For people outside the childcare world, the claims can feel convincing. Dramatic footage paired with a confident narrator makes it easy to accept the story without asking deeper questions, especially when the claims are amplified by politicians and commentators with a wider reach. The narrative also taps into an existing frustration around government spending and accountability.

But for those of us who work in childcare, as directors, providers, owners, educators, and administrators, the situation raises a different kind of concern. None of us believe fraud should be ignored. What is unsettling is how easily accusations can be made, spread, and acted upon without evidence. And how quickly those accusations can impact real children, families, workers, and entire communities.

This post is an attempt to slow things down and focus on what we actually know, what we don’t, and why critical thinking matters more than ever in a viral media environment.

A Few Important Things to Note

Before going further, it’s important to say this clearly. Fraud has occurred in Minnesota in recent years, and it is being investigated.

Federal prosecutors uncovered large-scale misuse of public funds across multiple programs, most notably in the Feeding Our Future case, which involved more than $250 million in misappropriated federal child nutrition funds and resulted in indictments and convictions. Federal and state authorities continue to investigate potential misuse of public funds across several programs that support children and families.

It is also worth noting that there have been legislative efforts in Minnesota to increase funding for fraud prevention in the state, as recently as this past spring. However, members on the Minnesota House State Government Finance & Policy Committee blocked the advancement of the bill. That decision adds important context to the current claims that the state has failed to take fraud seriously.

While this is important historical context, it is not what this post is about. This post is not questioning whether fraud exists or whether it should be investigated. Fraud should be uncovered, misused funds should be recovered, and programs operating illegally should be held accountable through proper legal channels.

This post is about a viral video, and the way allegations in that video have been presented, amplified, and treated as fact without verified evidence.

What’s Being Claimed (and What Isn’t Shown)

I watched the video so you don’t have to, and the reporting quality is even weaker than I expected.

The video features a content creator, Nick Shirley, who alleges that several Somali run Minnesota daycare centers are committing fraud by billing the state for children who are not present, based largely on brief, surface-level observations made during his visits.

The format follows a predictable pattern. He and a man identified as David, share figures showing how much funding each daycare center received over recent years. They then arrive at the centers, accompanied by a small crew (who is dressed in black and wearing face coverings) and ask staff how many children are present or attempt to enter the building. When staff do not answer the door, decline to engage, or refuse entry (which is not only appropriate but expected in licensed childcare settings), Shirley adds the full amount of funding the center received to an on-screen “fraud counter.”

What the video does not provide is just as important.

All of the so-called “evidence” presented relies on the creators’ own assumptions and moment-in-time observations, occasionally supplemented by comments from passersby or public data about funding and capacity. No billing records, attendance logs, audits, citations, or official findings are shown. Instead, the video substitutes implication for proof, presenting speculation as evidence.

Childcare fraud, like any serious allegation, cannot be established by visiting a facility at a single point in time or through informal questioning by unverified individuals. Attendance varies by hour and by day. Programs operate on different schedules. Some offer part-day care, flexible enrollment, or combined classrooms.

Additionally, a daycare director or owner refusing to allow unknown individuals into their building, or declining to answer private operational questions, is not a sign of guilt. It is appropriate and responsible practice. Childcare professionals are trained to protect children’s safety, privacy, and confidentiality. Allowing strangers into a licensed childcare environment or discussing enrollment, attendance, or billing with unverified individuals would violate basic safeguarding standards.

The correct response when someone shows up unannounced asking questions about children, operations, or funding is to decline and refer them to proper regulatory or legal channels.

Follow-up reporting found that most of the centers featured in the video had active licenses, and in some cases, children were present the same day the video suggested the site was “empty.” That does not prove innocence, but it does undermine certainty.

At this point, there has been no public audit or court ruling confirming the scale or certainty of daycare fraud alleged in the video. Yet, it appears that in the current world of ours, proof seems to matter less than perception. Especially when the claims reinforce an existing bias.

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Why This Moment Feels So Charged

When something spreads this quickly, it’s worth asking why?

The video emerged during a moment of heightened attention to fraud and immigration concerns in Minnesota, and primarily focused on Somali communities. It gained traction amid a broader political focus on government spending and oversight and was created as the state approaches a competitive gubernatorial election.

Stories don’t spread in a vacuum. They move faster when they align with existing fears, frustrations, or political narratives. And when there are incentives for them to do so.

Viral content benefits the person who creates it. Attention translates into views, followers, ad revenue, and influence. In this case, the creator will likely gain both financially and publicly from the reach of the video. That alone doesn’t make the claims false, but it does mean there is something to gain from how the story is framed, and that will inherently change how a story is reported.

Political narratives can benefit as well. Claims that appear to confirm concerns about government oversight or spending quickly become useful talking points, especially during an election cycle.

In this particular case, Minnesota Republican state leader Lisa Demuth has publicly stated that she and members of her caucus directed the YouTuber behind the video to specific daycare locations. And this is where context matters, since Demuth is also running for governor against Tim Walz in the upcoming election, and a viral story like this could help her campaign.

These facts do not prove misconduct, and I am not suggesting this was done solely for political gain. What they do show is that this was not an independent discovery rooted in a neutral effort to uncover fraud. The locations were selected, and the framing, timing, and visuals were constructed in ways that guide the viewer toward a particular conclusion.

For example, a viewer would reasonably assume the visits took place during normal operating hours, otherwise the entire premise of the video would fall apart. Yet when Nick Shirley was asked by a CNN reporter whether he visited during standard operating hours, he responded, “I came at 11… a.m. I believe. And I also came the following day, later in the day. The point of it is not whether or not I came at the right time of their operation hours, the point is, blacked-out doors, they can’t give you any information, you call that number, no one answers.”

But if the claim is that a daycare is operating fraudulently, and without children in attendance the timing of the visit is foundational to his argument. Arriving outside of normal operating days or hours completely undermines the conclusion being drawn.

