Precision Supervision: High-Yield Tools for Thriving RBTs and Balanced BCBAs

Hi there and welcome I am Christy Wilson a bcba with over a decade of experience in ABA supervision if you have ever felt like you're constantly putting out fires reacting to problems instead of preventing them you are not alone supervision comes with challenges supporting rbts ensuring client progress and managing administrative demands it is so easy to fall into a reactive cycle feeling overwhelmed and always one step Behind but what if there was a smarter way what if we could prevent those fires before they even started through research and experience I've discovered strategies that shift supervision

from reactive to proactive reducing stress increasing RBT growth and ultimately improving client outcomes and that is exactly what we're going to explore in this training think for a moment about your current supervisory Style Do you find yourself reacting to issues as they arise putting out fires throughout the day or are you able to step back and take a proactive approach setting the stage for growth before challenges even emerge let's take a look at why being reactive doesn't serve you or your team or the clients that you're working with reactive supervision doesn't just create short-term stress

it has lasting consequences for both supervisors and Rbts in the immediate term supervisors find themselves constantly managing stress juggling unexpected challenges and feeling like they are always one step behind this reactive cycle leaves both supervisors and rbts overwhelmed and unsupported the long-term effects are even more concerning research says that inconsistent supervision hinders both Technical and soft skill development in rbts this lack of structured feedback Contributes to frustration lower job satisfaction and higher turnover rates for supervisors the constant crisis management cycle limits professional growth and it increases your burnout too ultimately clients receive lower quality care

when their providers don't have the support that they need to succeed by shifting from reactive to proactive supervision though you can break free of this cycle reduce your stress and create an environment where both you and your Rpts can Thrive the key to a more efficient and sustainable supervision model is a shift from reactive to proactive proactive supervision is about anticipating challenges and preparing your rbts for Success before issues arise it's about providing feedback that focuses on skill development growth and reinforcement in real time instead of waiting for mistakes to happen proactive supervision aims to

prevent those Mistakes by consistently reinforcing positive behaviors providing targeted feedback and setting clear measurable goals the benefits of proactive supervision includes some of these reduce stress who doesn't want that by addressing potential challenges before they escalate you can prevent burnout and frustration continuous skill building Reg consistent feedback helps your rbts to continuously improve their practice With proactive supervision you're not just reacting to mistakes you're helping your rbts build Mastery and confidence in their skills an increased motivation and engagement when rbts know that supervision is not just about fixing mistakes but about supporting their development too

they are way more likely to be engaged and motivated this aligns with desie and Ryan's 20 self-determination Theory which Emphasizes the importance of autonomy competence and relatedness in fostering motivation in proactive supervision assessments feedback loops and regular check-ins become tools for continuous Improvement hadti and temply in 2007 emphasized that feedback is the most effective when it is timely specific and focused on building skills and progress with a proactive approach you'll be able to to identify growth areas provide actionable feedback and help your rbts Make meaningful improvements over time supervisors who Implement proactive feedback systems see

increased competency development in their rbts a higher level of job satisfaction and lower turnover rates proactive supervision Fosters an environment of continuous learning and Improvement benefiting both supervises and the clients receiving services instead of waiting for problems to arise you have a system in place that helps You stay ahead of the curve catching issues early setting actionable goals and measuring progress in real time this proactive approach leads to smoother day-to-day operations less stress for everyone involved and ultimately better results for your clients supervision isn't just about supporting your rbts though it's also about maintaining your

own wellbeing as supervisors we often pour our energy into helping others while neglecting our Own needs raise your hand if you do that but here's the truth your well-being directly impacts the quality of the supervision that you provide proactive supervision isn't just a strategy for your team it's a tool to help you work smarter reduce stress and prevent burnout for yourself balanced supervisors are more effective more creative and and better equipped to support their teams some strategies that you can try In effort of targeting your own well-being and balance as a supervisor could include some

of these establish clear start and end times for your workday avoid letting supervision spill into personal time use tools like the one I'm going to show you in this training to streamline your supervision process leaving you more time for professional and personal growth and fatigue and irritability and decreased motivation are signs that it Is time to adjust your workload or your supervision approach listen to those listen to what your body is telling you now I want you to think for a moment let's pause and reflect how do you currently balance your supervision responsibilities with self-care

write down one strategy that you can implement this week to prioritize your well-being all right so let's talk about Ascend the send RBT assessment is more than just a tracking tool it is a Comprehensive system designed to support proactive datadriven supervision with Ascend you can track competencies anticipate RBT developmental needs and provide feedback before issues escalate it allows you to set clear Milestones structure your supervision and help your rpts grow consistently without the stress of reactive catching up sessions Ascend isn't just for tracking progress it's designed to Foster nurtured development it helps you create an

Environment where growth is continuous not reactive and in doing so it helps you as a supervisor feel more balanced and less overwhelmed by the challenges of the job by the end of today's course you will be able to differentiate between reactive and proactive supervision and understand their long-term impacts on RBT development and supervisor well-being you'll be able to use the Ascend RBT assessment to streamline Supervision processes track competency milestones and provide consistent datadriven feedback you'll be able to set clear actionable goals that Foster RBT skill development and confidence you'll be able to implement feedback loops

and regular check-ins that support continuous Improvement and prevent burnout you'll be able to enhance motivation and engagement in your BTS by Creating a supportive growth focused supervision environment you'll also have access to downloadable resources templates and reflection prompts to help you apply what you're learning in this training to your unique supervision context all right before we dive in let's go over a few housekeeping items here's how this training is going to work you're going to hear several code words throughout the training be sure You write them down as they appear because you're going to need

them for the Post training quiz at the end of of the training you're going to complete a short quiz including these words and once you've passed this quiz you will receive your ceu certificate now feel free to pause or replay sections that you need if you want to process it more or if something didn't make sense you want to look at it again this training is decided to fit your schedule so make It fit your needs I want to share a personal story with you early on in my career as a bcba supervisor I prided

myself on always being being available for my rbts they had a question I responded immediately to answer it if they made an error I corrected it right away if data was incomplete I filled the gaps myself I was constantly troubleshooting always in the weeds and thought that this Hands-On approach was the best way to support my Team but over time I started to feel the weight of supervision in a way that was unsustainable my Cas load was high my stress load was even higher and my focus was not on quality supervision it was on just

