builds real connection.  Key Takeaways:  Personal branding is not about looking perfect. It is about creating a space where your community can find you, trust you, and grow with you.  You do not need a perfect plan to start. Just post your first piece of content, then keep going.Nobody else has your personality, your experience, or your perspective. That alone means your niche is never too saturated. Consistency matters more than virality. Low effort, high reinforcement content keeps you showing up without burning out. Personal branding benefits organizations too, especially with recruiting in a high demand market.Authenticity, not perfection, is what builds real community and long term engagement. Keywords:  Personal Branding, ABA Marketing, Social Media for BCBAs®, Christina Torres, ABA Made Ez, Reinforcing Conversations, Community Building, Content Strategy, TikTok for BCBAs®, Instagram for ABA, LinkedIn for Behavior Analysts, BCBA® Entrepreneurship, ABA Business Growth, Networking in ABA  Connect with Christina Torres: Website: https://abamadeez.com/ Podcast: Reinforcing Conversations Instagram: ABA Made Ez TikTok: @abamadeez LinkedIn: Christina Torres 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 Nicole Stewart, BCBA, to talk about what ADHD really looks like in kids and adults, and why it's so often overlooked in clinical work. Nicole brings over 15 years of experience in the field. She now runs a private practice offering therapy, parent coaching, and ADHD-focused training for organizations, after years of clinical work that included time at the New England Center for Children and as a clinical director.  We get into Nicole's perspectives on what ADHD actually is on a neurobiological level, why it's so often masked or misdiagnosed (especially in girls), and why pairing and rapport, not bigger reinforcers, are usually the real lever for behavior change. We also talk about how organizations can build ADHD aware training and supervision systems for staff, not just clients. Key Topics: ADHD as a Neurobiological Difference, Not Just a Behavior Pattern: Why ADHD comes down to how the brain regulates dopamine, how that shapes prefrontal cortex and basal ganglia development, and why understanding the neurology changes how we individualize treatment. Masking and Missed Diagnoses: Why girls with inattentive ADHD are so often overlooked when "behavioral contrast" between home and school leads to under-diagnosis, and what that masking actually costs kids emotionally. Executive Functioning, Defined: Nicole breaks down executive functioning as "the CEO of the brain" and explains why a child's executive functioning age can lag years behind their chronological age, creating mismatched expectations. Emotional Regulation and the Fight or Flight Connection: How a highly sensitive nervous system response can turn something small (a bump in the hallway) into a major escalation, and why teaching emotional recognition has to come before teaching coping skills. Skill Deficit vs Performance Deficit: Why ADHD related "noncompliance" is so often misread as a skill issue or simple defiance when it's actually a performance deficit driven by interest, novelty, or response effort. Pairing Over Bigger Reinforcers: Why a strong, conditioned relationship with the learner is the single most effective ADHD strategy Nicole has found, more impactful than denser reinforcement schedules or larger rewards. Supporting Staff with ADHD, Not Just Clients: How clinical supervisors can apply universal design for learning to staff trainings, and why clear contingencies, written follow-ups, and flexible scheduling support BCBAs® and RBTs® who are themselves neurodivergent. Key Takeaways: ADHD is a medical and neurobiological condition, not just a set of behaviors to extinguish.Masking can delay diagnosis, especially in girl, leaving real struggles invisible.Corrective feedback disproportionately affects kids with ADHD, often four to five times more than their peers, fueling shame and avoidance over time.Pairing and rapport outperform bigger reinforcers or denser schedules when working with ADHD learners.Universal design for learning benefits every learner and every staff member, not only those with ADHD.Skill deficits and performance deficits require different solutions, and ADHD often hides as the latter.Organizational training on ADHD, alongside autism and other comorbid diagnoses, improves individualization across the board.Keywords: ADHD, ABA and ADHD, Executive Functioning, Emotional Regulation, Skill Deficit vs Performance Deficit, Pairing, Universal Design for Learning, Masking in Girls, Neurodivergent Staff, BCBA® Supervision, RBT® Training, Nicole Stewart, Mom The Behaviorist, ADHD Coaching, Comorbid Diagnoses, ADHD in the Workplace Connect with Nicole Stewart: Website: nicolestewartbcba.com Instagram: @mom_the_behaviorist Podcast: Reinforcing Conversations CEUs on ADHD: Search "Nicole Stewart" on BehaviorLive 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 