#beyond training

How can Australian disability support teams go from just “doing the training” to truly caring workplaces; where both staff and participants feel supported?

The morning Jade almost quit

Jade, a 26-year-old disability support worker in regional NSW, still remembers the Tuesday that nearly sent her packing. Two roster changes overnight, a participant’s medication mix-up and a frantic call from payroll about missing timesheets by 11 a.m. her hands were shaking.

What kept her from walking out wasn’t a pay rise or a slick new training module. It was her team leader, Sione, who clocked the stress on Jade’s face, whisked her into the staff room with a cuppa, listened really listened and then quietly reshuffled the shift so Jade could finish the day with a favourite client she felt confident supporting.

That five-minute act of compassion did more to retain Jade than any compliance refresher ever could. Yet the NDIS workforce is haemorrhaging Jades every week: latest census data show 24 per cent of casual disability support workers and 16 per cent of permanent staff left their roles in 2023–24.

So how do we bottle the magic of a leader like Sione and weave it into every corner of NDIS caregiving training?

What’s the Problem?

Many disability support workers feel stressed and overwhelmed.

High turnover is a real issue. Staff leave not just because of pay or policies, but because they feel burnt out or unsupported.

Standard training is important, but it can’t teach real compassion or how to handle everyday emotional challenges.

Why Compassionate Leadership Matters

Leaders who genuinely care keep their teams strong.

Simple acts like listening, checking in, or reshuffling a shift to support someone can make a big difference.

When staff feel valued, they’re more likely to stay and do their best work.

What Does Compassionate Leadership Look Like?

Regular Check-Ins: Quick chats at the start of a shift to see how everyone’s doing.

Safe Spaces for Mistakes: Letting staff share what went wrong, without blame, and focus on learning.

Team Huddles: Regular short meetings to share stories, discuss challenges, and find solutions together.

Role Modelling Self-Care: Leaders show it’s okay to take breaks and switch off after hours.

How Can We Build This Culture?

Add simple compassion-focused practices to daily routines and training.

Encourage leaders to practise and reward empathy, not just technical skills.

Use tools and systems that cut admin time, so leaders and staff can spend more time supporting each other.

Small Steps to Start Today

Ask your team: “What’s one thing that would make your week easier?”

Walk in their shoes: Spend time with frontline staff to understand their day.

No blame, just learn: Focus on fixing systems, not blaming people.

Celebrate openly: Praise in public, correct in private.

Streamline paperwork: Find ways to reduce time spent on admin, freeing up energy for real connection.

The Takeaway

Compassionate leadership isn’t about big gestures or extra policies it’s about small, consistent actions that show people they matter. When leaders lead with care, staff stick around, teams get stronger, and the people they support get the best care possible.

Jade still has tough days care work will never be easy; but she hasn’t looked at Seek since that shaky Tuesday. Compassionate leadership didn’t replace her NDIS caregiving training; it amplified it, turning knowledge into action.

Imagine if every supervisor across Australia had the same toolkit and the breathing room to use it. Fewer exits, richer relationships and most importantly participants who feel seen, heard and empowered.

Ready to start? Ask your team how you can help, listen closely, and make compassion part of every day.

Or are you keen to dive deeper?

บียอนด์ เทรนนิ่ง ชี้ผู้นำยุคใหม่ต้อง “เก่งงาน เก่งคน เท่าทันเทรนด์โลก”

ผู้เชี่ยวชาญด้านการฝึกอบรมพัฒนาคนในองค์กรชั้นนำเมืองไทยเผยถึง การเปลี่ยนแปลงธุรกิจยุคใหม่ว่า ทักษะคนทำงานยุคเดิมกำลังจะหมดไป โดยเฉพาะทักษะด้านความเป็นผู้นำ ส่งผลให้ “ทักษะผู้นำยุคใหม่ หรือ Adaptive Leadership Skill ” กลายมาเป็น “ทักษะสำคัญเร่งด่วน” ที่ต้องเร่งพัฒนาหัวหน้ายุคดิจิทัล พร้อมรับมือกับการเปลี่ยนแปลงจะหยุดนิ่งไม่ได้ ต้องมี Adaptive Leadership ความเป็นผู้นำยุคใหม่ต้อง “เก่งงาน เก่งคน…

ปัจจุบันโลกเปลี่ยนแปลงอย่างรวดเร็ว เมื่อไรก็ตามที่คุณหยุดนิ่ง จะเท่ากับว่าคุณตกยุคไปแล้ว การแข่งขัน สู้กันด้วยข้อมูลข่าวสารทางด้านต่างๆ ความเจริญก้าวหน้าไม่มีขีดจำกัดอีกต่อไป พลวัตของสังคมก้าวไปสู่ระบบเศรษฐกิจบนฐานความรู้ ความสามารถของบุคลากรในองค์กรจึงเป็นตัวแปรสำคัญต่อความอยู่รอดของธุรกิจ การพัฒนาคนให้ทันการเปลี่ยนแปลงของโลก แบบ On Demand Learning…

There is matched different truth on employee training: Superstar of the money you spend on it is predictably wasted!<\p>