getting through I wasn't thinking about developing my rbts or fostering their independence I was thinking about checking the Box handling the immediate issue and moving on to the next Crisis my supervision had become a series of Quick fixes rather than an opportunity for growth for anybody one day I found my myself rewriting an RBT session note at 10 p.m. for the third time that month it hit me finally this wasn't supervision this was micromanagement disguised as support I was so focused on fixing problems in the moment that I wasn't even giving my rbts the tools

to prevent those problems from happening in the first place then one of the rbts I worked with Uh gave me this perspective that changed everything in conversation she reflected on an experience that she had with another supervisor who happened to be a mentor of mine she shared that this supervisor never just told her what to do but instead asked thoughtful questions that led her to reflect on her own understanding and decision-making she said that this approach helped her to feel more confident in applying ABA practices Because she wasn't just receiving instructions she was was actively

thinking through them that reflection stuck with me it made me realize that while I had been focused on making sure my rbts did things correctly I wasn't doing enough to help them develop the skills to problem solve independently I decided to shift my Approach instead of immediately answering questions or correcting Mistakes I started incorporating more reflective questions into my supervision all right hang tight we'll follow up with this experience later on in the training here is your first code word though your first code word is Ascend a c n d Ascend it's important to recognize

that if you've been operating reactively it's not because you're necessarily doing something wrong many supervisors fall into reactive patterns because of system Barriers heavy case loads limited resources and organizational cultures that prioritize quick fixes over long-term Solutions traditional supervision models often focus on compliance and task completion rather than skill development and growth without the right tools and support it's easy to feel like reactive supervision is the only option believe me I have been there but with the strategies that we're going to cover in This course you'll be able to break out of that cycle and

create a more sustainable effective approach to supervision so let's be honest there are some big obstacles standing in the way of proactive supervision maybe you're dealing with feels like there's never enough time in the day to provide thorough consistent supervision maybe you're dealing with that you're managing so many responsibilities that proactive Supervision feels like a luxury that you just can't afford maybe you don't have access to tools that help stream streamline the supervision process or sometimes the systems in place prioritize quick fixes over meaningful development y'all these barriers are real but they're not unsurmountable with

the right strategies and tools like the one that we're going to look at in this training you can overcome them and create a supervision Model that supports both you and your rpds now that we've identified the challenges let's dive into some solutions this framework is designed to help you shift from reactive to proactive supervision using four key strategies identify your RBT strengths and areas for growth and set clear measurable goals provide consistent targeted feedback that reinforces positive behaviors and addresses challenges Before they escalate use data to track progress and adjust goals as needed ensuring that

supervision remains focused and effective and once the RBT consistently demonstrates Mastery of their goals reinforce these skills through applied practice and positive feedback this step marks the completion of a defined supervision phase celebrating the rbt's progress and ensuring that they are fully prepared to apply their Competencies independently with their role each step of this framework is supported by Ascend which provides the structure and tools needed to implement proactive supervision effectively all right first let's look at the first step of this framework assessment and goal setting this step involves identifying your rbt's current strengths and areas

for growth you'll want to conduct a baseline assessment of their skills you know thinking about how They align to the RBT task list or particular competency skills and utilize direct observations to help gather objective data once you've assessed their skills you want to collaborate with your rbts to set clear metrical goals research shows that goal setting is the most effective when our goals are specific achievable in time bound right this approach not only provides Direction but also Fosters motivation and engagement structured performance Feedback and goal setting has been shown to enhance staff performance by providing

clear expectations and measurable outcomes so now I want to show you a little bit more about this Ascend RBT assessment tool that I've been telling you about and how you can utilize it to simplify and enhance this process for yourself so the Ascend RBT assessment tool Ascend stands for achieving Success Through competency ethics and nurture Development this tool is designed to make your supervision process more efficient by providing clear structured feedback that aligns with your rbt's development goals across multiple competency areas so we're going to take a moment to look at a live demonstration and

I'm going to show you exactly how to set up the assessment we'll walk through how to prepare for an assessment session including identifying key competencies Setting clear expectations and encouraging RBT self assessment this step will help create a collaborative environment where rbts can feel engaged in their professional growth from the onset then we'll looked at how to conduct the assessment so we're going to examine the different parts of the Ascend tool including the main assessment the sub assessments and the prioritization sheet and then I'll demonstrate how to evaluate an rbt's Overall performance in the designated

task focusing on their competency ethical decision- making and professional development M this approach ensures a comprehensive understanding of your RBT skills and their behaviors based on holistic observations and outcomes rather than just isolated session data next we're going to look at how to individualize the assessment needs so once the assessment data is collected We'll focus on tailoring the supervision approach to meet the unique needs of each RBT which involves identifying specific strengths and areas for improvement using both qualitative and quantitative data utilizing the prioritization sheet to rank competencies based on their impact on client outcomes

and the rbt's professional development goals we'll look at customizing developmental plans to fit each rbt's goals considering Factors like learning style case load and personal challenges this ensures that supervision is not only effective but also meaningful to the RBT we'll incorporate these results into feedback loops and finally embed them into individualized conversations with your ongoing supervision process so I'll guide you through collecting a follow-up plan to revisit competencies over time and measure progress we'll look at integrating feedback into routine Supervision sessions for continuous Improvement and encouraging reflection and self-monitoring by rbts to foster a growth

mindset and long-term development so let's go for our walk through of the ENT RBT assessment all right let's take a look at this Ascend RBT assessment that we've been talking about in this training so the Ascend RBT assessment again is a tool to be utilized in supervision to help streamline Competencies while giving you quantitative data for example that could be used towards an annual assessment or a quarterly assessment there are multiple topics within the assessment so for example with this one we're going to be looking at feedback utilization as the topic or skill of this

assessment and you'll also see each of these main topics is broken down into five subtopics with feedback utilization We're going to be looking at receiving feedback openly feedback comprehension applying feedback in practice seeking clarification and followup and feedback reflection you're going to see spots on this main assessment page for the rbt's name the supervisor's name and a proposed state of reassessment on the left here you're going to see spots for RBT self assessment as well as the supervisor assessment Scores there is going to be an insert date option here next to each of these so

like you can see I erased the insert date and put February 2025 as an example for this assessment in these spots here so in this line for the T initial assessment and this line for the supervisor initial assessment is where you can input scores our scoring criteria is below scoring between 1 and 10 based on these different um criteria so let's put in Some random self assessment that our RBT gave us and again this self assessment can be done before you come to session it can be done as a part of session it can it

really is going to be based on what works best for you and your RBT and the RBT based on the schedule of Demands that they have um certainly to support an alignment with their well-being is going to try to figure out how to fit this into time that they are already Paid for instead of asking them to do something off the clock so we've got our RBT initial um assessment self assessment here and as a supervisor we're going to go through and do the same thing so for example we're thinking about receiving feedback openly with

