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You'll Never Train Staff The Old Way Again · ABA Business Leaders

• speaker-0: I didn't go to school to be a business owner, right? That that happened and I learned a lot of hard lessons along the way. It's really difficult. speaker-1: Today, we're gonna be talking about our ABA training platform. It's made for business leaders, built by ABA providers for your ABA practices. speaker-2: It is absolutely 100% free to use the system. Nothing. Zero dollars. So the goal here is to make it less overwhelming and see the visibility of where I can go in this company. What goal could I set for myself? It just streamlines the training and it ties raises to it that your company can afford based on where they're at. And then the other thing that it helps with is it motivates your staff to get the skills that you require for your company because you can tie higher incentives to those skills. But you can also paint your own picture and put your own goals and branches for your unique company and show those newcomers, those interviewees and your own staff dream big. speaker-0: I want encourage right all business owners to to really start there with what are your values, what is your why, why are you doing this, right? Having the tools to be able to make that why, right, those values really come to life. It's just so fabulous if you have the tools. speaker-1: I just think it's such a really cool thing being able to have a path and be able to grow. And a lot of us in the helping field want to be able to share that with others and to help others. But we also want to be ourselves. Hello, everyone. Welcome to ABA Business Leaders Podcast brought to you by Three Pi Squared. I'm April. speaker-2: I'm Stephen. speaker-1: And today we have with us Mallory. Welcome, Mallory. Today speaker-0: Thank you. speaker-1: we're going to be talking about our ABA training platform. It's made for business leaders. Yes. Built by ABA providers for you guys for your ABA practices. So we're really excited just to dive in and talk about. All of the things around our ABA training platform. I laugh because as with any new project, right? why do we name this thing? And we've called it many new many things as we have tried to come up with the best name to help describe it the most and make it like the most simplest. We could all come up with really cute, fancy names, but we really wanted it just to be what it is. And so throughout today's podcast, if we stumble over that name, that is why. Cause this is still kind of a new baby that we're pitting out in the world. It's something that we've been working on behind the scenes for years. And Mallory, I just shout out to Mallory. She has been really doing the deep diving and putting in all of the hours on creating all of the things that we have we have asked her to and of course bringing more ideas to help us to all work together. That's one of my favorite things about Three Pi Square growing is our team is growing and so that means that we have more humans to collaborate with and to connect with. And if you've been here for a minute, you know those are my favorite things. So All right. Well, so let's talk about what inspired this whole entire training platform. speaker-2: We I think as a as a field kinda all feel the pain of of what it looks like when staff do not have support. they don't feel like it's their practice, right? They feel disconnected from it, especially when you're working in home and you may see your supervisor once a week. there the so we wanted to create something where People could see a future within their company. They felt supported. they felt like they were getting the training that they needed to do the job to the best of their ability. And so we knew there was a gap here and so we tried our best to build it. speaker-1: Yeah, for sure. We saw and need and also listen to all of you guys. and all of you across the country who we get to work with and have conversations with and listen to what your, you know, hardships are. What are what are your barriers to being able to provide training and supporting your staff in the way that you want to. and I know when I when well when we had our AVA practice That was that was always a challenge, right? Because you know you want to give good training. Finding the resources for good training, finding things that are affordable and being able to put the time into it is really difficult. And another thing that we built in within our practice that we'll talk more about, what we've also built in with a training platform are the competencies, because we can just we could, you know, provide training. There are lots of CEUs out there. There are, you know, there are lots of the, you know, the 40 hour RBD courses and things like that. But i with with our ABA practice, it was really important to me to know that the staff were not only learning and comprehending and being able to apply these skills and being able to maintain them and like gain fluency and be able to grow within the company. speaker-2: It started with the RBT well the BT checklist that we created in Excel, right? That's kind of where this all came from. and it's one of our more popular products. And a lot of people said, Man, I wish I had one of these for my B C B A. Man, I wish I had one of these for my biller, right? And so I at one point I did try to do that in Excel and it was a miserable fail. It's just like Excel has a limitation, right? Like it's just and and then you add a like a new skill or a new target for the the staff and then you have to copy and paste that to everybody's Excel spreadsheet, right? And it's speaker-1: Yeah. speaker-2: just it yeah. speaker-1: That's been another brilliant thing with us expanding our team because we now have a team of developers and to help us to put it into a more user friendly format. Correct. Well before we start, before we hit record, you