Home Support & Sustain Staff

Growth through Professional Development

Offer clear growth opportunities to boost retention and morale. Learn how to support lifelong learning across behavioral health careers.

Professional development is one of the most valued—and underutilized—tools for attracting and retaining behavioral health staff.

In a high-stress field with ongoing workforce shortages, creating a learning-forward environment shows employees they’re seen and supported to grow. From licensure support to leadership training, investing in people’s development improves not only morale and performance, but also long-term commitment.

Practical Ways to Support Staff Development

There’s no one-size-fits-all approach. Here are several ways your organization can build a strong culture of growth:

Support Certification, Licensure, and Credentialing

CADC Workforce Expansion Program

This program offers funding for individuals currently working in behavioral health who are interested in acquiring their CADC credential or current CADC credential holders to cover their recertification fees and can function as a resource for funding for individuals and organizations to support ongoing training and credentialing for staff.

Check out this Resource

Cover exam or application fees when possible
Provide release time or flexible schedules for continuing education
Celebrate credentials and milestones publicly
Offer guidance for navigating complex licensure requirements

Offer Ongoing Education and Skill-Building

Include a mix of learning formats (asynchronous, live, on-the-job)
Host both internal and external trainings
Prioritize onboarding and role-specific learning
Emphasize lifelong learning as a core cultural value

Encourage Interdisciplinary and Interorganizational Learning

Facilitate training across teams and roles
Learn from adjacent disciplines (e.g., social work, peer support, clinical care)
Collaborate with partner agencies on shared learning opportunities

Provide Targeted Training on Special Topics

Offer ongoing education on complex areas like:
- Trauma and suicidality
- GLBTQIA+ inclusive care
- Cultural humility and equity

Tailor offerings based on staff feedback and emerging needs.

Strengthen Supervision and Leadership Skills

Invest in training for current and future supervisors
Focus on trauma-informed and ethical leadership approaches
Use coaching models to support performance and team health

BHWC Supervision Trainings

The BHWC offers free trainings, including a 3-part series on supervision.

Check out the Trainings

Build Mentoring and Coaching Opportunities

Formal mentorship: Long-term support, role modeling, and shared learning
Coaching: Short-term, goal-specific development
Highlight peer support, especially for early-career staff

In-House Professional Development That Supports Retention

Spotlight: Chestnut Health

Carrie Hilling, LCPC, CADC, Clinical Director of Opportunities & Staff Development at Chestnut Health

Clinical agencies are often challenged to retain skilled staff while also meeting ongoing professional development needs with limited time, funding, and access to outside trainers. This BHWC Retention Roundtable explored how one agency built a practical, no-cost internal professional development model using the knowledge and strengths of current clinical supervisors. Learn how an in-house Advancing Excellence Education Series, Reflective practice, and targeted skills training in topics like motivational interviewing, de-escalation, and clinical leadership is possible.

Download the presentation slides