our rpt um we feel that the rpt actively welcomes feedback and engages with it openly demonstrates interest and growth and thoughtfully reflects on feedback so We're going to give them a score of seven here feedback comprehension we feel they're usually interpreting feedback correctly with occasional need for clarification and then showing some awareness of areas for needing Improvement so we're going to give five here so let's look at applying feedback in practice we feel that the RBT effectively applies feedback with Consistent positive results demonstrates proactive effort to refine skills and sustain improvements we'll give them an

eight here we're going to do the same obviously for the other two for the purposes of demonstration let's just throw in some scores here so we've got our initial assessment done we've scored based on our criteria below between zero and one for each of our five subtopics you'll notice here that the total score Is given in an average in a percentage we're going to see a couple of graphs here on the bottom I'll show you those real quick um so the graph score is going to compare the RBT initial it's going to compare the RBT

and the supervisor across all so right now we only have data in for the initial assessment and Compares again the RBT to the supervisor feedback when we have all four um spots potential spots filled in so we'll give this reassessment here Just to show you for purposes of the data we'll see the supervisor the RBT reassessment comparatively and the supervisor reassessment comparatively in this next graph we're going to see the rbt's scores um comp their self assessment scores comparatively between the initial and the reassessment on the supervisor assessment graph we're going to see the same

but it's going to be between the Supervisor initial and the supervisor reassessment scores there's also a graph that will be created for the initial assessment scores comparatively between the RBT and the supervisor and then the same for the reassessment scores between the RBT and the supervisor you'll see those comparative here so there's a lot of different graphs created based on how you want to use the data and what you want to do With it how you want to represent it um how you can utilize these supports in any further documentation that you utilize these assessment

tools for so we're going to go back to the main assessment here um we have filled in our scores we've got you know kind of got our average we've looked at our um scoring criteria so further down at the bottom you're going to see um ratings and recommendations and if further sub Assessment or prioritization is recommended for the particular topic so you notice that all of this is colorcoded we're going to take a look at this total score percentage and the color that it corresponds to here on this rating scale so we know that you

know here both of these averages give us a 70% um or within the 70% so we're going to be here and the recommendation for further um further looking at the particular subtopic of feedback Utilization is recommended there are a couple more tools that we can utilize past this point one of the tools is sub assessments for for each of these five subtopics the other tool is a a prioritization worksheet so obviously we don't want to bite off too much at a time when it comes to supporting change or um goal setting so our skill prioritization

sheet which there is an active link here To go right to that sheet gives us the opportunity to look at each of our score areas and prioritize what we want to tackle first and how we want to do it so if we look back at our main assessment we see that our lowest scored areas are he this receiving feedback openly and feedback comprehension so we can go back to our skill prioritization sheet and see that we want to look at Receiving feedback openly and feedback comprehension so now this next step is to be able to

go through with your RBT and look at their thoughts and feelings in relation to each of these growth areas as well as the effect that it has on the case so with receiving feedback openly let's say that our RBT has high interest in this it is something that they um really want to work on the frequency of using receiving feedback openly is pretty consistent um We regularly apply the skill in daily tasks the severity of its impact um you know she's not terrible our rpt is not terrible at it so there's some challenges but they're

manageable um the impact on the client we we know that it's um could lead to potential issues in Service delivery and then time sensitivity um you know it can be addressed in a reasonable time frame it's not terrible terrible so that gives Us a score of around 18 and we'll see down here that falls in the medium priority based on the prioritization of the colors here so with feedback comprehension um low interest in this particular top IC um moderate severe is you know it's it's not terrible but there are things we want to work on

it impacts our client um but there's low urgency to it so this one falls under a 12 which again is Medium priority so if we were to look for example at um some lower scores you can already see the difference where based on the feedback comprehension scores we inputed it is identified to be closer to a low priority compared to the scores that we have for receiving feedback openly are more of a high a medium priority so based on our scores here it's suggesting that we are going to Target receiving feedback openly First so we

have all of this on the skill prioritization sheet and now we can utilize is the next tool that I had mentioned the sub assessment so if we go back to the um main assessment we see that we have five different um subtopics up here Each of which is correlated to a live length that takes you to the sub assessment we can also get to our sub assessment from the skill prioritization sheet by clicking the live link So based On our skill prioritization sheet receiving feedback openly is going to be our assessment that our sub assessment

that we want to Target potentially so we open our sub assessment and it's very similar to the main assessment um it breaks down that particular sub assessment into or the it breaks down our sub topic into 10 sub assessment topics that are all part of or related to or build upon each other to Contribute to the subtopic so receiving feedback openly we're going to look at displaying openness to feedback refraining from defensiveness demonstrating a growth mindset showing active listening during feedback asking clarifying questions maintaining a positive body language expressing appreciation for feedback demonstrating emotional regulation

accepting responsibility for growth areas and following up on Feedback so here's our description for each of those and we are going to utilize our rating score to to give a score here and so ideally this is going to be done with your RBT um to look at further breaking down our subtopic into be more specific and targeted areas of growth to focus again you have a a total score that gets calculated um I'm just going to throw in some random scores and again you're Doing this with your RBT so we're going to see that we've

got um a score here that we want to keep working on we're this is going to identify for us some of our lower areas you know we've got showing active listening during feedback accepting responsibility for growth areas and following up on feedback as potential specific um skills or behaviors that we want to Target so keeping this in mind um these Are going to be your things that you want to goal set around to continue to work on with your RBT um there are sample goals also for each of the correlated subt um sub assessments which

are again there's active links here that take you to it and on these sample goals it just breaks down each of these 10 growth areas in the sub assessment to be more specific and suggest um potential goals so feed you know follows up on feedback was one of ours that was Lower so here's our skill Development Goal the action steps and the evaluation method so as we look at making our goals smart goals we may um utilize these sample goals as part of that project by all means you do not have to use this um

any of these sample goals but they're examples you know the the main piece of this tool is to help your practice to become more efficient to not only become more efficient but to make It um stronger and more effective you know minimizing the response effort of you as a supervisor as well as the RBT but still not minimizing the impact of supervision or the um effort of positive change to make in your rbt's life and treatment and all of the things so my hope is that this tool is able to help your practice become more