April and Stephen Smith of 3PieSquared and the ABA Business Leaders Podcast. April is a BCaBA with nearly three decades of experience in the field, and Stephen brings a background in quality management and engineering that shaped the operational backbone of everything they built together. They ran their own ABA practice for 12 years before closing it and transitioning into full-time consulting, where they now support more than 1,600 ABA organizations across the country. This conversation covers a lot of ground: the origin story of their practice, the lessons they learned the hard way, what they wish they had when they were starting out, and why they named their new book "The ABA Business Leader's Guide: How to Start, Grow, and Sustain an Ethical ABA Practice Without Losing Your Soul." If you are a BCBA® thinking about starting a practice, already in the thick of running one, or trying to figure out how to scale without burning yourself and your team to the ground, this episode is for you. Key Topics: The Origin Story and Early Chaos: April and Stephen started with a frustration, a neighborhood walk, and a decision to figure it out as they went, including learning insurance billing the hard way while navigating a newborn and a dwindling savings account. Vision: The Thing Most Founders Skip: April and Stephen did not have a shared vision when they started and it was not until year four that they actually sat down and asked what they were building and how they wanted it to feel. Hiring BCBAs®: The Skills and Gaps You Need to Plan For: Hiring BCBAs® surfaced unexpected gaps in assessment repertoires, parent training, and soft skills, reflecting a field-wide assumption that certification equals readiness to lead and manage. Building Systems That Let You Step Back: April encourages owners to apply the same behavioral thinking they use clinically to their operations: write task analyses, define expectations in observable terms, and give consistent feedback. Delegating, Outsourcing, and Prioritizing Hires: Stephen's practical framework starts with an accountant and an attorney, then works backward from your dream job to identify what is standing between you and it. The Ethics of Profitability: The incentives in this field currently reward lower-trained staff and higher turnover. April and Stephen have built their consulting work around helping owners resist that trap. Closing a Business and the Identity Shift That Follows: April speaks openly about the identity crisis that came with closing their practice and how intertwined her sense of self had become with what they built. Boundaries, Parenthood, and the Myth of Work-Life Balance: April shares how she learned to set and model firm boundaries with staff and restructure her own workday to protect her effectiveness at work and her presence at home. Key Takeaways: Vision is not optional. Know what you are building, how big you want it to be, and what it needs to look like when you are done, before you are two years in and wondering why you feel stuck.Profitability is an ethical issue. You cannot pour back into your team, your training systems, or your clients if your margins do not support it. Financial sustainability is part of ethical practice.Systems make delegation possible. You do not need a formal business background to build them. Use what you already know: task analysis, behavioral specificity, clear expectations, and consistent feedback.BCBAs® are not automatically ready to lead or manage. Build mentorship and soft skills development into your supervision model from the beginning.Closing or exiting a business is a real transition that deserves preparation, both operationally and personally.Self-awareness is not a soft skill. Knowing when you are micromanaging, when you need support, and when your identity has become too entangled with your business is essential to sustainability.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  Resources: Connect with April and Stephen Smith - Free Consultation Booking Link Book: "The ABA Business Leader's Guide: How to Start, Grow, and Sustain an Ethical ABA Practice Without Losing Your Soul" by April and Stephen Smith Website: 3PieSquared Podcast: ABA Business Leaders Podcast 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 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-RosalesDare to Lead by Brené Brown, including the BRAVING Inventory (available free on her website)Connect with Dr. Becky Eldridge: LinkedIn: Becky EldridgeWebsite: 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 AustinBehavioral Engineering Model – Thomas GilbertKirkpatrick’s Four Levels of Training EvaluationThe Mager Six Pack – instructional design and performance objectivesConnect with Shannon Biagi Website: chiefmotivatingofficers.comTraining and CEUs: motivate-u.chiefmotivatingofficers.comSocial Media: Instagram | LinkedInSubscribe 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: [email protected] 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.