When the reporter followed up by asking, “Surely you don’t think a daycare should just be unlocked, you shouldn’t be able to just walk into a daycare,” Shirley responded, “There should be reception.” The reporter clarified that licensed daycare facilities are locked for safety reasons, to which Shirley replied, “Fair point.”

Publishing an exposé on the childcare industry without understanding one of its most basic safety protocols should prompt viewers to question what else Shirley may not understand about the system he claims to have uncovered.

This dynamic is not unique to this video. All media, traditional and new, makes choices about what to highlight and how to present it. Those choices shape how a story feels before facts are fully examined. And in a politically charged moment, especially when one community is disproportionately centered, the need for evidence and careful evaluation becomes even more important.

If you are wondering where the media you consume falls on the bias scale, I highly recommend checking out Ad Fontes Media, a tool to help people navigate the complex media landscape and combat political polarization.

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What Happens When Claims Move Faster Than Facts

Another part of this story is what has not happened.

If the claims are as definitive as presented, and truly aimed at stopping fraud and protecting taxpayer dollars, there should be data to support them. And no… listing the amount of state funding a childcare center received and then adding that total to a “fraud counter” when staff will not grant strangers access to vulnerable children is not evidence of fraud. It is a misuse of public data paired with assumption.

When allegations involve public funds and licensed institutions, transparency strengthens credibility. Providing records, allowing claims to be examined, and grounding accusations in verifiable evidence are the foundations of accountability. When we choose to hear only what confirms our assumptions, rather than doing the work to verify what we’re watching, we create the conditions for weak reporting to go viral.

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Who Pays the Price

Viral content benefits the person who creates it and political narratives gain strength when reinforced by dramatic visuals and storytelling. That can lead to certainty and judgment spreading quickly when claims are framed as already proven. But the true cost is carried by others.

Childcare providers whose names or locations are shared publicly face reputational harm. Families relying on subsidies may lose care. Staff face instability. And communities, particularly our Somali community, absorb suspicion long before any findings are released. Just yesterday, a Somali-owned daycare center in Minneapolis, one that was not featured in the video, was broken into and extensively vandalized, with important papers stolen. These are the real repercussions of treating allegations as fact before evidence exists.

Another cost that will be carried by providers if child care funding freezes or additional verification requirements roll out across states is operational. In response, many people ask, “Shouldn’t providers just show proof? Why aren’t they already doing that?”

But providers are already required to submit documentation to support enrollment, attendance, and compliance tied to the funding they receive, and all are subject to unannounced licensing visits. The issue is not whether documentation exists or if there are ways to improve the reporting. It’s how new requirements are imposed and who is expected to manage them. Child care programs are not staffed or funded to suddenly absorb new layers of daily documentation, real-time uploads, or expanded verification without additional resources. Every new requirement takes time, labor, technology, and training (none of which are free) and all of which are absorbed by programs already operating on razor-thin margins. When funding is paused or delayed while systems change, providers are still responsible for payroll, rent, utilities, and staffing, even as reimbursement timelines become uncertain.

These consequences occur before investigations conclude, regardless of outcomes. And when unverified claims are shared as fact, everyone spreading them become part of the harm, and the burden falls on providers and families to absorb the fallout, based on suspicion alone.

My Hope Looking Forward

So as we move into a new year, my hope is simple.

I hope more of us pause before reacting.
I hope more of us look closely at where information comes from, why it’s being shared, and who benefits from how it’s framed.
And I hope we all get better at being critical thinkers, especially when we feel justified because a story confirms something we already believe.

Because if any of us were on the receiving end of a public, viral accusation, shared widely before facts were established, we would want the same courtesy extended to us.

We would want evidence, due process, and the hope that people would choose to slow down before deciding who we are.

None of this is an argument against accountability.

If fraud exists, it should be uncovered. If public funds are being misused, that should be addressed fully and transparently. If a childcare facility is not operating safely, ethically, or within the law, it should absolutely be shut down.

But those decisions cannot be dictated by public opinion or viral momentum, they need to be determined using facts and evidence.

Childcare is already one of the most regulated, scrutinized, and under-supported industries in this country. It cannot withstand being governed by implication rather than proof. We all can, and should, do better.

If you’re a leader in early childhood education reading this and feeling tired, protective, or on edge, you’re not wrong to feel that way. This work is already hard enough without being turned into a headline. This space is for early childhood leaders who want thoughtful conversation and practical resources to support the work. You’re welcome to subscribe below (it’s free).

Thanksgiving week always slows the world down just enough that we have time to notice the people who make our days possible. We think about teachers, caregivers, coaches, parents, neighbors, and all of those who are part of our village.

This also means that, every year around this time, I find myself thinking about the person most families may not think to add to that list, even though their work shapes your child’s most formative years. The Director or School Leader at your child’s daycare, center or school.

So today, I want to make space for them and share some of the unseen work they do each day, with the hope that it gives a little insight into the critical role they play in your village.

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You do get glimpses into their world. It may be a smiling face as you walk through the door in the morning, a call when your child spikes a fever, or a monthly newsletter talking about the amazing things happening in the classrooms.

• But what you don’t see is the director already working at six in the morning trying to rebuild the daily schedule after multiple callouts, often while getting themselves and their own children out the door.

• You don’t see the conversation with the teacher who almost quit because she feels like she is failing, or the quiet mediating between a classroom team who is trying their best but struggling to get on the same page.

• You don’t see them pulling on boots and a jacket for the third time during a snowstorm to shovel the sidewalk so families can get in safely. Or plunging a toilet before it overflows into a classroom.

• You don’t see them trying to answer your email for the third day in a row, and getting pulled into the toddler room (again) to do a diaper round. Or using their lunch break to buy extra mittens and hats for the children who don’t seem to have them.

• You don’t see them crying under their desk after a parent yelled at them for a decision that was not theirs to make. Or trying to explain a classroom change while protecting the privacy of those involved.

