The Top 3 Supervision Mistakes BCBAs® Make—And How to Fix Them

Are You Making These Common Supervision Mistakes?

You start your first BCBA® supervision experience full of enthusiasm, ready to shape the next generation of behavior analysts. But over time, you notice something troubling: your supervisees struggle to apply concepts independently, they second-guess their decisions, or they seem disengaged.

If this sounds familiar, you're not alone. Many well-intentioned BCBAs® unknowingly make common supervision mistakes that limit their supervisees' growth. Let’s explore the top three mistakes and how to fix them with research-backed strategies.

Mistake #1: Passive Supervision (Aka, the "Shadow Effect")

The Problem

Many supervisors rely heavily on observation-based supervision, where supervisees follow them around without active engagement. While this approach may seem like a natural way to "learn by watching," it often leads to passive learning, where the supervisee absorbs little and struggles to implement skills independently.

The Fix: Active Supervision with a Feedback Loop

Instead of letting supervisees just observe, create an interactive feedback loop where supervisees are engaged in continuous learning and reflection. This means:

1. Set clear expectations at the beginning of each session.

2. Incorporate self-assessment by having supervisees rate their performance before receiving feedback.

3. Use immediate feedback to reinforce correct behavior and correct errors.

4. Follow up on feedback in subsequent sessions to ensure progress.

Example: Instead of saying, “Watch me run a preference assessment,” say, “You’ll conduct a preference assessment today. Afterward, you’ll evaluate your performance, and we’ll discuss areas for improvement.”

Mistake #2: Lack of Structured Feedback

The Problem

Feedback is one of the most powerful tools in supervision, yet many BCBAs® provide feedback that is either too vague, too delayed, or too general (e.g., "Great job!" or "You need to work on that."). This can leave supervisees feeling unclear about what to improve and how to do it.

The Fix: Implementing a Consistent Feedback Loop

A structured feedback system ensures supervisees receive effective guidance and continuous improvement opportunities:

1. Use self-assessment tools – Have supervisees evaluate their performance before feedback.

2. Be immediate and specific – Provide feedback as soon as possible, focusing on specific behaviors.

3. Follow up consistently – Revisit previous feedback topics in subsequent supervision meetings.

4. Encourage reflection – Ask supervisees to analyze how they applied feedback in future sessions.

Example: Instead of saying, “Try to be more engaging,” say, “I noticed you provided reinforcement without much enthusiasm. How would you rate your engagement level? What could you do differently next time?”

Mistake #3: Failing to Individualize Supervision

The Problem

Many supervisors take a one-size-fits-all approach, providing the same level of supervision to all supervisees. However, every supervisee has unique strengths, weaknesses, and learning styles. Without individualized supervision, supervisees may struggle in areas where they need extra support or become disengaged if their needs aren’t met.

The Fix: Using Assessment Data to Tailor Supervision

Effective supervision requires using assessment data to track performance and adjust supervision accordingly:

1. Conduct initial and ongoing assessments to identify skill gaps.

2. Develop personalized learning goals based on data from assessments.

3. Adjust supervision intensity based on each supervisee’s performance.

4. Use targeted follow-ups to reinforce areas of improvement over time.

Example: If a supervisee struggles with behavior reduction strategies, instead of assigning generic reading material, provide case-specific problem-solving exercises and revisit the topic in future supervision meetings.

Final Thoughts: Take Supervision From Good to Great

Effective supervision is more than just meeting BACB® requirements—it’s about developing competent, ethical, and independent BCBAs® who can confidently apply behavior analytic principles. By avoiding these common mistakes and using a structured feedback loop, you can elevate your supervision practice and truly impact the next generation of behavior analysts.

Want to refine your supervision skills? Our CEU course, The Feedback Loop: Engineering a Culture of Collaboration and Growth in ABA, provides a deep dive into self-assessment strategies, using assessment data to enhance supervision, and creating a feedback loop that ensures continuous growth. Click here to learn more!

References

• Parsons, M. B., Rollyson, J. H., & Reid, D. H. (2012). Evidence-based staff training: A guide for practitioners. Behavior Analysis in Practice, 5(2), 2-11.

• Tincani, M. (2011). Performance feedback: Improving the effectiveness of a coaching intervention. Journal of Behavioral Education, 20(2), 108-124.