effective um this is going to offer that opportunity for feedback loops and you're going to be working with your RBT Side by side um at utilizing this tool you're going to be getting those self assessment um feedback from your RBT you're going to be talking in collaboration with your RBT about the assessment scores you're going to be utilizing the skill prioritization sheet to identify not only where is the most impactful place to affect treatment but what interests the RBT also because that is just as important they you know having their input having their Collaboration is

going to make your supervision a more effective experience for them it's going to show your investment in them and give them an increased ownership of what's going on for them in their supervision experience which will increase their motivation and willingness to participate um it becomes a positive um trickle effect again if you have any questions um about anything with the assessment Feel free to reach out to me I'd be happy to answer questions or support your usage of um utilizing this tool and develop it right into your practice an important part of proactive supervision is

empowering your rpts to take ownership of their development one effective way to achieve this is by having the rpts complete a self assessment before the supervision meetings this encourages them to reflect on their competencies identify areas Where they feel confident and highlight where they need support research supports the effectiveness of self assessment and supervision self- assessment Tools in Behavior Analysis promote greater self-awareness and autonomy and supervise ease leading to more effective supervision outcomes additionally Daniels and Bailey in 2014 demonstrated that self-monitoring combined with supervisor feedback Results in Faster skill acquisition and increased confidence among Behavior

technicians self assessments help bridge the gap between supervisor expectations and RBT perceptions making supervision sessions more productive and focused sellers Valentino and LeBlanc in 2016 emphasized that reflective supervision including self- assessment practices Fosters critical thinking and continuous Improvement enhancing both the supervises and the supervisor's Experience time for a reflective prompt I would like you to pause and reflect think about your current supervision process how often do your rbts actively contribute to their developmental goals dot down one way that you could incorporate self assessments into your next supervision session now it's your turn to apply what

we've learned let's practice I want you to identify one rbt's strengths what is A skill that this RBT consistently demonstrates well so think about one of your rbts and identify one of their strengths then identify a growth area for this same RBT what could this RBT improve on then we're going to set smart goals write a goal that is specific measurable achievable relevant and time bound based on the growth area that you identified taking time to personalize your supervision in this way ensures That your feedback is both actionable and meaningful while self assessments are a

valuable tool rbts May encounter barriers when integrating them into their routine let's explore some of these common challenges and then practical solutions to ensure successful implementation some rbts may view self assessments is just another task rather than a tool for growth as a solution you could try to frame the self assessment As an opportunity for the rbts to guide their own development rather than a mandatory exercise emphasize how their input shape supervision goals and gives them a voice in the process RBT may also struggle to find time to complete these self assessments before supervision meetings

try to keep these self assessments brief and targeted them use the Ascends customizable templates to focus on specific competencies rather than a comprehensive review every single time might feel unsure about how to objectively assess their performance a solution you could try could be to provide clear criteria and examples walk your rbts through a sample self- assessment during an initial supervision session to ensure that they understand the expectations encourage them to reflect on specific behaviors and Outcomes rather than General findings of success or failures by addressing these barriers proactively you'll create a supervision environment where rbts

feel empowered engaged and motivated to take an active role in their professional growth all right so let's go back to the story I was telling earlier I changed my supervision approach and began asking more reflective questions of my supervises you know questions like what Do you think the function of this behavior is how do you know what could you do differently next time or what ABA principles apply here and why at first my rbts were caught off guard they were used to being given direct answers but over time they started thinking more critically applying ABA

Concepts more effectively and feeling more confident in their own decision making the most surprising part my case load didn't get any smaller but my job Somehow got easier my rbts were learning more they were practicing better and becoming more independent in their work I no longer had to answer the same questions repeatedly or consistently fix mistakes because they were developing the problem solving skills to handle challenges on their own as a result my supervision became more effective and my stress levels actually decreased I was still busy but I felt in control and my time was

spent guiding rather Than putting out fires and to be honest guys it also made the supervision experience a lot more fun for me and for the RBT now this shift didn't happen overnight and it took intentional effort to change my habits but the difference that it made in my Effectiveness as a supervisor and in my own well-being was undeniable I wasn't just managing my case load anymore I was leading a team of rbts who were thriving and as they Grew so did I that's why I am so passionate about helping other supervisors make the same

shift proactive supervision isn't just about reducing stress it's about fostering a culture of growth confidence and continuous Improvement I want to take a look at a few different case studies see if you can relate to any of them so first let's dive into a case study that highlights the shift from reactive to proactive Supervision here's our scenario Alex here a bcba is supervising an RBT named Taylor Taylor consistently struggles with accurate data collection Alex finds himself frequently correcting Taylor's mistakes after the fact which is leading to frustration and growing a sense of burnout for the

both of them in this picture doesn't he look burned out what do you think that you would do with this situation we could respond reactively Alex could Wait until errors occur addressing them during supervision sessions and provide General feedback like Taylor you need to be more careful with data collection and in this case Taylor will likely feel criticized and overwhelmed and the same mistakes are likely to continue or we could respond proactively instead of waiting for errors Alex could conduct a baseline assessment of Taylor data collection skills this would identify specific gaps Such as misunderstanding

how to record partial interval data and together they could set smart goals for example by the end of the month Taylor will achieve 90% accuracy in partial interval data collection across three consecutive sessions Alex could then provide real-time feedback during observations and reinforce Taylor's improvements and they also could encourage Taylor to complete the self assessments before the supervision meeting to look at these Particular skills over time Taylor's data accuracy would probably improve and both the supervisor and RBT experience would be less stressful and more satisfactory now I want you to pause and reflect think about

a time that you've had to repeatedly correct in rbt's performance write down how a proactive approach like the the one we talked about Alex using could have changed the outcome after you take this time to Reflect write down our second code word our second code word is balance b a l a n c e balance proactive supervision looks different depending on the environment right let's explore two case studies to see how strategies can be adapted based on the environment Jamie supervises an RBT Chris who works in a client's home setting Chris struggles with staying consistant

due to frequent family interruptions and a lack Of structure Jamie feels reactive often addressing issues after they occur a proactive way to address this situation could look like Jamie collaborating with Chris to set clear expectations for managing distractions and together they create a structured supervision plan they can schedule regular check-ins and use the Ascend RBT assessment to track competency Milestones focusing on flexibility within the home Setting now let's like a Jordan who oversees multiple rbts in a busy clinic setting one RBT Sam shows signs of burnout due to high case load and limited feedback Jordan's

reactive approach has been to offer support only when Sam voices concerns or to be proactive Jordan could Implement regular feedback loops and schedule bi-weekly reflection sessions with Sam instead they can use the asend rpt assessment to monitor workload Balance and set goals for professional growth ensuring that Sam feels supported before burnout escalates so let's pause and reflect which supervision environment do you relate more to the home or the clinic write down one proactive strategy from the these case studies that you can apply in your own setting now it's your turn to think critically about a

