Training in ABA Organizations with Shannon Biagi

Many ABA organizations assume that if something isn’t going well, the solution is more training. But training alone rarely fixes performance issues. In a recent episode of In the Field: The ABA Podcast, I sat down with Shannon Biagi, OBM practitioner, founder of Chief Motivating Officers, and doctoral candidate in instructional and performance technology, to rethink how training should actually function in ABA organizations.

Shannon shares practical insights from auditing dozens of ABA organizations, helping BCBAs, training coordinators, and leaders understand how to design training that truly impacts performance, retention, and business outcomes.

Why Training Isn’t Always the Answer

Shannon opens with a quote from Carl Binder: “Saying your organization has a training problem is like saying someone with a headache has an aspirin problem.” Too often, organizations default to more training without identifying the real performance gaps. The result?

• Wasted time and frustrated staff.
• Training modules that don’t translate into behavior change.
• High turnover because onboarding overwhelms new employees.

Performance Analysis Comes First

Before designing any training, it’s crucial to identify the specific performance deficits. Shannon walks through tools like:

• Performance Diagnostic Checklist (John Austin)
• Behavioral Engineering Model (Thomas Gilbert)

These frameworks help pinpoint why someone isn’t performing as expected and guide targeted training interventions instead of generic content delivery.

Designing Around Performance, Not Content

Rather than asking, “What should I teach?” the better question is, “What does the performer need to do differently?”

Shannon emphasizes:

• Write objectives focused on observable skills, not content coverage.
• Use backward design to ensure training supports real performance outcomes.
• Embed practice opportunities that increase engagement and motivation.

Telling Is Not Training

Simply watching a module, reviewing a policy, or sitting through CEUs doesn’t guarantee competence. Effective training incorporates:

• Active responding
• Opportunities for meaningful practice
• Motivational supports to build engagement

Even online formats can be designed to produce measurable skill gains rather than passive exposure.

Training as a System

ABA organizations often frontload onboarding in the first two weeks, overwhelming staff. Shannon recommends:

• Phased onboarding to reduce cognitive overload.
• Building a culture of continuous training rather than reactive retraining.
• Treating training as an embedded system, not a one-time event or compliance task.

Evaluating Training Effectiveness

Seat time alone is not evidence of skill. Shannon breaks down Donald Kirkpatrick’s four levels of evaluation:

1. Reaction – Are learners satisfied?
2. Learning – Did they acquire knowledge and skills?
3. Behavior – Are skills applied on the job?
4. Results – Does it move key business metrics like retention and satisfaction?

Tracking generalization and impact ensures training contributes to meaningful outcomes.

Developing Trainers Intentionally

Experience doesn’t automatically translate into training ability. Organizations must:

• Teach staff how to train and supervise others.
• Avoid assuming strong clinicians are strong instructors.
• Build reinforcement and feedback systems for trainers.

Quick Wins for ABA Leaders

Shannon offers practical steps to improve training systems today:

• Start with a behaviorally defined performance gap before designing any training.
• Phase onboarding to prevent overwhelm and support retention.
• Include active engagement every 10–15 minutes.
• Evaluate training beyond satisfaction surveys. Look for real behavior change.
• Develop trainers intentionally, don’t assume competence comes automatically.

Resources and Links

• Chief Motivating Officers Website
• Motivate-U Training & CEUs
• Shannon Biagi on Instagram
• Shannon Biagi on Facebook
• Free Resource: Shannon’s training audit tool to evaluate your current onboarding systems

Keep the Conversation Going

Training is not a checkbox—it’s a system that drives performance, retention, and staff satisfaction. To hear the full conversation with Shannon Biagi, listen to In the Field: The ABA Podcast.

For more resources on onboarding, supervision, and staff development, visit Sidekick Learning.