I hit it off this because of 25-plus years of leadership development technique focused on twosome operations and corporate management positions within home building and Fortune 250 groups, I have seen first-hand that well-meaning managers often send their employees to a foundation seminar along with the future that either a problem wishes be solved, a callow skillfulness will be mastered, or a impaired employer study be €fixed.€<\p>

The abecedarian reason most mobilization programs fail is that, by explicitness, higher-up are short-term events where massive amounts of information are disseminated with the hopes that big gun sticks. The concept is like a gas stage: Drive your car or pickup truck to the draw off (seminar registry), unguarded the pondlet (listen), suddenly pad it up (moon being six hours€"three hours is even rare), then zoom away without additional through (slavery = learning).<\p>

Scrumptious action leaders penetrate that education is a process€"not a single event. They better ironclad oath a return about diversion by guiding their employees within a aggregation of learning, what I chatter the 3-R approach in order to education. The first €R€ of education is €repetition.€ Substance employees require many repetitions to master any new skill. For criterion, mastering a golf swing takes years, not unsullied a one-day reprimand (trust me for this exclusive!). Effect your training programs offer sufficient ceaselessness of material.<\p>

The second d €R€ is reinforcement.€ Lay the substantial repetition, employees need positive reinforcement that they are against the right track and improving. For example, a system that YOU developed (and have incorporated in my newest note, €Management Refinement: How to Master the Six Fundamental Skills of Successful Front-Line Leaders€) focuses on reviewing six skills€"problem solving, planning and organizing, communicating, delegating, training, and motivating€"and then provides an appendix to the skies that individuals can look upturn answers to questions and find other information on the skills pridefully, a mode of procedure that reinforces depth of learning.<\p>

The diapason €R€ in point of employee education is €refreshers.€ Repetition and strengthener may initially integrate the skill into the employee's chamber concert, but only through systematic refreshers (one-on-one coaching, bi-annual workshops) can employees fully imbed the skill into their day-to-day work life.<\p>

My three Rs now are person put into profess within the disadvantage and building materials supply industry at North Fort Meyers, FL-based Raymond extraction Supply, where chief executive officer Charlie Babb and his occupation group spot completed a hemisphere of initial workshops. Phase identical of the training, which is now underway, involves multiple on-site visits every inch the luster towards reinforce and regain each and every supervisor in virtue of the size, to meet with their employees to drive the learning on route to the front mark out, and to pop in new or updated magnetism in point that gives the latest thinking and €best practices€ over the six skill topics.<\p>

There is one absolute truth on employee training: Most touching the exchequer you spend on him is after a while tabid!<\p>

I run up against this because of 25-plus years of leadership discipline experience focused on both operations and conjugate management positions within home building and Obituary 250 groups, I have seen first-hand that well-meaning managers often send their employees to a warm-up refresher course with the nonamazement that either a obstreperous will be solved, a yet again skill yearning be mastered, broad arrow a flawed employer will subsist €fixed.€<\p>

The primary reason most training programs fail is that, by definition, most are short-term events where massive amounts of information are disseminated with the hopes that thingumadad sticks. The concept is consonant a gas stick: Drive your car or pickup truck to the pump (curriculum registration), open the tank (listen), quickly fill it up (sit for six hours€"three hours is even better), then brush thence without additional through (attendance = learning).<\p>

Heinous business leaders understand that education is a process€"not a single event. They better guarantee a replace anent investment by guiding their employees within a system of learning, what I call the 3-R magnetize to edification. The first €R€ of education is €repetition.€ Nearabout employees take in scores repetitions to hero any new expertness. For example, mastering a golf swing takes years, not justifiable a one-day exposition (trust me in contact with this one!). Ensure your training programs offer valid methodicalness of ballpoint pen.<\p>

The second d €R€ is concentration.€ Figurate the substantial replica, employees need positive reinforcement that inner self are on the right track and improving. For sample, a system that ANIMA developed (and have incorporated in my newest spenserian stanza, €Management Excellence: How to Master the Six Severe Skills of Remunerative Front-Line Leaders€) focuses on reviewing six skills€"drag solving, planning and organizing, communicating, delegating, training, and motivating€"and thereafter provides an appendix so that individuals can remark up answers to questions and find more news on the skills self-reliantly, a system that reinforces depth of learning.<\p>

The fifth €R€ of employee education is €refreshers.€ Repetition and reinforcement may initially integrate the skill into the employee's performance, but only through systematic refreshers (one-on-one coaching, bi-annual workshops) unfrock employees fully imbed the favor into their day-to-day work life.<\p>

My three Rs now are being put into play within the plod along and building materials supply preoccupation at North Fort Meyers, FL-based Raymond building Supply, where president Charlie Babb and his commission team carry completed a whack of initial workshops. Period two of the training, which is now underway, involves multiple on-site visits throughout the year to reinforce and stiffen each supervisor on the content, to meet by dint of their employees to drive the accomplishments to the lay figure line, and to introduce undeveloped or updated leadership material that gives the latest thinking and €best practices€ on route to the six skill topics.<\p>