complex supervision scenario you are supervising Riley an RBT who excels in technical skills but really struggles with interpersonal communication when interacting with a client's family Riley becomes defensive when feedback is provided and you find yourself avoiding the topic to prevent conflict has anybody been there what would you do in this situation I want you to write down a proactive supervision strategy that you can use to support Riley's development while maintaining a positive supervisory Relationship after reflecting consider how strategies like goal setting self- assessment and positive reinforcement could help Riley to improve their interpersonal skills without

feeling criticized now we get into the second step of our framework which is proactive feedback this means providing consistent targeted feedback that focuses on reinforcing positive behaviors and addressing challenges before they Escalate effective feedback is timely specific and constructive according to hatti and temply in 2007 feedback has the greatest impact when it is immediate and focused on task related behaviors rather than personal attributes proactive feedback significantly improves RBT performance as immediate and targeted feedback not only enhances skills but also increases confidence and engagement with the Ascend rpt Assessment you can document feedback in real time

ensuring that your rpts receive regular guidance and support this proactive approach prevents small issues from becoming bigger problems and helps your rbts to stay on track with their development now that you've explored proactive feedback techniques let's dive into what happens when challenges arise to despite your best efforts here are some real world troubleshooting Scenarios and strategies to handle them all right here's the Stitch you notice that one of your rbts Taylor frequently misses supervision sessions citing schedule conflicts and last minute emergencies what are some troubleshooting steps that you could consider well first you might want

to consider the root cause is this a scheduling issue or is the RBT feeling overwhelmed Then you could work with Taylor to find a proactive solution use the Ascend RBT assessment to create a consistent supervision schedule collaborate with Taylor to identify the barriers and adjust expectations as needed now reflect real quick write down how you would approach Taylor what proactive strategies could you implement to prevent this from becoming a recurring issue here's another situation your RBT Sam becomes defensive when receiving constructive feedback and often shuts down during supervision sessions here are some troubleshooting steps that

you could try let's start by reframing feedback focus on strengths before addressing areas of improvement use specific behavior-based language and then some collaborative goal setting next involves St and identifying areas for growth to Foster Ownership and reduce defensiveness take a moment to reflect think of an RBT who struggled with feedback how can reframing your approach create a more collaborative supervision environment jot down a sample feedback statement that you might use in our last situation one of your rbts Chris is inconsistent with data collection leading to gaps in client progress tracking how could we troubleshoot this

One first let's identify the gaps ucsn RBT assessment to track data patterns and identify specific areas of inconsistency then provide realtime feedback observe christen's session and offer immediate feedback on data collection techniques and then set some smart goals with him collaborate on a goal like achieve 95% data collection accuracy for three consecutive sessions again take a moment to reflect Outline how you could address inconsistent data collection with one of your rbts what proactive steps can you take to ensure accuracy moving forward this brings us to our third step in the framework continuous data collection and

reflection we know that data is the backbone of anything we do in ABA including effective supervision it helps you monitor progress identify patterns and make informed decisions about your Rbt's development research in AB a highlights the importance of datadriven decision-making sellers Valentino and LeBlanc in 2016 demonstrated that regularly reviewing performance data allowed supervisors to adjust goals and strategies effectively leading to better developmental outcomes for rbts newer approaches also emphasize using technological tools like the Ascend RBT assessment to simplify data Collection and interpretation reducing administrative burdens while enhancing accuracy using Ascend you can easily collect and

analyze data making it simple to track progress over time reflection is also key take time to review the data with your rbts discuss successes and challenges and collaboratively decide on next steps this Fosters a culture of continuous Improvement in accountability data collection is only Effective when it is paired with reflection reviewing performance data helps identify patterns and guides your supervision approach let's pause and reflect think about how you currently collect and new supervision data write down one strategy that you can Implement to make your data collection more efficient and meaningful let's practice giving proactive feedback

complete the Following exercise first choose an RBT session think of a recent session that you had then identify a positive behavior what did that RBT do well next write a feedback statement craft a feedback statement that is timely specific and focuses on reinforcing the positive behaviors providing feedback like this not only reinforces positive behaviors but also Fosters a supportive Supervision environment once you're done with this practice activity let's write down your third code word our third code word is growth GR o WTH growth all right our final step in the framework is to solidify Mastery

and celebrate achievement once your RBT consistently demonstrates Mastery of their goals it's important to reinforce these skills through apply practice and positive Feedback this step marks the completion of a defined supervision phase celebrating Achievements not only acknowledges the hard work of your rbts but it also reinforces the behaviors and skills that you want to maintain desie and Ryan in 2000 in their self-determination Theory support the idea that recognition and positive reinforcement are key drivers of motivation job satisfaction and long-term engagement in professional Development with Ascend you can easily track where goals are met and document

these Milestones taking time to celebrate progress keeps motivation high and prepares your rbts for the next set of challenges ensuring continuous growth and development okay so let's go back to my story again after shifting my supervision style from reactive to proactive I saw major improvements in my rbt's confidence and problem solving skills but there was Still a challenge how could I make this process more structured more consistent and easier to manage across a high case load I knew that consistent learning clear expectations and actionable feedback were key to RBT growth but balancing all of that

while juggling other responsibilities felt so overwhelming still that's when I realized I needed a better system one that would take the guest work out of supervision and help me provide Structured high quality feedback without adding more to my plate that's why I created Ascend Ascend is a tool designed to streamline supervision track competency development and support long-term RBT growth in a way that was both effective and sustainable with Ascend I could track RBT progress over time and identify gaps early I could provide structured actionable feedback tailored to each rbt's individual growth areas I could Reinforce

learning consistently rather than just correcting mistakes when they happened and it has helped me support my rbts at taking ownership of their development by giving them a clear road map for improvement as I implemented Ascend with my rbts I noticed something even more meaningful than just skill development my rbts felt truly valued in the supervision process they understood that supervision wasn't just about checking Boxes or evaluating their ability to run a program they could see that I was fully invested in their learning growth and success not just in the direct application of ABA but in

all aspects of their professional development they felt appreciated as individuals knowing that I cared about helping them become the best professionals that they could be not just great Behavior technicians on the floor but strong communicators collaborative team members and ethical Decision makers they saw that I wasn't just there to correct their mistakes I was there to guide them support them and to help them build careers not just jobs the more I develop the more passionate I become helping rbts grow beyond their session work developing the confidence and skills they need to thrive in all aspects

