Building a Strong IDD Workforce: Why Leadership Pipelines Matter More Than Quick Hires
By Nate Beers
What if I told you it’s possible to cut your staff turnover rate by 40% or more in one year?
That’s exactly what happened with an IDD organization I worked with. In 2023, their annual turnover rate was 36%—costing them six figures in replacement costs and keeping them in a constant cycle of hiring and training new staff. But by 2024, their turnover had dropped to just 20%—and it wasn’t because they suddenly became hiring geniuses.
Instead, they made one of the biggest decisions an IDD provider can make: They stopped relying on a mix of “golden ticket” hires and “all in the family” promotions and started building a leadership pipeline.
This shift allowed them to expand their services (more group homes, more day program participants, etc.), even though their hiring was 25% lower than the year before. If their retention hadn’t improved, they would have ended up with the same number of staff. Instead, their workforce grew by 13%—with fewer vacancies, stronger teams, and a culture that made people want to stay.
Here’s what they did differently.
The Wrong Bus Strategy (And How to Fix It)
Jim Collins, in his book Good to Great, describes a key trait of high-performing organizations:
"They get the right people on the bus, they get the wrong people off the bus, and they get the right people in the right seats."
This IDD provider had been stuck in a combination of “golden ticket” hiring and “all in the family” promotions—sometimes bringing in external hires to solve problems, and other times promoting from within without enough preparation. The result? High turnover and inconsistent leadership.
Once they stopped relying on outside hires and unprepared internal promotions—and instead focused on intentionally developing their own people—everything changed.
The Three Types of IDD Providers
Most IDD agencies approach leadership hiring in one of three ways:
1. “Golden Ticket” Agencies
Always look outside for leadership hires.
Hope that the right candidate will fix their problems.
Struggle with retention because new leaders don’t stick around.
2. “All in the Family” Agencies
Always hire from within, even when internal staff aren’t fully ready.
Assume a great DSP will make a great supervisor (without proper training).
Have better retention than Golden Ticket agencies but still experience leadership struggles.
3. Leadership Pipeline Agencies (The Goal!)
Develop internal talent over time.
Have a clear system for mentoring DSPs into leadership roles.
Experience smooth transitions and strong retention because staff feel supported and prepared.
The IDD provider I worked with made the deliberate choice to shift from a mix of Golden Ticket and All in the Family strategies to a Leadership Pipeline approach. And within a year, their turnover rate dropped by nearly half.
How to Build a Leadership Pipeline
If you want to get the right people on the bus, you need to start thinking long-term.
Here’s how to shift your agency toward a leadership pipeline approach:
✅ Step 1: Identify High-Potential Staff
Ask each supervisor or manager to list 1-3 DSPs on their team who have leadership potential.
✅ Step 2: Have the Conversation
Encourage supervisors to sit down with these staff members, share their observations, and say, “I see you as a future leader here.”
✅ Step 3: Provide Growth Opportunities
Give these high-potential employees mentorship, training, and leadership experiences so they’re ready when the time comes.
✅ Step 4: Promote When They’re Ready
When leadership roles open up, you’ll already have qualified, engaged internal candidates ready to step up.
Final Thought: Stop Searching—Start Building
The IDD provider I worked with didn’t fix their retention problem by finding the perfect hire. A big part of how they fixed it was by developing strong leaders from within.
If you want to reduce turnover, don’t gamble on external hires or rushed internal promotions. Start investing in your own people.
So—who on your team has leadership potential? And what’s your next step to help them grow?