know, we were talking about what direction we want to go in, how we want to discuss this. And I think Mallory brought up a really important part that I want to make sure that we touch on here is about learning and how it's like fresh in the beginning and like being able to keep that going. I don't know. Do you want to talk on that a bit, Mallory? speaker-0: It's evident. And I've seen it in my own practice when a someone new finds our field and and they learn what it is and then think, Hey, yeah, this is great. I would love to do it. We all know this job is super rewarding. and at the beginning, it can really I mean you can feel that reward, you can feel the drive, you can get the motivation. things are fresh and new. and then you get to know your clients, you get to know your supervisors, and I think when you are working with the same child five days a week. or even j you know, just one or two times a week, right? So like you can it you can become complacent very easily. and so that is one of the things that this training platform is gonna address because you don't have to stay stagnant, right? This system gives you a whole, you know, opportunity to be able to provide the the training the employees can have some, you know, autonomy over their career and and how they grow within the field and within your company. And it and it keeps that motivation going. I I truly do think it will do that. Yeah. speaker-1: I'm I'm really excited about that because sometimes well, whether you're I was gonna say if you're new to the field, but I don't think that's the case, as you were just saying. I think it's all of us, right? we want to grow and maybe we don't all like if we start in the field as a behavior tech, may we don't all want to land in a BCBA position at the end of the day, right? And so we have talked to other companies who will grow their BTs into maybe an HR position or admin position, or maybe, you know, they want to, you know, a lead RBT, a leader within trainer. A trainer. You know, there's many, many ways that we could do it. And this also hopefully will help us help you to see the skills involved and how you can kind of how you can make things your own within your own practice. So this system organizes things into What it organizes the development of these skills that it takes to do each role within the company, into branches, yes, growth paths, levels, badges and skills. speaker-2: So yeah, it's a growth path. So we call it a growth path. And then the branch is like ABA, clinical ABA is one branch. Maybe speech is another branch. Maybe occupational therapy could be another branch, right? So it's not limited to ABA. If you are a multidisciplinary practice, cut email me. I I want I want you in there using it and we will help you build it. So w with the system currently we have built out the clinical for the ABA. I think what? We've got three hundred, four hundred different skills with competencies at this moment. It's an insane amount of skills. And and we are in the progress of building out the operational side now. So, you know, th these are the components that a lot of ABA companies just don't You start off with a single PCBI like what does a clinical director do? What does an operations person do? What does my biller supposed to do? Right. And and I think that those are the pieces that I think this will give. It's kind of like a I don't know. It's a full speaker-1: Right. Well that's what I was hoping we could talk about was like how the structure helps employees and supervisors understand what growth looks like. So it's not just like, okay, here's what it takes to be a B C BA, here's what it takes to be a behavior tech, but it's it's called growth for a reason because we start out maybe Mallory maybe kind of just briefly talking about the different badges and the the path of growth and what that looks like and the fact that we have that's part of this is so that you can grow. It's not just okay, here's this one position. But there are multiple stages within a position, so to speak. speaker-0: Yeah, it's super important that within a in a position, you know, and we can just even talk about I think it's it's always great when we can start kind of with a BT, right? Because that's that's the entry level for ABA. and so within just that role, we have you know, currently five levels that they can work work through. and each one of those levels is important because it gives vital skills, right? And it has vital training. to keep them learning, especially within those first, you know, that first year. it's easy to stop the growth with each new client, you know, with with every client that you have, because every client requires something different. And once you learn that client, well your skills can't your skills can't stop there just with that client, right? Because you're gonna get a new client and they're gonna have a whole new set of needs, right? That that maybe you have not actually, you know, learned about. and so of course some some of that is going to be in person, right, with a BCBA, with your supervisor. But some of that is important that you know those foundational skills, right? And you can start connecting those dots. And then of course, if you are say, you know, you say to yourself, I I want to stay at you know, being a a BT, that that's okay. But then the system offers the next level, right? Where we have BCB BC ABA, we have trainer, we have B C BAs, like you can continue to grow. and so as far as the structure goes, it is, you know, the growth path is the umbrella, then we have the different branches, then we have the stages, and then we have the badges and the skills. And the badge part of it is strictly, I mean, based off of ABA, right? Like it's important that we give that reinforcement piece because that's what we do with our clients. So we need to apply it. to ourselves in our own field. And so yeah, the the badges are there for you to