of their role and desend gave me the structure and tools to make that Vision a reality while proactive supervision Offers many benefits integrating tools like Ascend into your practice can feel overwhelming it's common for supervisors to have concerns when adopting new tools or shifting their supervision approach let's explore both the common barriers and fears that supervisors May face along with practical solutions to overcome them supervisors often feel that they don't have enough time to conduct Detailed assessments and provide consistent supervision alongside their other responsibilities have you ever felt that way because I know I have

one solution that we can take into consideration is using ascends built-in templates and automated tracking features to reduce the time spent on setup and documentation start small by incorporating quick sub assessments into your routine and gradually expand to full assessments as you become more Comfortable additionally streamline supervision sessions by focusing on high priority competencies identified through Ascend so right here we're looking at utilizing the multiple different assessment options as well as the prioritization worksheet which can help focus in on what it is we want to be working on so that we're not trying to bite

off all parts of the assessment to fix at one time next how about the learning curve With new technology adopting a new tool can feel intimidating especially when juggling a full case load take into consideration that it is natural to feel uncertain when using new technology take advantage of asen's training resources and support materials begin with a basic features like the main assessment and you can gradually then explore to more advanced tools as your confidence grows remember you don't need to change everything overnight Small consistent adjustments lead to Lasting improvements here again how do you

eat an elephant one bite at a time some supervisors May worry that using a structured tool like Ascend will limit their flexibility or personal style take into consideration that Ascend is designed to complement not replace your expertise this tool provides structure for efficiency but it leaves room for personalized feedback And goal setting think of it as a framework to enhance your supervision not a rigid system to follow rbts might be hesitant about increased assessments or feel nervous about being evaluated more frequently frame Ascend as a collaborative growth opportunity emphasize how it helps identify strengths and

support professional development encouraging rbts to participate in self assessment And goal setting Fosters a sense of ownership over their growth and reduces their anxiety supervisors may feel overwhelmed by the volume of data generated through continuous assessment know that if you focus on the most critical competencies first using the prioritization sheet to target areas that have been greatest impact on client outcomes this can help the overwhelm regular manageable data reviews to Prevent backlog and use asen's visual progress tracking to simplify complex data sets here's one that most of us have probably encountered unfortunately organizational pressures and

systemic barriers heavy case loads limited resources and organizational demands can make proactive supervision feel like a luxury share the long-term benefits of proactive supervision with your organization highlight how it leads to Better outcomes for rbts and supervisors alike when possible advocate for systematic changes that support proactive practices like allocating dedicated supervision time or adopting streamlined tools like Ascend by addressing these barriers and common fears you can integrate Ascend into your supervision routine effectively and with confidence remember this isn't about overhauling everything at once it's about taking manageable Steps towards a more balanced and effective supervision

process you may identify there's a lot of things you want to change in your supervision and that's okay there may be a few things you want to change and that's okay too but remember any small step in the right direction is progress now our fourth code word is here take a time to write it down our fourth code word is proactive P act Ive proactive let's pause and Reflect consider the barriers that we've discussed identify the barrier that resonates most with your current supervision challenge write down one actionable step that you can take to overcome

it to recap this framework that we've been discussing includes four key steps assessment and goal setting identifying strengths and then setting clear measurable goals proactive feedback providing consistent targeted feedback That reinforces positive behaviors continuous data collection and reflection using data to track progress and adjust goals and solidifying Mastery and celebrating achievement reinforcing Master skills and celebrating success before moving on to new goals pause and reflect review the framework and reflect on which Step you feel most confident in and which Step you'd like to improve write down one goal for enhancing your Supervision practice based on

this reflection to help you implement this framework we've included downloadable resources such as goal setting templates feedback checklists and supervision tracking forms these tools will help streamline your process and ensure consistency in your supervision sessions but remember this framework isn't just about helping your rbts grow it's about creating a balanced supervision practice that Supports your own well-being too proactive supervision reduces stress prevents burnout and allows you to focus on what matters most fostering growth for both your team and yourself take time to pause and reflect reflect on how proactive supervision could improve your own work

life balance write down one area where you can apply this model to reduce stress and enhance your own professional satisfaction now that you have a Framework it's time to put it into action start by reviewing your current supervision practices identify areas where you're being reactive and think about how to shift towards a more proactive approach pause and reflect what is one area in your supervision where you feel more reactive write down a strategy that you can Implement to shift towards a more proactive approach but don't forget your Well-being is part of this journey supervision isn't

just about checking boxes or hitting goals it's about creating a sustainable fulfilling role for yourself as a BCD a pause and reflect what is one self-care strategy that you can integrate into your supervision routine write down how this strategy will help you maintain balance and Effectiveness in your role use the tools provided in this Course to help structure your supervision sessions set specific goals with your rbts provide regular feedback and use data to guide your decisions and don't forget to celebrate achievements along the way recognizing progress is key to maintaining motivation and engagement the transition

to proactive supervision might take time but the benefits are so worth it y'all you'll find yourself less stressed more effective and better able to support Your rbts in their professional growth it's time for our fifth word our fifth code word is Clarity CL a r it Clarity if you have any questions or need additional support man I got you covered check out the resources troubleshooting guys and additional materials you can also reach out to me if you need support or assistance with Ascend or supervision strategies I encourage you to connect with other supervisors in your

network Also sharing experiences and learning from each other can be incredibly valuable as you implement new strategies additionally consider exploring professional development opportunities to continue strengthening your supervision skills and competencies thank you so much for participating in this training I hope that you've gained valuable insights and practical tools to enhance your supervision practices Before you go don't forget to complete the post training quiz using the code words that we've collected once you've passed the quiz you'll receive your ceu certificate I appreciate your dedication to professional growth and supporting the development of your rbts here's a

smarter and more effective supervision and a more balanced fulfilling role is bcba for you thank you now that you've completed this training it's time to take action to Make the most of what you've learned I've outlined a simple 30-day action plan to help you integrate proactive supervision strategies into your daily routine during week one let's set the Foundation review your current practice reflect on how you currently supervise and identify one area where you tend to be reactive then let's implement the Ascend assessment choose one RBT to utilize for being able to practice Ascend focus on