These are only a few moments that happen in an average week. Your Director has a thousand more just like them as they try to meet everyone’s needs, often at the expense of their own well being in a role that asks far more than any one person can realistically do.

What you may see is the group chats between parents. Maybe you are part of them. The quick texts and the theories about a center-wide message that went out and what it could really mean. A side conversation about the staff member who left, and the assumptions that start to fill in the blanks. Somehow, these tiny details become a full storyline by bedtime. And as a parent myself, I really do get it. When you love your child fiercely, you want to understand their day. You want answers and clarity when you don’t understand a decision or process.

But what you may not know is that the Director almost always hears the chatter long after everyone has gone home. It is hard to explain how it feels when a story grows without the context a Director is legally required to protect. You do not see that moment when they have to stay silent, even though one sentence would clear everything up. They deal with the pressure and judgement because they have to, even when they know the decision was the right one. And then they get up the next morning and try again, hoping the day gives everyone a little more grace.

There is also a constant push and pull. I have sat in meetings where a teacher whispered that she could not manage another day like the one she just had. Ten minutes later I listened to a parent wonder if they would need to quit their job because their child’s behavior felt too big for everyone. Directors deeply care about both, but they are operating in a broken system without the necessary support to give either one the level of care they deserve.

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Your Director is giving it everything they have, every day. They are trying to keep staff motivated and excited about their work. They are trying to keep your child safe and supported. They are trying to keep you informed and reassured. They are planning events, spirit days, and shared family experiences while trying to keep an entire building running with limited resources. They are the glue that holds it all together.

So this Thanksgiving, if you find a quiet moment to think about the people who make your days possible, I hope your child’s Director comes to mind. And if you are ready to be part of their village, here are a few ideas:

• One sincere comment can lift them more than you might realize. Even just, “I know your job is hard and I’m grateful for you” means more than you may realize.

• If conversations start swirling in a group chat, chiming in with a small reminder that none of us ever know the full story can help bring everyone back to a kinder place.

• Give them grace on timing with their email responses. If something is urgent, call. If not, remember that most Directors would love nothing more than ten uninterrupted minutes at their desk to catch up.

• And if your child has a great day, or you loved an event that was planned, tell them. Parents often reach out when something goes wrong, not when something goes right. Hearing the good moments keeps Directors going more than you think.

And finally, to all the Directors who may read this, I hope something in here makes you take a breath and realize that there are parents out there who truly get it. We all know that no post can ever capture the level of responsibility that is expected of you, but the more we talk about it, the more we can work together toward solutions.

Your role is incredibly hard and deeply important. I am grateful for the work each and every one of you do, because none of this would run without you.

And if you ever want a space where none of this needs to be explained or justified, this is your official invitation to join the Directors Collective, a community created exclusively for leaders in Early Childhood Education. I create resources, newsletters, and the kind of support systems I always wished existed, and I share them to help lighten your mental load. There is room for you. It is free. And I sincerely hope you join us. Click Subscribe below and I will see you next week!

Here’s a clear, week-by-week timeline to keep you on track. In Minnesota, schools typically start after labor day so I based this checklist on a September “start”. If you haven’t done this before, take a look at when local public schools in your area start and use that as your back-to-school anchor week! Then adjust the dates below as needed.

As a side note… THIS IS A LOT OF INFORMATION! So before you get overwhelmed, recognize that the checklist is a snapshot of some of the things that can help you feel more prepared. Each week, we will be working through these action items together, and I will have additional resources and shareable templates to make all of this easier for you! Don’t forget to subscribe if you want to join us as we work through the list.

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And please comment if you do something to prep that isn’t on my list!

📅 6 Weeks Out (Week of July 21)

• Create or update your key trackers (I will share templates of mine next week that you can use)

  • Absence Tracking Spreadsheet
    I use this to track absences on a daily basis, by employee and reason. This helps me to identify trends, pinpoint who needs reminders, and ensure I am holding my team accountable if they are consistently late or calling out.

  • Employee Performance Tracker
    This sounds more serious than it is, but I honestly can’t think of a better name for it. I use this document to track verbal conversations, notable written messages, positive and constructive feedback, and any issues or concerns that arise. Having one “go-to” place to track this has been a lifesaver as things come up!

  • Weekly Classroom Schedule
    This is just a basic overview of our schedule during a “typical” week. While we all know it never pans out perfectly, giving them the high level snapshot is really helpful prior to the new season!

• Pick dates for:

  • Prospective Family Open House (if you need to boost fall enrollment)

  • Current or New Family Open House (especially if lots of transitions are coming)

  Consider calling it something more welcoming like: “Explore & Connect” or “Welcome Walkthrough”

• Start prepping for Open Houses:

  • Which staff will be present?

  • How will you promote (website, social, community boards)?

  • Will it be self-guided or include a director/teacher-led activity?

  • What’s do you want your families takeaway or what lasting impression can you leave?

📅 5 Weeks Out (Week of July 28)

• Communicate Open House dates

  • Promote publicly for prospective families

  • Email current/new families with date, time, and purpose

• Post and interview for open positions

• Post for substitute teacher positions

  • Target stay-at-home parents (school hour availability) or highschool/college students (after-school availability)

  • If needed, contact a sub agency (For local centers, Just in Time Teachers is a great choice!)

• Plan or confirm your fall in-service/training/workshop days

  • Is your location picked out/secured?

  • What time will the training be

  • What is expected of teachers (can they wear comfy clothes? Is food provided?)

  • What trainings will you be covering?

📅 4 Weeks Out (Week of August 4)

• Email request to parents for paperwork update:

  • Updated emergency contact form

  • Health forms, if needed

  • “About Me” page for each child

  • Set and share a deadline (2 weeks should be enough!) and make it easy to complete, virtual forms are always better if possible.

• Create your fall in-service/training/workshop days agenda

  • If any of your trainings will count toward licensing requirements, include that on the agenda as well! I like to have my staff sign off on their agenda and I keep it in their staff files.

