Challenges to developing staff quality include limited staff hours and lack of funding for training. However, even organizations that have enough time and money still may not develop their people effectively. Traditionally, organizations send staff to trainings without offering follow-up support to enable them to apply the learning (Hirsh, 2009; National Staff Development Council, 2001; Senge, 1990). To effectively develop youth worker expertise, supervisors must create a culture that allows staff to integrate their learning into practice and reflect on its application. This article outlines how supervisors can create a culture of learning by employing job-embedded professional development. It offers three models for staff learning, each supported by practical tips and real-world examples.