Lindamood-Bell Learning Processes reviews

- The pay. Nearly every review mentions it, and it's true. Clinicians get paid ridiculously low wages, considering they provide the instruction that is the CORE of the entire company and they charge $100+ an HOUR. While it's true that Lindamood Bell thoroughly trains clinicians in their specific instructional method (requiring less outside knowledge than most instructional positions), they also need people with very specific, highly sought out skill sets. People with excellent verbal, reasoning, teaching, and communication skills. They prefer candidates with B.A.s, but insist on paying them chump change, which is incredibly insulting. It might be justifiable if clinicians who prove themselves valuable and competent were rewarded with respectable raises, but they're not. - The expectations and (limited) pay raises. You are expected to happily accept new responsibilities without a pay raise. You might start as a clinician, but you'll gradually be given additional responsibilities without any discussion of pay raise or position change. You will get trained in additional programs and be expected to teach any one of them at the drop of a hat. Yet, you will only get a raise once a year, and it will be a standard amount. It doesn't matter if one of your coworkers is barely competent and you are highly valued. If you both started around the same time, you'll both get the same raise come review time. And it'll be pennies more. Not dollars. - The culture. Man, oh man. This is where all the extra money goes. The overhead on a Lindamood Bell Center must be exorbitant. There is an emphasis on appearance and "show" that is creepy and unsettling. Everything is white and serene, despite the fact that we work with unruly and hyperactive children most of the time. Pottery Barn and IKEA furniture is everywhere. It might be fine if it stopped at the physical environment. However, "show" is such an important component of the Lindamood Bell philosophy that it has seeped into employee interactions. No one will tell you anything to your face. Everything is a facade of happiness and positive language. Cliques are prevalent, and clique members are given preference in scheduling. If you are unlucky enough to be ultra competent, you'll be saddled with the most difficult students, while those who are less competent will be blessed with office hours organizing and doing dishes, and getting paid the same rate you are. - Communication. No one in this company knows how to properly communicate ANYTHING. They ask you to be available all the time, send you the schedule on Friday, you make your plans, and come Monday, they've added a bunch of hours without asking you if you could take them. That doctor's appointment you made? Guess you'll have to reschedule. Passive aggressive behavior is rampant (this probably is a result of the "show" mentality.) No one will communicate with you directly if they are unhappy with you. Everyone gossips about everyone, including students and their families. It's gross.

Lindamood-Bell doesn't care about it's programs, employee's, or clients. The program materials available in the office are mostly torn, water damaged, and dirty. Teachers are minimally trained in a variety of programs that require a robotic like script. Don't get me wrong, the programs work but execution of the programs require practice. This undermines the client by providing services that are many times under par. The cubicles they put students in are a filthy joke; torn, dusty, and falling apart. When you require your employees to uphold the famous Disney model, dress in business attire while attending to active children, and pay them sub-par wages you can expect to lose your best employees within only a few months, keep your most desperate employees, and have an office culture that is full of sad clowns. That's because at Lindamood-Bell, every one has a smile. Remember kids, this is a professional company run by professionals who adhere to the Disney model. At least Disney has security for when someone gets out of hand and provides them with access to a theme park. Lindamood-Bell pays on average about $4 less than other companies providing the same or similar services. In addition to paying less than everyone in the same market, Lindamood-Bell feels that in order to maintain quality control they must review their clinicians performance every week and in the summer multiple times a day. This is silly and does not help with quality control, it builds animosity within the office because these reviews are mostly subjective. Oh, one last thing before I forget. Employee breaks are overlooked and many employees go without breaks because of the lack of internal organization within the company. This is illegal people, breaks are required and they intimidate people into working through their breaks. I would request to take a break and many people acted as if though I were asking for a raise, this is intimidation. Management does nothing about it because who the hell is managing the place anyway? The office director is more like the sales manager and the assistant director is responsible for everything else, which is impossible to handle i an already mismanaged environment.