• Review all current allergy info and medication expiration dates

  • Contact families whose meds/epipens expire within 3 months

• Draft your Back-to-School Letter to Families (We will send in 2 weeks!)
  Some things to include:

  • A reminder that extra clothing/nap blanket will be sent home over labor day weekend. Parents should refresh clothing sizes and types before sending back!

  • What to bring the first day- I always ask parents to bring an updated family photo (no glass in frame!) and a non-toxic plant to help their child connect with the classroom.

  • Tips for smoother transitions

  • Reminders: arrival/departure check-ins, calendar, door code policy, etc.

  • Include the updated parent handbook

  • Think about last year’s pain points—and get ahead of them

📅 3 Weeks Out (Week of August 11)

• Send Back-to-School Email to Staff. Include things like:

  • Draft schedule

  • Updated school calendar (closure dates, etc…)

  • Staff handbook

  • Reminders about clocking in, arrival expectations

  • Links to “My Favorite Things” and “About Me” forms to get those updated

  • Reminders on time-off requests, sub plan, and emergency contacts

• Prep a goodbye gift for children leaving your program at the end of summer. Ideas HERE!

• Bonus- Send handwritten postcards to any new children starting next month!

📅 2 Weeks Out (Week of August 18)

• Send back-to-school email to parents

• Send your “goodbye” gift home with children leaving

• Prep "Back to School" boards for first day photo ops!

  

• Update your communication hub with updated paperwork (calendar, hours, etc.)

• Print important documents and update classroom binders with:

  • Updated rosters (knowing you may have to have to reprint them if more children enroll!)

  • Emergency plans

  • Updated emergency contact forms

  • Staff assignment docs

• Print & laminate new cubby/locker name tags

• Send staff email with training/workshop info:

  • Dates, times, expectations, agenda, what’s provided (coffee, lunch, etc.)

• Share reminders about any scheduled cleaning (and what needs to be prepped/moved ahead of time)

• Follow up with parents who missed paperwork deadline

• Hang reminder signs about any closures (Labor Day, training days)

• Send FAQ email to new families with key reminders

📅 1 Week Out (Week of August 25)

• Keep reminding families and staff about closures this week and next

• Send final training email reminder to staff:

  • Time, location, what’s provided

  • Include agenda again

• Double-check on training/in-service details:

  • Trainers are confirmed

  • Room is prepped if hosting off-site

• Pick up small treats for staff for NEXT WEEK:

  • Iced coffee, cream, flavored syrup

  • Place an order for bagels or donuts

  • Fill the candy jar

• Friday Before the First Day:

  • Set up “First Day” photo area

  • Hang updated bulletin board in communication hub

  • Put out transition tools, books, or welcome kits in each classroom

  • Review float coverage and who’s greeting new families at drop-off

  • Create “transition box” near entrance or office for staff to use when children are having difficulty coming in!

We will focus on some fun ideas to create magical moments on the first week in August. But for now, this is a good start!

This plan will help you stay ahead without scrambling, and more importantly, it helps your staff and families feel confident and welcomed. The key is breaking it up—just a few tasks each week adds up to a smooth, stress-free start.

Don’t forget to subscribe if you want to walk through this checklist with the collective each week! And please please comment if you do something to prep that isn’t on my list. We all do better when we work together!

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Meanwhile, your team is in the trenches—wiping noses, redirecting toddlers, restocking the glue sticks—hoping that the next PD session actually helps their days run more smoothly.

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We all know that we have to fit in the required annual trainings, and those are important. But for the rest of the year, your goal should be to design something that supports your team in the areas where they most want to grow, with content that actually sticks and systems that make it doable. Here’s how to uncover what that looks like at your center.

1. Ask better questions

Instead of “What topics do you want PD on?” ask questions that get to the why behind the need. Try these instead:

• What part of your day feels the most frustrating?

• What’s something you or your team do well that others might benefit from?

• What part of your role do you feel least prepared for right now?

• If you could wave a magic wand and learn one thing without sitting through a whole training, what would it be?

Collect answers anonymously on a simple Google Form or ask them in 1:1 check-ins. People often don’t know what to ask for—but they can tell you what’s hard.

2. Gamify Annual Trainings

Instead of treating annual trainings like a checklist, find a way to gamify them! One idea is to turn them into a badge-based system—just like Cub Scouts, but for grown-ups :)

Design fun, themed badges or pins (digital, sticker-style, or a full on badge or pin if you are over the top like me) for each required training:

• 🔍 Mandated Reporter Badge

• 👀 Active Supervision Scout

• 🧼 Clean Routine Pro

• 💤 Safe Sleep Certified

• 🧠 Growth Mindset Guru

• 🗣️ Feedback-Friendly Facilitator

Post a badge tracker in the break room, create digital dashboards, or even offer a “pin board” where staff can see what they’ve earned and what they can still achieve. You can even offer small prizes or public shout-outs for milestone completions (e.g., “5 badges = coffee treat!”).

This approach makes annual training feel more personal, visible, and motivating—while still getting all the boxes checked.

3. Observe with intention

You’re probably already walking through classrooms. Now add one lens: what are your teachers managing that could be supported with a new strategy or tool? Look for moments of stress, missed opportunities, or inconsistent approaches. What shows up across age groups or classrooms? Those trends are often better indicators than anything written on a staff survey.

Then go one step further: talk to the team members who are doing those things well and consider turning their approach into a mini-PD led from within.

4. Use micro-PD to your advantage

Every PD doesn’t have to be an 8-hour sit-and-get, because we all know by hour 4 information is going in one ear and out the other. Instead, try offering micro-PD sessions throughout the month. This approach not only supports better focus and retention on key topics, but it also frees up more time for team connection and collaboration on the days your center is closed for training.

Some ways to deliver micro-PD:

• 10-minute huddles during nap time

• Pulling staff out on a rotating basis for a 1:1 micro training when you are overstaffed (don’t laugh, it happens sometimes!)