earn. and there's, you know, different steps within within that specific badge that you need to do, which is the skills, in order to earn to earn that badge. so it it's it's it's a system and you have to, you know, work through the system. But we worked really hard to keep it as streamlined as possible. So it's easy for business owners to to navigate. speaker-2: And like one thing that I think is kind of cool with the badges and the skills is so each skill can have a different requirement. So maybe you have to upload like for CPR and first aid, you to upload the certification, or it has a time limit on how quickly it has to be done, or or a certain amount of hours have to be completed on top of understanding the skill. you can also make it required for the job. So each one of those characteristics of the skills goes to the badge. So that you can see, okay, these are the really important ones that I need, or you know, these are the nice to have, but I I you know, so that piece of it is in there as well. And I think it makes it easy again for the BCBAs training the staff and then the expectation of the staff themselves. they just understand just by looking at it, it's not I mean like six hundred skills. that could get overwhelming quite quickly, right? So the goal here is to make it less overwhelming and see the visibility of where I can go in this company. Like w what is what goal can I set for myself? Forget about what the goal of the company is. How can I learn? How can I become a b better behavior technician, human, BCBA, whatever? 'cause I think that's another thing that especially on the B C B A candidate side of things. and and I you kind of touched on it, Mallory, but I became a B C B A for the seven kids that I currently work with, right? Not a B C B A that can generalize skills and, you know, actually provide effective quality services for the children that come to me regardless of where they're at in their life. speaker-1: To have a better understanding of how to apply the science within what we do. Yeah. speaker-2: So I I what my hope is is that this helps with that, right? It it it bec it it helps the team become more effective, more independent. It streamlines trainings so you don't have to reinvent the wheel with every person you see. speaker-1: Well, I also too, one of our values here at Three Pi Squared is curiosity, asking ourselves what might I be missing. So I think that kind of this really leads into this next part too, is within that within that autonomy, within that motivation to learn, within that taking responsibility of your and ownership of your own journey within the field. you know, what Like how does the system encourage leaders to look beyond those assumptions when even whether it's looking inward at their own journey or evaluating when they're evaluating their employees' progress? speaker-2: I mean my perspective and then Mallory, feel free, but I I like it it's very similar to social skills group for me. Like if anybody's a I'm thinking about adding social skills to my ABA practice, but I don't really know where to start and I guess I'll build it out myself. Like that in itself, building out that entire system is overwhelming. Do you have the skills? Do you even know what is needed for that? So y go talk to Diana Cortez, right? She has the entire thing. Like don't waste your time on that, right? And I think this is very similar to that. Is like if if you don't have a ton of experience training staff, understanding how to measure competencies, what am I even looking for in this particular skill to know that this technician can do it? And and same on the technician side, like what what are the f what is the intention behind the skill? What are the fundamentals of this skill? What what is the point of this even? I think building that out is so time consuming. And BCBAs and techs, like When you're doing twenty five billables a week and and techs are doing thirty billables a week, like that's forget about the ten hours, fifteen, twenty hours of non billables that you had to do and the driving and getting stuck in traffic and all like there's no time for that, right? And there's no time to even contemplate how would I build this, right? And I think that that's kind of what we wanted to provide, right? Is a system that you could make your own if you need to. But it's there for you with the standard training system that is streamlined for your practice. speaker-0: That you brought up that for a BCBA who hasn't done a lot of training, right? Because now we know, right? You you have to have supervision within your first year to even provide supervision, right? to other candidates. And so that this system will give that to them, will will give them that support because they can go in there and look at the skills. If they see, you know, Susie working with a child and it's like, I see that there is a need here. They're they're actually not able to connect the client with, you know, something that they're really needing to learn. They can go in there and look, right? You there's a search engine that you could go, I think that's what you call it, Stephen, like a a search, like a search option. You can go in there and can find a skill that will address that and they can assign it to that candidate. So they can actually, you know, you can target that very specific thing. And then it's also great too because that BCBA that's doing the supervision doesn't have to sit and write everything down as far as like, I went over this with this candidate and I've o went over this. You can see, you can see where the BT is as far as their growth and what they have you know, mastered and what they still need work in, right? and so it's it's all right there. They can see all of that. And that's gonna take out, yes, so much of of the the guessing you know, game and and the time and energy that it takes. And yeah, they don't have to build it out on their own. speaker-2: