Access, quality, and equity hinge on people: who we recruit, how we train, and whether teams can thrive without burning out. Workforce Development in Psychiatry translates strategy into everyday moves—role design, competency-based training, supervision, data literacy, and retention. We map staffing models that blend psychiatrists with NPs/PAs, psychologists, social workers, nurses, peers, and pharmacists in collaborative care and acute services. Pipelines start upstream: student exposure, rural rotations, paid internships, and visa-friendly pathways. Training must be modular and practical: brief case-based learning, simulation of high-risk scenarios (suicidality, withdrawal, agitation), and QI projects tied to site metrics. Supervision evolves from “hours” to outcomes—direct observation, mini-CEX, and feedback sprints with clear rubrics. Data fluency is non-negotiable: reading SPC charts, using dashboards, and closing loops in weekly huddles. Retention means psychological safety, manageable panel sizes, admin support, peer consultation, and flexible scheduling—particularly for parents and rural clinicians. Equity is built into HR: salary transparency, promotion criteria, mentorship for under-represented staff, language differentials, and community partnerships that make relocation viable. Technology supports—not replaces—clinicians: smart templates, asynchronous messaging, and tele-supervision expand reach while preserving judgment. Finally, leadership pipelines prepare clinicians to run programs: budgeting, contracting, and policy advocacy. When organizations invest this way, Workforce Development in Psychiatry, the shared playbooks at a psychiatry workforce conference, and everyday team structures like collaborative care turn staffing crises into resilient systems.