• Printed one-pagers in the break room

• QR codes that link to a video or blog post

• A monthly “teacher-to-teacher” spotlight where one staff member shares something that works for them

PD feels more relevant when it’s woven into the week instead of stacked on top of it.

5. Let seasons guide your timing

Map your PD to match the rhythm of the year. For example:

• August: Setting expectations, team culture, onboarding

• October: Guidance and behavior strategies (as the honeymoon ends)

• January: Refresh and realignment, child observations, documentation

• April: Transitions, supporting kindergarten readiness, family communication

Your content becomes more meaningful when it matches what staff are already thinking about.

6. Include training tracks and allow them to choose!

Offer two pathways at your next in-service or PD session:

🔹 Option 1: “I want to deepen my practice”

This track is for educators who feel steady in their current role and are ready to stretch a bit. Topics might include:

• Supporting executive function through classroom design

• Planning observation-based lessons with intention

• Building authentic family partnerships

• Reflective practice and self-assessment strategies

• Leading with Montessori (or Reggio, or Pyramid…) philosophy in action

Give them space to collaborate, problem-solve, and elevate their work beyond the basics.

🔹 Option 2: “I want to troubleshoot something that’s hard”

This track is for educators who are feeling stuck and want targeted strategies. Think:

• Redirecting persistent challenging behaviors

• Managing transitions without chaos

• Getting through circle time without losing the group

• Resetting classroom culture mid-year

• Supporting new assistants or co-teachers who are struggling

Facilitate this like a problem-solving lab rather then a lecture. Let them talk through real situations and walk away with 1–2 practical next steps.

Remember that your PD becomes your culture.

You can plan the best training in the world, but if your team is burnt out, anxious, or disconnected, none of it matters. So start your sessions with connection, set the tone by explaining why the topic matters, and always leave space to reflect, process, and apply the information. Professional development works best when it’s responsive, relevant, and rooted in your team’s real day-to-day. So good luck and have fun!

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Especially for your team. Being the person people go to when they need to vent, the one who’s “in the loop,” the one who knows all the drama? That hits all the right neurological buttons. It feels like connection. Control. Relevance.

But it’s a trap.

And in early childhood education, where the stakes are high and the burnout is real, gossip can move from “harmless venting” to “slow death of your center’s culture” faster than you can say, “Can I grab you for a second?”

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Your Brain on Gossip (Yes, It’s a Thing)

Gossip lights up the reward center of the brain—specifically the ventral striatum, which is the same system activated when you eat chocolate, win something, or hear a satisfying “ding” from your phone. You get a dopamine hit, a sense of pleasure, and (bonus!) a temporary boost in perceived social status.

It also taps into the parts of our brain tied to social reasoning and survival. We are wired to care about what’s happening in the group—who’s safe, who’s not, what’s changing—because historically, that information helped us survive.

In high-stress environments (say, a toddler room at 10:30 AM), our brains crave that feeling of control and connection. So gossip becomes a shortcut. A way to regulate emotion, make sense of stress, and feel like you’re not alone in the chaos.

So it’s not shocking that gossip shows up most when:

• People are overwhelmed or burned out

• They feel like their voice doesn’t matter

• There’s change without clarity

• The environment is emotionally intense and unpredictable

Why It Hits Differently in ECE

Sure, gossip shows up in every field. But early childhood education? It’s got the perfect conditions for it to thrive—and do real damage.

For one, this job is emotional labor on overdrive. You’re not just managing behavior and teaching foundational skills—you’re dealing with blowout diapers, preschool politics, licensing deadlines, anxious parents, and classroom dynamics that shift on a dime. All while trying to model social-emotional intelligence for four-year-olds who just learned how to zip their coat last week.

It’s a field full of big feelings and tight spaces—literally and metaphorically.

Add in:

• Team members rotating across classrooms

• Split shifts with no overlap

• “Break rooms” that double as storage closets

• Staff turnover that brings a constant flow of new personalities

• A lack of training on how to address conflict directly

And you've got a workplace where information spreads fast, assumptions spread faster, and frustration gets processed sideways.

Plus, let’s not ignore the unspoken hierarchies. Floaters feel left out. Assistants don’t always feel heard. Teachers feel stuck. And directors feel like they’re supposed to fix it all without ever offending anyone.

Why You Can’t Ignore It

It might start as whispers. A little side-eye. A teammate saying, “I don’t want to stir the pot, but…”

But if you brush it off? It doesn’t go away. It multiplies.

Gossip is never just “talk.” It’s an energy shift. A slow, quiet corrosion of the trust you’re trying to build. It shows up in:

• Passive resistance (“I didn’t say anything to her…”)

• Silent tension in team meetings

• Defensive postures between coworkers

• Avoidance behaviors that lead to real operational breakdowns

And then, suddenly, you’ve got:

• New hires wondering if they walked into a feud they didn’t sign up for

• Strong staff asking about open roles at other centers

• A leadership team that spends more time de-escalating interpersonal drama than actually leading

You can’t build a high-functioning team on a foundation of she said this.
You can’t coach someone who’s already on edge from hallway whispers.
And you sure as hell can’t support children when your staff is emotionally unavailable because they’re too busy decoding the tension around them.

Children feel it. Families sense it. And staff? On a good day, gossip might make them feel included—like they’re on the inside of something. But what they’re really learning is that trust is conditional, honesty is risky, and connection here depends on staying in the loop, not speaking up.

So no—you don’t get to “wait it out” and hope it blows over. Gossip isn’t a weather system. It’s a signal. One you need to respond to on purpose.

What You Can Do About It

You don’t need to fix your whole culture in one meeting. But you do need to name the problem and start chipping away at the conditions that let gossip thrive.

Here’s where to start:

✅ 1. Create real outlets for feedback and venting

Gossip often shows up where people feel silenced. Build in structured ways to talk through hard stuff—anonymous reflections, skip-level check-ins, or designated office hours for your team to check-in.