Podcast Episode:  Preventing Crisis and Building Culture: Leadership Lessons with Dr. Paul "Paulie" Gavoni In this episode of In the Field: The ABA Podcast, I sit down with Dr. Paul Gavoni (better known as Dr. Paulie), BCBA® and organizational leader, to talk about leadership through the lens of behavior analysis. Dr. Paulie shares how his experiences in schools, coaching, and organizational behavior management shaped his approach to leadership. His core belief: leadership is not about titles, it is about behavior. Key Topics: From Frustration to Leadership: How Dr. Paulie’s early experiences with coercive leadership inspired him to study educational and organizational leadership, and why he sees behavior analysis as the foundation of all great leadership models.Leadership as Behavior, Not Title: Why the measure of leadership is found in the behavior of followers, and how anyone in an organization (BCBA®, RBT®, teacher, or parent) can be a leader.The Four Hats of Leadership: Dr. Paulie introduces his framework for leadership behavior:Leading Hat (inspiration and motivation)Training Hat (building fluency in pivotal skills)Coaching Hat (supporting generalization and independence)Managing Hat (maintaining systems and preventing drift)Feedback as the Core of Leadership: How feedback functions across hats, why good leaders create feedback-rich environments, and how radical vulnerability helps leaders model reflection and growth.Crisis Management and Systems Thinking: Drawing from his work with PCMA, Dr. Paulie explains how prevention, fluency, and system design are the best crisis management strategies for schools, clinics, and organizations.Key Takeaways: Leadership is defined by behavior, not position, and anyone can engage in leadership practices.Effective leaders inspire, train, coach, and manage with intention, aligning their behavior with the needs of their people.Feedback is not just about correction, it starts, maintains, and shapes behavior across all levels of an organization.Systems should be deliberately designed to reinforce valued behavior and prevent coercion.The best crisis management is prevention disguised as daily practice, built on fluency and behavioral principles.Keywords: Leadership in ABA, Organizational Behavior Management, Feedback, Four Hats of Leadership, Performance Diagnostic Checklist, Crisis Management, PCMA, School-Based ABA, Behavior Systems, Paul Gavoni, Applied Behavior Analysis Connect with Dr. Paulie Gavoni: LinkedIn: Paul Gavoni Instagram: @drpauliegloves The Crisis in Education Podcast: Listen here PCMA: Professional Crisis Management Association Subscribe to the Podcast: Don’t miss more conversations with ABA leaders, innovators, and practitioners. Subscribe to In the Field: The ABA Podcast for insights, strategies, and tools to elevate supervision and leadership in ABA. Visit Sidekick Learning for more resources on supervision and professional development. 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.

Beyond Board Games: Redesigning Social Skills Groups in ABA with Lee Courrau In this episode of In the Field: The ABA Podcast, I sit down with Lee Courrau, behavior analyst and founder of Launch Kids Academy, to explore why social skills instruction is often treated as an afterthought in ABA—and how we can do better. Lee shares his journey from RBT to curriculum developer, highlighting the missed opportunities he saw in traditional social skills groups and how that inspired him to create structured, play-based approaches that truly engage learners. We talk about practical strategies for designing effective social skills groups, the importance of honoring self-advocacy, and how leaders can better prepare and support technicians beyond the 40-hour training. Key Topics: The Problem with “Wing It” Groups: Lee shares his early experiences with unstructured social skills groups and why they often fail to produce meaningful outcomes.From Afterthought to Impact: The financial, clinical, and staff engagement costs of underdeveloped social skills programming—and the missed opportunities for generalization.Assessment and Readiness: Why a lack of social skills assessments holds back progress, and what indicators suggest a learner is ready to join a group.Creative, Play-Based Approaches: Examples like art, cooking, lemonade stands, and functional skills that create natural opportunities for interaction, independence, and fun.Curriculum Development: How Lee’s structured social skills curriculum balances engagement, structure, and flexibility, with built-in modifications for individual learners.RBT Training and Support: Why the 40-hour model isn’t enough, and how leaders can provide ongoing training, shadowing, and role-play opportunities to build staff confidence in group settings.Key Takeaways: Social skills groups should not be an afterthought—when structured well, they improve learner outcomes, staff engagement, and organizational sustainability.Honoring self-advocacy and embedding choice is critical for building skills that truly generalize beyond the therapy room.Leaders can strengthen staff development by training technicians in group dynamics and providing systematic support beyond initial certification.Keywords: Social Skills Instruction, ABA Curriculum, Group Programming, RBT Training, Staff Development, Behavior Analysis, Generalization, Launch Kids Academy, Lee Courrau, Applied Behavior Analysis Connect with Lee Courrau: Website: Launch Kids AcademyLinkedIn: https://www.linkedin.com/in/leecourrau/ Subscribe to the Podcast: Don’t miss more conversations with leaders rethinking how we supervise, train, and deliver services in ABA. Subscribe to In the Field: The ABA Podcast for insights, strategies, and practical tools. Visit Sidekick Learning for more resources on supervision, training, and professional development. 