Sure. Yeah, one of my favorite things that we haven't even really touched on as far as building out the skills is the tagging system. And I I think that companies are going to use this in very unique ways. But maybe you have like Johnny, you know, the learner, and he every staff needs a certain number of skills to be able to provide quality services for Johnny. So you write out the skills that are needed, you tag Johnny to those skills, and then you attach Johnny's skills to the people that are working with them, right? And then you know, okay, they have all of the necessary skills to meet Johnny's needs. And I I think that, you know, or the same with parent training, right? Maybe for certain families, you need unique skills to be able to answer the questions for those parents. speaker-1: That reminds me of of of what Dr. Rebecca Tag, she talks about her staff as like her their their clients are like their little learners, and then she talks about her staff as the big learners. And I love that mentality. I mean, and she considers herself a learner too, right? And so so it's really it this helps, I don't know, make it a little more concrete of that we're all learners i in various ways, right? Yeah, we're all learners. Yeah. speaker-2: Yeah, mean what what else would you like, this is such a hard job, right? And seeing the kids grow is like the best part of it. Why wouldn't you want that for yourself, right? Like I it just like it seems natural. And I think that that is the component that is missing with a lot of ABA. speaker-1: practice. I mean that goes back to what Mallory was saying in the beginning, right? Is like I think we most of us, a lot of us go into that with that, I don't know, hope, intention, whatever. And then we just kinda get I was kinda sucked back into the system and we're then which just just getting through the day. Right. Yeah. So hopefully like you like you said, Mallory, like giving some autonomy back to that. And and then also, you know, thing that we talk a lot about within three pi squared and we not to get off track too much, but that we goodness, what do we call it? The reset strategic reset that we offer now. That's one of the big things that we look at is like like our own each person, each individual's own responsibility. How can we take responsibility over our own journey? Right. okay, so one of the things, well that we look at right within our field to help us to support our learners and to even know if what we're doing is working or for or or is you know, I don't say just working in general, but sometimes working for that particular learner is measuring the progress. so and even looking at like multiple parts, like like evaluating, like looking at the training history, all of all of the data collection to be able to track progress, what's working, what's not working. So let's talk about that piece and what that looks like within the system. speaker-2: Yeah, I I think like the the system, it gives you a really good overview of like where you can go and then also where you're at, right? How many skills have you completed, how many badges have you completed? So it gives you a good overview. The other part of the system is that we do have courses within the system. Some are free, some are paid. and then you can add those to the the staff and then you can see their progress through it. How many hours have they spent on it? Where are they at in the training? you know, so that component is in there as well. speaker-1: So I just wanted to highlight too that within this training it does hit on all of the items in the t test content list or formerly known as like the task list. Whichever whichever way you're calling it these days. wherever you are in that changing your language on how we call it. and and so it has it has skills beyond that because you know, not just the behavior tech in in B C A B A and behavior analysts and all of that, right? We already discussed it has different roles within it and we're building it out for different multidisciplinary teams. But let's talk about how we how organizations can use the system to move beyond just the this is how we've always done it and build more intentional, sustainable approach to leadership development. And then hopefully through that, then we can also explore and talk about how it can also help us to give that feedback in an objective way. as we are, you we've like we've already talked about taking ownership of and responsibility within of our own journeys within and then helping us to support our staff through their journeys within growing. So so yeah, so how how can how can this build a more intentional, sustainable approach to leadership development and being able to communicate and have more honest and productive conversations with our staff. speaker-2: I think again, going back to those clear expectations, you know what is required, you know what is i going to expire, you know what you need recertified, right? So like I think that that helps everyone. So and the fact that we are building these out for not just the clinical piece, but leadership, right? I think there's what three or four clinical director levels, and then we are building out the admin side of it. So like what is required of an operations manager and you know, things that you should require in a recruiter, even, right? Like imagine that, right? Like what do I what do I need to hire people? And so I I think those pieces can help leadership identify areas that are missing, find trainings, because we're not going to be able to provide all of these trainings, right? So find trainings that they can provide to their Future leaders, current leaders, so that those gaps can be filled. speaker-0: I think it's important sorry, I think it's important to to know too, like with what Steven was saying, you know, he mentioned like you know, just the recruiting part too. because once a company, you know, utilizes the system