✅ 2. Model and teach direct communication

Don’t just say “go talk to them.” Teach what that sounds like. Show what a kind, clear conversation looks like when something’s off. Normalize circling back after conflict. And when you do it yourself? Narrate it.

✅ 3. Be transparent whenever possible

Gossip thrives in the unknown. Share what you can, when you can. Even “This isn’t finalized yet, but I want you to know what I know so far” can stop rumors from gaining traction. Silence leaves space for speculation.

✅ 4. Give your staff actual words to use

People often want to shut gossip down but don’t know how—especially when there’s a power dynamic at play. Give them language they can use comfortably, even if they’re fresh out of high school. Especially if you include this in your onboarding and annual training!

• “I think we should talk to them directly.”

• “Let’s not assume—maybe there’s more to it.”

• “I’d rather not get in the middle of this one.”

Practice these in team meetings so they’re ready before the moment comes.

✅ 5. Address the source—gently, but clearly

If someone’s consistently stirring things up, have the conversation. Not to accuse, but to clarify: “Here’s what I’m seeing, and here’s why it matters.” Ask what they need. Connect the dots between behavior and team impact. Gossip is often unintentional—but that doesn’t mean it’s harmless.

Final Thought (Just for You)

You might have a few team members who thrive on being the go-to for every juicy detail. They know everything before it hits your desk. People trust them. Come to them. Vent to them.

But you have to ask:
Is that helping?
Is it building trust—or just creating noise?
Is it supporting your center’s mission—or quietly undermining it?

Because there’s a big difference between being “in the loop” and being a leader.
And you—director, program manager, culture shaper—get to decide which one your team values more.

Quick recap:

Running a childcare center is HARD. And if your brain is neurodivergent? It makes things a lot more… interesting.

You’re likely amazing at the big-picture stuff: creativity, empathy, innovative problem-solving, and reading people like a book. But the day-to-day logistics? That can feel impossible. Personally? I could throw together a full outdoor nature playground in a week—but clearing my email inbox felt like someone was pulling out my fingernails one by one.

Worse, those struggles often morph into self-doubt, burnout, and the creeping feeling that you’re not cut out for leadership. But the truth is: neurodivergent leaders bring incredible strengths. Yes, you’re juggling executive dysfunction, sensory overload, and time blindness (often at the same time)—but you’re also wired for deep intuition, creativity, and innovation.

This post is a way to start building your own toolkit of creative, science-backed strategies to make the hard stuff feel lighter—and to let your best self shine at work.

And if you have a strategy you love, PLEASE comment below so we can share our amazing ideas with other ECE leaders!

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1. Stop Fighting with the Calendar (Use Dynamic Task Visualizers Instead)

The problem:
Traditional calendars are linear. Your brain? Not so much. Research shows neurodivergent folks often struggle with “temporal discounting”—where distant deadlines either feel invisible OR just as urgent as today’s tasks.

The solution:
Swap static calendars for visual task boards like Trello, Notion, or ClickUp. Set up boards like:

• Do this week

• Do this month

• On the radar

Color-code by category (staff, parent events, compliance) and physically drag tasks between boards. Moving tasks around taps into kinesthetic processing, helping your brain actually register urgency and progress.

Try today:
✅ Set up a free Notion board and add one project you’ve been avoiding.
✅ Break it down into 3–4 small cards.
✅ Move one card to “Do Today.”

2. Use AI as Your Personal Executive Assistant

The problem:
Neurodivergent leaders juggle dozens of open tabs in their brain every day—while also battling executive functioning challenges like working memory overload, task-switching fatigue, and mental clutter. Even if you know what needs to be done, staying organized, prioritizing, and following through can feel impossible.

The creative solution:
Let AI act as your personal assistant to lighten the load and keep things on track:

• Motion: An AI calendar/task manager that automatically reschedules your day when plans fall apart—no more scrambling to rebuild your schedule manually.

• ChatGPT or Gemini: Use as your daily brain dump to clarify next steps, draft emails, break down big tasks, and even plan events like Teacher Appreciation Week.

• Otter.ai or Fireflies: Record and transcribe meetings, observations, or quick ideas—so you don’t lose critical details when your attention wanders.

AI takes on the heavy lifting of organizing your thoughts, setting priorities, and making sure nothing falls through the cracks.

Try today:
✅ Use ChatGPT to tackle a draft response to your next tricky email.
✅ Or try: “Draft a reminder email for parents about next week’s event. Make it playful and easy to read.”

3. Start Your Own “Brain Dump”

The problem:
When your brain is running in overdrive, it’s easy to feel scattered, overwhelmed, and unsure where to even start. You know you’ve got a million things on your mind, but they’re swirling together and nothing feels clear. So instead of starting on something, anything, you sit in analysis paralysis.

The creative solution:
Create a Brain Dump ritual. This isn’t your typical to-do list—it's a full unload of everything bouncing around in your head: tasks, worries, reminders, random ideas. Literally everything you have on your mind, write it down. Even if it isn’t related to work.

Then, once it’s all out of that smart thought organ of yours, sort it into simple buckets like:

• 💥 Must do this week

• 💭 Idea bank

• 💤 Can wait/parked

• 🆘 Need help with

This turns that messy, overwhelming list into a clear, organized roadmap—and helps your brain relax because everything now has a home. BONUS- if you plug your brain dump into AI (Think ChatGPT) you can ask it to help you sort your thoughts!

Try today:
✅ Grab a sheet of paper or open a notes app. Set a timer for 5 minutes and dump everything on your mind.
✅ Spend 2 more minutes labeling each item with one of the categories above.
✅ Tackle just one thing from the 💥 "Must do this week" list to build momentum.

4. Sensory Resets: Create a Break Kit + Soundscape

The problem:
Center leadership is noisy, high-stress, and high-touch—and neurodivergent brains are often extra sensitive to sensory overwhelm. Whether it’s noise, touch, heat, or a mix of everything, your system can get fried fast. On the flip side? Sometimes you need extra stimulation to focus and stay grounded.

