Ep. 107 - Under 18% Turnover: Core Values That Actually Stick (w/ MVA)

Your core values are probably on a poster. At MV Advancements, an IDD provider in Oregon, theirs used to be too: framed on the wall, wordy, and easy to ignore. Now, as Katie McMahon puts it, they’d be shocked if anyone got through a day without saying one out loud. And their turnover is just under 18%, down from the 30s.

In this conversation, Marie Gwilliam, Katie McMahon, and Heidi Leggett from MV Advancements share how five core values went from the wall to the way their whole team talks: in the interview, on a new hire’s first day, in hard conversations, and in performance reviews. If you lead an IDD organization and want values that show up in daily work and help people stay, you’ll hear exactly what that looks like. That includes the “in the box / out of the box” idea that changes how their staff handle conflict, the end of “shift wars” in residential, and the leadership meeting where their scorecard showed five years of work paying off.

🔗 Learn more about MV Advancements: https://mvadvancements.org/

📥 Free resource: 7 Warning Signs Your Supervisors Are Burning Out Their Staff: iddleader.com/burnout

TIMESTAMPS
00:00 "I still get chills"
01:39 How did they do it? Five years in the making
03:26 When the whole agency resisted change
04:55 Turnover: just under 18%
06:31 What EOS is and why it mattered
08:02 Core values from day one (even in the interview)
10:15 The five core values
11:35 Core values in a hard conversation
17:27 How they hold each other accountable
18:13 “In the box” vs. “out of the box”
21:28 Ending “shift wars”
23:25 The scorecard moment: “This is five years of work”
25:52 Where their turnover used to be
28:54 Does every employee have a number?

Music licensed through Soundstripe. Code: VWGDUO1RBUYZEQ6K

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