and they put it into practice and they get to know you know, what we have as, you know, standard as as a standard setup and then they can, you know, they're individualizing it and making it their own too, this like really truly supports that foundational piece as far as like when somebody is doing interviews. They have this, you know, they have this path and they think, okay, well, actually, I don't even know where to start this person at. Right. They have some good experience, but, you know, our growth path is this until and for them to get to the top tier or the top level of being a recruiter within our company, I would expect that they are able to demonstrate X, Y, and Z. And so, okay, well, they've worked here and they've they've already demonstrated competency here and they have six years of, you know, of experience. And so then even with that, when you're like comparing candidates, you can say like, okay, actually if I hired this candidate, it would take us, you know, approximately this long to get them, you know, support them in getting to this this level. whereas, you know, if we have another candidate and somebody's, you know, hiring for, you know, recruiting, then it's like, okay, well, I can actually start this person and and they're gonna get to that level and we're gonna have that within our company faster. And we think that this actually would be the better. better candidate. That's in a very objective way, right? To look at things rather than when you go into an interview, it's it's tough. I mean, you have right, you have all these questions you want to ask and then the conversation goes in a different direction. And then you're like, okay, it it can help you go back to okay, what do we really need? Where are they at? if they're entering in our company, where are they at? What can they bring to the table right away? and then kind of to take it into a little bit of the business side, right? Because some of us, right, we're business owners, but We're BCBA is I didn't go to school to be a business owner, right? That that happened and I learned a lot of hard lessons along the way, right? As a lot of us do. but one of those things is right, the financial piece of it is really difficult. It it's really difficult. And we can't always be saying, like, yeah, we'll give you, you know, a ten dollar raise, you know, a ten dollar hour raise. Like that's a lot. And so the thing with the system is so great is that it links your growth. It can link Or your growth directly to pay increases, right? And yes, those pay increases with each skill may not be a lot, but it adds up over time and it can add up very quickly. And that's the generalized condition reinforcer, right? That we have in our in in ABA. Everybody, I can't say everybody, because I have come across some people who are not actually motivated by money, but the majority of the population, you know, yes, we did not come into this field to make millions. I mean, we just didn't, and we all we know that. But it is important. It is an important part of life, right? That we have to be looking at our finances. And so if you can, as a business owner, have that piece laid out so there's really no questions. And that BT, once they've done this, this, this skill, they've mastered competency in this area, then this is how much they're going to get. And the tech can see that and they can work towards that, right? There's a visual, like you can see that on their profile. That's gonna be huge, right? That's that's huge for them. and it's not this, hey, I've been working with you for a year. I've worked with this client and this client and this client, and these are really tough clients, and I I I think I deserve a race. Okay. Well, why do you deserve a race? Okay, well, now they have to try to like pull all of this information together of this is why I need a race, right? And it's really not fair to, you know, a a t a technician to have to do that. To say that, you know, this is what, why I need a raise. and same for the business owner, right? For the supervisor, like this is why you don't deserve a raise. Or I'm gonna give you this amount, but I'm not gonna give you what you asked for because, you know, so this is a very objective way. And that's the whole goal in our field, right? Is that we measure things objectively. We do not measure things subjectively. That really creates, like, I mean, we talk about like relationship. Right. And making sure we have really great rapport with everybody that we work with, families, you know, kiddos, the employees. I mean, we have to have those good positive relationships. And sometimes that part of it makes it really messy. Right. It it makes it messy. And so this this can take out all of that. Because it's just it is what it is. It's it's set. This is what I want for my company. This is what I think is fair. I'll reassess every year. I'll get feedback from the people who, you know, are working for me and utilizing this system. And then from there we can make adjustments. Right. But it's always a great place to start and have things very, you know, laid out, mapped out and and very objective. speaker-1: Yeah, that's one of my favorite things about this whole training platform is that we have multiple pieces woven in to work together, but it we have like, you know, very specific clinical pieces, right? We have the business pieces worked into it. We even have like that motivation because yeah, most people are motivated by the money, but it they could also, it could be in addition to the just the motivation behind like growth, right? And and wanting to do better and wanting to be a valuable member of the team. And so this helps to to like map that out too. And it all comes in together and and ideal like the also when you're talking about the for the techs and well and behavior analysts what during the hiring position, right? It can also help give you a way to assess where their