The creative solution:
Design a Sensory Reset Plan that works for both focus and recovery:

👉 Create a Sensory Break Kit:

• Weighted lap pad or neck wrap (for grounding)

• Essential oil roller (lavender or peppermint)

• Hand fidget or textured object (stimulates tactile focus)

• Portable fan or cooling wipe (for sensory overload days)

👉 Curate Soundscapes for Focus + Calm:

• Brown noise or nature sounds for deep focus and relaxation

• Noise-canceling headphones + calming playlists on overstimulating days

• Binaural beats or upbeat playlists if you crave extra sensory input to sharpen focus

The goal? You have ready-to-go tools that regulate your nervous system in the moment, whether you need to focus or take a true break.

Try today:
✅ Choose one item for your sensory kit (even a scarf or smooth stone works!) and set it in your desk drawer.
✅ Build a quick playlist of go-to sounds (brown noise, nature, or binaural beats) and save it to your phone for easy access during hectic moments.

5. The “Reverse Checklist” for Mental Momentum

The problem:
Ever feel like you work all day but have nothing to show for it? That nagging “Where did my time go?” feeling is legit.

The creative solution:
Flip your to-do list into a Reverse Checklist (aka “Done List”): log tasks after you complete them—big or small.

Seeing progress in real time boosts motivation and combats overwhelm. Plus, self-feedback increases confidence. We all know we lead better when we feel better.

Try today:
✅ Keep a notebook handy and jot every task you complete today. Then the rest of this week. I think you will be amazed at how much you do! And you will likely find things you can delegate or take off your to-do list when you get a birds eye view of your day.

6. Build Simple “When/I Will” Habits to Stay on Track

The problem:
I can’t say this enough: your day is full of interruptions—staff questions, parent drop-ins, emergencies. Every time you get pulled away, it’s hard to remember what you were doing.

The creative solution:
Build simple micro-habits using this formula: When [this happens], I will [do this].

It helps your brain reset faster and keeps things from slipping through the cracks.

Example:

• When I finish a parent meeting, I will immediately write down follow-ups.

• When a staff member interrupts my work, I will jot a note about what I was doing before I answer.

• When I check my email, I will respond to one important message before closing it.

Try today:
✅ Pick one common disruption and create your own When/I Will habit.

7. Gamify Your Tasks

The problem:
Some tasks (cough, licensing forms, cough) will never be fun. But your brain loves a good reward loop.

The creative solution:

• Set a combo streak goal: e.g., “Clear my inbox 3 days in a row = Friday coffee treat.”

• Use a spin-the-wheel app to randomize your next task (throw in fun surprises too!).

• Draw a progress bar on your whiteboard and color it in as you chip away at big projects.

Try today:
✅ Pick a reward and create a streak goal for this week. My current favorite is allowing myself to read 3 pages of my favorite book when I finish an especially tedious task…

8. The “Wildcard Day” Reset

The problem:
Neurodivergent leaders thrive on variety but often get stuck in monotony traps—especially when daily tasks feel repetitive and soul-sucking.

The creative solution:
Schedule a Wildcard Day once a month where you break all the usual patterns. On this day, you might:

• Work from a different location (library, coffee shop, even outdoors)

• Tackle your to-do list in reverse order

• Invite a co-worker to shadow you and brainstorm improvements live

• Focus 100% on one neglected project (no emails, no multitasking)

The novelty re-energizes your brain and often sparks surprising creative breakthroughs.

Try today:
✅ Pick a date for next month’s Wildcard Day and jot down 2 ideas to shake up your routine.

And there you have it- 8 ideas to get you started!

Leading with a neurodivergent brain isn’t about forcing yourself into someone else’s system. It’s about building flexible, creative supports that work with your unique wiring. The goal? Less frustration, more flow.

Which of these hacks are you trying first? Or which works for you now that you don’t see listed above?

I love seeing parents pull together little surprises, treats, and heartfelt notes to remind teachers how much they’re appreciated. And I love seeing the smiles on every teacher’s face as they hear those positive words of affirmation. But there’s one group I don’t want us to forget — the leaders at your child’s daycare.

They are the ones working behind the scenes every single day, making sure the teachers have what they need to create a happy, healthy classroom for your child.

They are educators too — the teachers of your child’s teachers.

They’re often working overtime to make sure those teachers feel appreciated- not just this week, but all year long. And they do it quietly, often without much appreciation for their work.

With their leadership and care, the whole system runs smoothly — keeping teachers supported, classrooms thriving, and the school community strong. They carry the weight so teachers can focus on the kids. They absorb the stress so the classrooms stay joyful. They build the foundation so your child’s school is a place you can trust.

So this week, as we celebrate the teachers who care for our kids, let’s remember the people caring for those teachers, too.

And I want to be clear — as a parent of three young children, I know Teacher Appreciation Week can get expensive fast if you try to buy something for everyone who deserves recognition. This is your gentle reminder: you don’t need to spend money to show appreciation! A small thank-you, a kind word, or a simple note can go a long way.

Easy Ways to Show Appreciation (No Big Budget Needed!)

• 💌 A note, card, or email from your family — heartfelt words matter more than you think

• ☕ A coffee or small treat — even a favorite tea or soda can brighten their day

• 👋 A quick word of appreciation when you see them at the front desk — a simple “thank you” goes a long way

• 🎁 A small group gift or shoutout from parents — team up with other families for a collective thank-you

• 🖍 Have your child draw them a picture — sweet, personal, and guaranteed to bring a smile

• 🌷 Drop off flowers from your garden — fresh and thoughtful without spending a dime

• 📱 Give them a shoutout on social media — tag the school or center and share your gratitude publicly

• 📸 Take a photo of something they’ve done well (like a fun event or a decorated space) and send it with a thank-you note

• 🎥 Record a short thank-you video — either from you or your child, emailed right to them

• 🎨 Help create a collaborative card or poster from several families — one big message from the whole parent community

• 🍎 Offer to help with something small — running a quick errand, setting up for an event, or coordinating snacks

They may not be in the classroom every moment, but they are making sure every classroom feels like an extension of home, and the very best environment for your child to thrive during some of the most critical years of their life. Let’s make sure they feel appreciated, too.