Setting clear measurable goals after week one reflect write down how your first Ascend assessment went what worked well and what adjustments could you make in week two we're going to build proactive feedback loops provide timely feedback focus on giving feedback that is immediate specific and constructive encourage rbts to use self assessment have your RBT complete a self assessment before your supervision Meeting and then create a feedback script for one of your rbts that highlights both strengths and areas for growth in week three we're going to focus on strengthening data collection and reflection collect continuous data

use as send to track rpt progress in real time schedule reflection time try setting aside 15 minutes at the end of each work week to review supervision data and reflect on what's working and then reflect write down one Insight that You gained from your data review how will you adjust your supervision approach based on this information and then in week four focus on solidifying Mastery and celebrating success acknowledge accomplishments celebrate RBT milestones and reflect on your own growth as a supervisor and adjust supervision goals identify new goals based on the progress made over the last

month and then here's your last action Step list one RBT Success story from the past month and describe how proactive supervision contributed to that success and then one final reflection how has proactive supervision changed your approach what's one long-term goal that you'll set for yourself to continue refining your supervision practice by following this action plan you'll not only support your rbts more effectively but you'll also create a Supervision process that is sustainable efficient and fulfilling for you as a bcba the journey to proactive supervision starts now let's keep building on this momentum throughout this training

we focused on supporting rbts and strategies to prevent burnout while providing supervision but now I want to take this bonus time to shift to focus on you the bcba your well-being is just as Important and prioritizing self-care isn't just about feeling better it's about being a more effective leader making better decisions and sustaining your passion for this field when you take care of yourself you show up as the best version of yourself for your rbts your clients and your own career growth supervision is one of the most rewarding parts of being a bcba but if

you have ever felt exhausted stretched Too thin irritable or like supervision is just another demand instead of a passion you're not alone in this bonus module we're talking about supervis selfcare because a burned out supervisor can't provide effective supervision we'll go over the three biggest burnout risks quick fixes and simple daily habits to help you take care of yourself while taking care of others all right I want to start with a personal story this topic is near and Dear to me because over my career I've experienced multiple points of burnout and every single time the

signs were the same irritability exhaustion and a creeping thought do I even want to keep doing this each time I hit burnout I could trace it back to the same core issues taking on too much failing to set boundaries between work and my personal life and pretending that I enjoyed something that deep down wasn't fulfilling me Anymore what I've come to learn about burnout is that it's not something you fix once and never deal with again it's a continuous growth opportunity managing it requires ongoing self-awareness protecting my well-being and making decisions that align with my

values many years ago in my first job after completing my master's program I found myself at a Crossroads the slow steady buildup of burnout didn't just impact my work it steeped into my Personal life straining and ultimately damaging my most important relationships and the result divorce loss of friendships and a painful realization that my job had taken more from me than I had ever intended it to now at that time I was in a high level position as a Clinical Director the title felt great it validated my hard work and my professional growth but the

company that I was working for at the time didn't align with my personal Values nor did they support a work life balance I felt like I needed to always be available constantly checking emails answering calls and working late into the night I had convinced myself that my presence was essential that the company needed me at all times and then came a profound moment while I was in therapy one that changed my perspective entirely my therapist looked at me and she said no matter your title no matter how important you think you are you are Replaceable

at your job but in your personal life that that is where you're irreplaceable Now that statement hit me really hard as you can imagine I had sacrificed my well-being and my relationships for that job that at the end of the day would replace me in an instant especially if I burned out completely the true cost of my lack of boundaries wasn't just exhaustion it was losing touch with who I was and what Truly mattered to me a funny little anecdote about that at this time too I was job searching again not knowing what I wanted

to do um I love the field of ABA but I was exhausted you know we've we've kind of all been there I'm sure at a certain point and as I was searching through indeed I found a job posting for our local like bug exterminator company that had pretty good pay and I remember texting my husband Saying what if I just go work with bugs you know they pay good it it's not people I'll just go work with bugs and then thankfully said no you're not that desperate let's figure out what's broken and let's fix it

so since then I have learned that burnout is not just about overworking it's about losing yourself in the process now passion is important to me and when I'm not acting in alignment with that it takes the toll on every Part of my life after coming to the realization that I was the cause of my burnout my perspective my behaviors my lack of boundaries I knew that if I want wanted things to change I had to change I started slowly making shifts in both my mindset and my daily habits I began balancing my schedule blocking out

time to complete work demands and setting limits on how much of myself I was going to give to my job outside of Work hours I turned off my phone at a set time each night and I made a habit of leaving my computer in the car or at the office so that I wouldn't be tempted to work into the night these small but intentional changes started to bring back back a sense of control and balance in my life but even with these adjustments I eventually reached another realization this job was no longer in alignment with

my passions and goals and so like many Of us do at this point in their careers I made the decision to leave with a fresh start at a new job I felt hopeful but it also brought out the same personality traits that had contributed to my burnout in the past I wanted to work hard I wanted to be important I wanted to be well-liked and accepted I wanted to be successful and slowly but surely I started creeping back into the same old patterns patterns that I had worked so hard to break I didn't work as

Late until the night before but I still made myself too available I had no clear boundaries on when I would stop responding to messages or phone calls I took on too many cases because I didn't know how to say no I worked more billable hours than required not because I had to but because it felt good to receive praise for my work ethic and before I knew it the imbalance had returned and so had that familiar feeling of exhaustion and Frustration here I was once again questioning whether I even wanted to stay in the field

and why because I let my boundaries slip because my values became cloudy because I fell back into the habit of prioritizing work over my own well-being see I told you this was constant work right so there I was again at a Crossroads once more I had figured out what truly worked for me and what didn't I needed to redefine what was in alignment with my ultimate goals and Values I started setting clearer boundaries and developing self-care practices But ultimately these didn't align with the company I was at which brings me to where I am today

recognizing that I had hit burnout again in my career I made it my continual mission to prevent myself from ever reaching that place again two times was too many this wasn't just about fixing my schedule or setting surface level boundaries it was about deep Self-awareness and defining my non-negotiables one of the strongest values that I identified in my job search was that my family would absolutely come first if a job couldn't support that then we weren't compatible plain and simple and yes there have been times that I have had to let go of really good

opportunities that didn't honor this core value but in the end when I have honored my boundaries and stayed in Alignment with what truly matters to me I have always felt better I have felt happier healthier and more trusting of my place in this field because I know that I am here for a reason and it's not just because I love this work it's because I meant to do this work but only if I can do it in a way that sustains me this is an everyday practice for me every single day I face decisions should

I take on more cases should I commit to this new project should I say yes to This opportunity and I've had to learn to pause before answering to check in with my boundaries and values and to make sure that when I say yes it's a strong yes not a people pleasing obligation filled yes I take intentional steps to prevent burnout not as a one-time fix but as a Daily Commitment I set boundaries I identify my non-negotiables and stick to them I remind myself that my worth isn't measured by how much I work but by how