skills are coming in as you're assessing their skills just because they have a certificate of any kind or specific amount of training behind their belt, it we know there's so many variables there that we can't plan for. so it helps us to be able to assess those skills. And it also like Mallory just so beautifully pulled all together, it helps to be able to know how to pay them, what to pay them. speaker-2: Yeah, I think this like the skill acquisition based raises I think is great for any field, but especially ABA. the you can cap it at certain levels. So there are controls in there, right? So they can't make a million dollars an hour. but what is nice And you speaker-1: You can't turn it off if you don't. speaker-2: can turn it off. But what is nice is that you're also giving some control to the tech if there are two badges Neither one is absolutely necessary, but they just l wow, I didn't even know that this was a thing. And I can get a raise for this amazing skill. And so you're giving them some options. Again, it gives visibility. It's like they're you're setting an expectation in in the the system, right? If I work hard, I get I get more money, right? And it's not, well, I guess Sally's been with us for, you know, what Eight months. I I mean I guess we can give her a raise. How much will we give her? I don't know, ten and then Johnny, yeah, I guess all right, maybe seven, right? Like it's like there's no rhyme or reason why we do and like another reason why I built this entire thing was because of the frustration that I was having when we had six B C BAs and the same tech saw multiple B C B A's, and you would try to get the performance evaluation done by the BCBAs. And you would rank it one through five, right? Like five being the best, one be and you would have some B C B A's that like all they saw were unicorns and butterflies and and everybody was a five. And then you would have speaker-1: So subjective, like a scale. speaker-2: We had a def we had definitions, right? and then you would have some people that were like, dude, you're never gonna get better than a two with me, like ever. And so, like, how does one person, one technician, ha get a five and a two at the exact same time? Like, it doesn't make sense to me. So this it just takes out all of that subjectivity, right? it it it just streamlines the training and it ties raises to it. that your company can afford based on where they're at, right? And then the other thing that it helps with is it motivates your staff to get the skills that you require for your company because you can tie higher incentives to those skills, right? So I I think that you're giving flexibility to your staff and kinda you have a little carrot, right? Here I want you to go this way. You can go other ways, but I want you to go this way. D does that make sense? speaker-1: I mean, you're giving you really are giving that that autonomy, like Mallory said in the very beginning, right? You're giving and I don't know. I just think it's such a really cool thing, especially I mean, I think it's probably always been a good thing, but I think we talk about it a lot more these days, right? About being able to have a path and and be able to grow within your own journey and A lot of us in the helping field want to also be able to for that to to be able to share that with others and to help others and but we also want to be ourselves and have our own independence and have our own control to some degree and be able to put our own flair on it, our own creativity and make it our own, right? I think that is just something that that that we all have we're learning that that there's more out there to than just like the nine to five grind of, you know, right. And so I think that does help to give a little bit some more options and a more sense of control and of your own journey within a field that could potentially feel like you're just being boxed into yes. Just one thing and you're gonna be there for speaker-2: siloed right and like it's not just that you're siloed it's that you have no idea like there's no light at the end of the tunnel it's not like okay for the first eight months I'm gonna be siloed because I'm learning and you know like I have to build up my skills and then it gets easier to understand. Like you're talking to BCBAs that like have five six years experience and they're like is this it? Like is is there nothing else that I can aspire to? Like And so I think that this can help with that, right? Because yeah, you can use our standard stuff, which I think is amazing, but you can also paint your own picture, right? And put your own goals and branches for your unique company and show those newcomers, those new hires, right, those interviewees and your own staff. Like this is dream big, right? And speaker-1: Yeah, I mean what better what what better remedy for burnout, right? speaker-2: A hundred percent. Yes. speaker-1: Most of us aren't I mean, yes, working a lot of hours can contribute to burnout, but there are multiple studies out there now that show it's not just the fact of how much you're working. It's speaker-2: Purpose right here. Yeah. Yeah. A hundred percent. And I think that this can show you, there is a path forward for me in this company. I can grow and I get to pick it. I get to choose it. speaker-1: So I'm really excited that we've been able to share this project out into the world with you guys. A few of you have if have seen some sneak peeks and have had the opportunity to hear a little bit about it during our if you're an ABA business member leader ABA business leader member and have attended or asked me anything because we've we've chatted about this a bit. but I'm excited to be able to put it out into the world and and share. speaker-2: It's kinda been there, right? But it was the old task list. Like it was very, very like s structured to a previous version and speaker-1: Shout out to Steven. He's put a lot