Your supervisors need skills, not just training
The Problem: More Training, Less Skill-Building
If you’re in the IDD field, you already know how crucial frontline supervisors are to the success of your direct support professionals (DSPs). And yet, many organizations struggle with the same issue: supervisors get more training, but they don’t necessarily gain more skills.
Think about it: passing a multiple-choice quiz at the end of a training module doesn’t mean a supervisor can effectively manage staff conflicts, hold employees accountable, or lead a team. Training alone isn’t enough—it’s time to focus on skill-building.
The Real-World Consequences: A Case Study
Julie, a frontline supervisor, has been in her role for about a year. Lately, she’s been struggling with one of her DSPs, Kori, who isn’t pulling her weight. Coworkers have been complaining—at first to Julie, but now just to each other. The tension builds until someone leaves an anonymous, mean-spirited note for Kori, which leads her to HR.
HR investigates and finds two things: Kori hasn’t been following policies, and Julie hasn’t been holding her accountable. Their solution? More training.
But is that really the fix?
Why Training Alone Falls Short
Most agencies default to training as a solution. That might include:
A virtual course on handling workplace conflict
A one-day leadership workshop
A compliance-based training on agency policies
While these aren’t bad, they don’t necessarily teach supervisors how to apply what they learn in real-world situations.
Supervisors don’t have a training deficit—they have a skill deficit.
The Solution: Build Skills, Not Just Knowledge
Instead of relying solely on training, agencies should focus on hands-on skill development. Here’s how:
✅ Clearly define essential skills. What should supervisors be able to do? Your organization can identify these or you can start by looking at the 11 Core Competencies identified by New York’s Office of People with Developmental Disabilities.
✅ Provide real-world practice and feedback. Role-playing, shadowing experienced supervisors, and receiving immediate feedback are key to improving performance. (If you want to deep dive on the incredible efficacy of this kind of training, called Behavior Skills Training, then check out this article by Parsons, et al.)
✅ Create ongoing mentorship. Skill-building takes time and ongoing support. It isn’t a one-and-done process. Supervisors need continued feedback—and what better way to get it than from mentors, whether peer mentors or by embedding a mentorship component into their relationship with their boss.
Final Thought
If you want better supervisors, stop relying on more training as the only answer. Invest in skill-building opportunities, and you’ll see real improvements in leadership, accountability, and DSP retention.