Well I take care of myself so that I can show up fully for my clients my team my family and most importantly for myself I'm not perfect I still definitely have growth to do I still make mistakes and I still have to remind myself to stay in alignment with my values but here's what I know for sure burning out in this field is not an option for me and because of that my best efforts are no longer placed in just working Harder They are placed in self-care and burnout Prevention my experiences have completely changed who

I am and how I work I realized that if I didn't take care of myself I couldn't be the best supervisor and this is why I am so passionate about supervision it starts with us as supervisors to help build a field that is healthy and balanced when we find that balance within our own practice we are able to touch the lives of others especially our supervises with that same light we know all too well That this field is a high burnout field and why are we okay with that in this bonus burnout prevention toolkit I

want to share with you some practical strategies that I have used to Target my own personal burnout and realign myself in this field so that I can gift others with that same light and they too can continue shining bright in this field that we all love so much now it's important to realize that burnout isn't just a feeling it's a Cycle that impacts your work work your stress levels and even your ability to make decisions here are the three biggest burnout risks for bcba supervisors emotional exhaustion constantly solving problems and answering questions all day drains

your energy the signs for this emotional exhaustion can typically look like feeling mentally drained irritable short-tempered or struggling to focus during Supervision compassion fatigue supervisors take on the emotional weight of their rbt's struggles right typical signs for this can look like feeling overly responsible for your RBT performance or struggling to emotionally separate from work and work life spill supervision bleeds into our personal lives y'all checking emails at night thinking about work non-stop signs of this can typically Look like feeling like you never mentally clock out or wondering if you should leave the field alt together

so how do we prevent these from taking over our supervision experience let's go over some simple actionable fixes for each of these burnout risks quick fix one managing emotional exhaustion our first burnout risk is looking at emotional exhaustion that feeling of always putting out fires the Solution let's use structured time management strategies to gain control over your schedule and your energy this includes setting supervision office hours strategically time blocking your schedule to plan weekly demands and establishing boundaries for non-negotiable priorities so let's look at the fix time management and boundaries you could try setting supervision

office hours so instead of Answering questions all day set specific times that your supervises can check in when thing that was really helpful for me was to schedule supervision sessions ahead of time block off time for your supervision sessions in advance to create a structure prevent last minute scheduling stress and ensure dedicated Focus time for each of your rbts using time blocking for weekly demands was also helpful um planning out blocks of time for tasks such as Documentation supervision prep and personal development ensuring that the workload feels more manageable another thing that has been helpful

is to include email time blocks so instead of checking emails all throughout the day I started setting specific blocks for email management which helped me compartmentalize the work and prevent distractions throughout the day when I was balancing home and school contracts in my previous job I set Boundaries to follow my schedule as much as possible now I know things um changed every so often or most of the time but instead of doing this halfhazard and going to a schedule change haphazardly I adjusted the time blocks in the in the morning and then tried my best

to stay Integrity with that new schedule and when unexpected changes came up I knew that there were things I had to drop and that needed to be okay the most important piece of this Fix I think is really recognizing the non-negotiables and boundaries so when there are things that I couldn't commit to in my ual especially commitments that supported my family I had to hold firm to boundaries that allowed me to be in alignment with my values I identified non-negotiables and I stuck with them and I ensured that I was prioritizing both my professional responsibilities

and my personal well-being it wasn't easy but I think This has been the most powerful efforts of change that has contributed to fighting burnout for me in my career so so if you're like me and you struggle with taking on too many cases wanting to be liked and overworking for praise try this new strategy the power of the pause train yourself to pause before saying yes to new responsibilities and ask does this align with my values do I have capacity for this will this Contribute to burnout if you struggle with responding to messages at all

hours and not setting Tech boundaries try this strategy technology boundaries for work life balance try setting for yourself no work zones designating times when you will not respond to work messages use autoresponders or status updates to set expectations for response times we have technology for a reason right let's use it to our Advantage if you struggle wanting to be important well-liked and successful which leads to overcommit try this new strategy redefining success in supervision instead of measuring success by hours worked start measuring it by the growth of your supervises how balanced and sustainable your leadership

is or the longevity of your career as you become more aware of your Limits and values you integrate them into your supervision practice leading by example and making self-care a Poe part of your supervision becomes very impactful for your rbts and your supervises you want to make sure that you're encouraging them to set their own boundaries model that work life balance by not overworking yourself in front of them have open discussions about burnout prevention during your supervision meetings make it blend cohesively Together we are as supervisors a powerful stand for the future of our field

we can't let go of that why do these strategies work well it gives you control over your energy and prevents decision fatigue which allows you to focus on high impact tasks without feeling overwhelmed our second burnout risk is compassion fatigue when we take on too much responsibility for our rbts or our supervisor struggles a small shift in Perspective can make all of the difference along with recognizing our burnout signs it's important to recognize early signs of burnout because these build up over time so you want to look for irritability exhaustion feelings of disconnection from your

work try something like a self- checkin system develop a personal burnout scale for yourself to recognize early warning signs before reaching a Breaking Point And then check in with yourself routinely instead of absorbing the stress of your supervises shift into a coaching mindset when you have an RBT that's struggling ask yourself what lesson can I teach in this moment or how can I guide them to solve this for themselves it takes an empowering shift into the work that you're doing and also empowers them to take ownership of the work that they're doing why do these

strategies work well It prevents you from taking on every challenge as your own while still being supportive and again empowering your supervis Z to make positive growth for themselves which in the end is really what's going to make a sustainable difference our third burnout risk is work life spillover when supervision never stops because your brain is always in work mode let's look at knowing our values and creating rituals it's important to know what's Important to you and what you're willing to give up or Bend with identify your non-negotiables and follow through with them try a

values alignment check regularly assess for yourself does my current job align with my personal and professional values are my boundaries being respected am I sacrificing too much of myself for this role you could also um routine wise consider trying an end of the workday ritual before closing your laptop try These things write down your top three priorities for tomorrow acknowledge one thing that you did well today and step away from work physically leave your workspace why would this work well it helps your brain recognize that the work day is over so that you can mentally

recharge supervision is a long game you guys if you're burned out you can't provide consistent guidance to your rbts or anybody else taking of yourself allows you to take better care of your Team so let's pause and reflect what is one burnout prevention strategy that you're going to start using today write it down and commit to prioritizing yourself because great supervisors don't just take care of others they take care of themselves too