of work in of creating and developing what he wants us to look like for years. I I would say speaker-2: Season two. speaker-1: many years. And so, yeah, he's already working on the next step of of of making this better. Yes. but I would like to kind of pull this all together and and kind of wrap this up with talking about kind of bringing it back to our values. And so When an ABA leader is facing uncertainty about training, staffing, or employee development, how can they apply our three pi squared decision making framework? Now, this you can have your own decision-making framework based off your own values. And if that's something you need help with, just reach out to me. I love doing that with with with owners. but you can borrow ours for a minute if you would like. And those three questions that we ask ourselves are do I have the information? So the curiosity. what might I be missing with the the leaning in, the curiosity and the responsibility of what is mine to own? speaker-0: Just kind of maybe for myself, one final thing is because this system is based off of values, right? I mean, truly, you saw the need, this system is based off that. it's a it's a great example of how companies can do the same thing. And we want to encourage, right, all all business owners to to really start there with what are your values? What is your why? Why are you doing this, right? And having the tools to be able to make that why, right? Those values really come to life and be able to make them consistent within your company, it it's just so fabulous if you have the tools. When you don't have the tools, that's the burnout. That's the hard part. That's the so, I mean, truly, if you use this system, I mean, it can really offer you know, so much support. It's not perfect, right? It's not it's not perfect. We we're not claiming to have it to, you know, that it's perfect. But we we are certain that it can. offer business owner support. speaker-2: Yeah, and I look at this kind of like the first handbook that I sold, right? when I was selling the employee and the client and the company and I was like, I was so proud of myself. You have no idea. I speaker-1: Twenty five pages. speaker-2: was like, and well, I mean at that point it was still sixty pages. And and so I was like, Man, I'm never gonna have to update these things. And like how quickly, how quickly did I get the the feedback that I was very mistaken on that? So I I look at the the growth path system as an opportunity for me to grow and get curious. And so A w one thing, and here's the sales pitch. How much does this FN cost, Steve? Nothing. Zero dollars. It is absolutely 100% free to use this system. And so why why have I set that? Because I want you to go in there and tell me where I got it right and where I got it wrong so that I can build it better for you guys. And and so we have spent so many hours on this system, so many hours. it comes with our practice management system one hundred percent free and you can try it out for one hundred percent free without our practice management software. I just want you using it and and seeing how we can improve it so that it it's better. It it gets better and you have the systems to compete against these big box ABA companies that can hire any trainer that they want, right? Like I I just they they can afford it. so yeah, that's it. That's try it out for free. Hundred percent free. Now if you want the courses you gotta pay for those. But but the the system, the growth paths, the skill acquisition base raises, all of that with all of our templates, all of our competency checks, all all of those is one hundred percent free. Thank you, Mallory. Like thank you s you s spent so much time on this thing. speaker-1: Not be where it is without Mallory. Yes. This would still be years of away from speaker-2: Yes, yeah. So and Mel Mel is our amazing operations coordinator. Like she has spent so much time on this. So shout out to Mel for all the work that she's done too. I really appreciate the Yes. Yeah, I've got yeah speaker-1: Yeah, it you okay, Rabbi, we got ten more seconds for your for your thank yous. speaker-2: No, that I mean I just and I yeah, I could do like the Snoop Dogg thing. Thank you. I'm gonna thank me, right? No, I'm not doing so but yes, no, thank you guys for helping build this amazing thing because I wouldn't have been able to do it without you. So yeah, that's it. And I hope you all listening will click on the links in the podcast and try it out again for free. And we are here to help set it up if you need that support. But I think that It's relatively easy to start from the the s the default growth path that we are creating and that we will continue to add to based on your feedback. So the more people using it the better. speaker-0: Did you want to mention that there are training videos? we didn't speaker-2: Yeah, yeah, yeah. So we do yeah, you're right. Thank you for that. So we are creating the training videos. we will link the overview of the training to this podcast so you can watch it on YouTube and we will be adding the training videos to our website as well so you can see them. but yes, so those are available now. We will be building more of them. but yeah. So thank you for your time and and like please send me all the feedback on the growth path system and I hope it's helpful. speaker-1: Otherwise known as the ABA training platform. speaker-2: ABA training platform. ABA training platform. speaker-1: So yes, all of the all of the links that you will need to access, all of the things are in the show notes. wherever you're listening to this podcast, you can also visit our website, www.threepysquar.com. speaker-2: Yes, our brand new spanking website. Right? Yeah, doctor. speaker-1: Yes, it's a beautiful website. So go take it out. Go t go check it out. And thank you so much for spending your time with us today. And we can't wait to see you next week. speaker-2: Yeah.