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:  Rethinking ABA Service Delivery: A BCBA-Led Model with Chris Topham In this episode of In the Field: The ABA Podcast, I sit down with Chris Topham, BCBA and co-founder of Celeration ABA, to explore how he’s reshaping the way ABA services are delivered. Chris shares how his journey from fine arts to behavior analysis—and his deep dive into precision teaching—sparked the creation of a BCBA-led service model that prioritizes outcomes, autonomy, and connection. We discuss how Celeration ABA’s one-tier BCBA model impacts learner progress, staff burnout, and family satisfaction, as well as the intentional way Chris is scaling his team for quality over quantity. Chris also introduces The Autism Diagnosis Parent Plan, a free, practical course for caregivers navigating next steps after their child’s diagnosis. 🔑 Key Topics: From Fine Arts to ABA: How Chris discovered the field, fell in love with direct work, and built a company alongside his BCBA wife.Precision Teaching as a Foundation: Why continuous measurement and the Standard Celeration Chart transformed his practice and outcomes.One-Tier BCBA Model: What it looks like in action, how it improves traction and reduces burnout, and the trade-offs for scalability.Scaling Outcomes, Not Just Hours: The intentional growth strategy behind Celeration ABA.Parent Support: Inside The Autism Diagnosis Parent Plan—practical templates, scripts, and play strategies for families.💡 Key Takeaways: Precision teaching is a measurement framework that can be layered into any ABA practice to strengthen skill acquisition and retention.A BCBA-led model can accelerate learner progress and reduce burnout, but requires intentional hiring, training, and workload balance.Scaling doesn’t always mean more billable hours—sometimes the most important metric is client outcomes.Caregivers benefit from structured, practical guidance during the often-overwhelming period after an autism diagnosis.🔍 Keywords: Precision Teaching, BCBA-Led ABA, Behavior Analysis, One-Tier Model, Autism Diagnosis, Parent Training, Standard Celeration Chart, Celeration ABA, Instructional Design in ABA, ABA Service Models Connect with Chris: Website: celerationaba.comInstagram: @celerationabaLinkedIn: Chris TophamFree Parent Course: The Autism Diagnosis Parent PlanSubscribe to the Podcast: Don’t miss more inspiring conversations about innovation in ABA. Subscribe to In the Field: The ABA Podcast for insights, tools, and strategies to elevate your practice. Visit Sidekick Learning for more resources on fieldwork supervision and professional development. 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: Building Ethical, Sustainable ABA Businesses with April and Stephen Smith In this episode of In the Field: The ABA Podcast, I chat with April and Stephen Smith of 3 Pie Squared, two seasoned ABA entrepreneurs who built, scaled, and exited a seven-figure practice—and now dedicate their time to helping others do the same. Whether you're a BCBA navigating job offers or a founder shaping your company culture, this episode is packed with insights about building workplaces that are ethical, supportive, and sustainable. We dig into what job-seeking BCBAs should look for (and avoid) when interviewing, how caseload and pay structures impact clinical quality, and why training, transparency, and values alignment are the foundation of a thriving team. On the flip side, April and Stephen offer candid advice for ABA business owners trying to scale without burning out. Key Topics: 🔍 Red Flags for Job-Seeking BCBAs: From unclear onboarding to inflated caseloads, learn what to ask and how to evaluate whether an organization aligns with your values and needs. 💬 Why Communication Matters: How your questions are received during the interview process says a lot about what it’ll be like to work there. Transparency, responsiveness, and psychological safety are everything. 📊 The Reality Behind the Numbers: High salaries and billable hour quotas may look great on paper—but how do they actually play out day-to-day? April and Stephen break it down. 🧠 Employee vs. Contractor: A no-fluff conversation about the legal and ethical implications of hiring (or being hired) as a contractor in ABA. 🧰 Training and Self-Advocacy: For both BCBAs and techs, training isn’t a one-and-done. We talk about the importance of self-assessment, mentorship, and ongoing growth systems. 📈 Sustainable Business Systems: What every ABA business owner should have in place—from basic policies to onboarding pathways—and why perfection isn't required, but planning is. 🧾 Delegation and Growth: Why burnout often stems from bottlenecks in delegation, and how hiring even a few hours of admin support (or automating key processes) can shift your trajectory. Key Takeaways: A solid interview process sets the tone for the entire professional relationship—don’t ignore the signs.Clinical decisions should never be based solely on what the funder allows. You need systems that support both ethical practice and financial viability.BCBAs need training and mentorship just as much as technicians—and business owners must build that into their systems if they want quality care.Delegation isn’t optional as you grow. Start with small steps and document as you go.Values and vision aren’t just for your mission statement—check in with them regularly and use them to guide decisions when things get tough.Keywords: ABA Business, BCBA Supervision, ABA Hiring Practices, Onboarding in ABA, Contractor vs Employee in ABA, Caseload Management, ABA Ethics, ABA Startups, Self-Advocacy, ABA Systems, ABA Training Programs, April Smith, Stephen Smith, 3 Pie Squared Connect with April and Stephen Smith 🌐 Website: 3piesquared.com 🎧 Podcast: ABA Business Leaders Podcast 📱 Facebook: ABA Business Leaders 💼 LinkedIn: 3 Pie Squared 📱 TikTok: @3piesquared Subscribe to the Podcast Don’t miss more candid conversations and actionable insights on supervision, training, and leadership in behavior analysis. Subscribe to In the Field: The ABA Podcast, and visit www.sidekicklearning.net for high-quality supervision curricula and continuing education resources.  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.