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Are you a leader in early childhood education looking for more support? Be sure to subscribe for FREE access to the resources I create specifically for ECE directors! And if you’re a parent, share The Director’s Collective with your child’s daycare or preschool leader — we’re working hard to build a strong community of leaders, resources, and tools to help make this important work just a little bit easier.

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Well, if you’ve ever walked into a room, forgotten why, then rearranged the furniture for the next 2 hours instead… you might already be living in this neurodivergent world (no diagnosis required 🤪)

Neurodivergence is an umbrella term that refers to people whose brains function differently from what society considers "typical." This includes individuals with ADHD, autism, dyslexia, anxiety, and sensory processing differences, just to name a few. Instead of thinking in a linear, organized, one-thing-at-a-time kind of way, neurodivergent people might experience the world as a constant swirl of thoughts, sensations, emotions, and connections that can feel both brilliant and overwhelming.

In contrast, neurotypical people are those whose brains align with the dominant societal expectations for attention, behavior, learning, and processing. The world—from schools to workplaces to social expectations—is largely designed to support neurotypical ways of thinking.

And when our brain doesn’t fit into this nice, tidy little box, we start to think there is something wrong with us. This is because a lot of neurodivergent adults don’t know they’re neurodivergent. Especially women. Especially in caregiving professions. Why? Because many of us were undiagnosed, misdiagnosed, or simply told we were disorganized, dramatic, lazy, emotional, or needed to try harder.

And so, we grew up learning to mask these tendencies—to blend in, follow the perceived “rules”, and hide the ways our brains struggled to keep up. We became high-achievers, perfectionists, people-pleasers. We got very good at working harder to function. Until we couldn’t anymore.

Sound familiar? You’re not alone.

At the height of my burnout as a director, I found myself sitting on the kitchen floor, overwhelmed and sobbing. I had two Master’s degrees, plenty of experience in the field—and yet I was crumbling. I kept thinking, “I should be able to do this. What is wrong with me?”

We all know that the Director role asks too much of anyone. But the way I was reacting—the level of mental noise, the constant tension, the way I could create a promising new process but then forget to follow-up on it the next week—that felt like another layer of difficulty added to the job.

I was venting about these struggles to a close friend one evening when she recommended therapy. She explained what a difference it made in her life and thought it could help me too. I was resistant at first and it wasn’t until she suggested it multiple times that I finally caved. But what I didn’t know at the time was that my therapist would change my life within the first few sessions when she asked, “Has anyone ever talked to you about ADHD?”

I laughed. I had always loved school. I was a straight-A student. I wasn’t the child bouncing off the walls and could easily focus on topics that I found interesting But then she explained inattentive ADHD and executive dysfunction—and suddenly, it all made sense.

I may have been a great student, but I was also the girl who couldn’t focus on the lesson unless I was doodling, taking notes, or knitting in class. The one who constantly interrupted conversations with friends because my thoughts moved too fast. I could spend hours hyperfocusing on a new, challenging hobby, but couldn’t ever remember where I put my keys. I got so lost in my own head I’d miss highway exits. Frequently.

But it turns out my therapist was onto something. It wasn’t laziness. I wasn’t a quitter. I was just working with a different kind of brain. And as I grew up, the signs were missed because I didn't fit the mold of what ADHD “should” look like. It’s the reason so many women are undiagnosed, or misdiagnosed with anxiety or depression instead. (Read more about that HERE.)

And all the things I thought made me “bad” at the job? They were just unmet needs in a role that wasn’t designed for how many of us process the world.

Maybe you’ve felt this too. Maybe you’ve blamed yourself for being inconsistent, disorganized, or too sensitive. Maybe you’ve wondered how everyone else seems to handle it—and assumed it must be a ‘you’ problem. But what if you’re not “too much” or “not enough”—you’re just wired differently in a world that was never designed with you in mind?

Why Neurodivergent Adults Are Drawn to Early Childhood Education

For all its chaos and unpredictability, early childhood education is one of the few places where being nonlinear, emotionally intuitive, and creatively adaptive isn’t just accepted—it’s required.

It’s sensory, emotional, and human. No two days are the same. There’s constant movement, real connection, and space to show up as your whole self.

Many neurodivergent adults find deep purpose in early childhood work. The job pulls on their strengths: empathy, problem-solving, authentic relationships, and an ability to sit in complexity. They might struggle with scheduling or documentation, sure—but when it comes to responding to a child mid-meltdown or rewriting a schedule on the fly? They’re incredible.

However, in a role that is already asking too much of one person, the stakes are even higher when you add in the invisible layer of a neurodivergent mind. While our strengths allow us to appear superhuman in the role—those same traits can lead to collapse when there are no systems set up to account for executive functioning struggles, sensory regulation, or emotional burnout.

So What Do I Do Now?

Understanding how your unique brain operates is the first step in creating systems that actually work—for you.

This week, I want you to get curious. Start noticing what drains you, what energizes you, and when your brain feels most aligned with the work. Write it down. Look for trends. The more you understand your wiring, the sooner you can begin to build supports around it.

Because neurodivergent or not, we’re all a little kooky for choosing this job (ECE Directors Unite!). But if you’re feeling like the systems you’ve been given don’t quite fit, you’re not alone—and you’re not broken.

And you will need that list, because next week we’ll dig in a little more about leading in early childhood education with a brain that works differently. We’ll unpack the strengths, the challenges, and the small shifts that can make this impossible job feel just a little more possible.

Thanks for reading! If you enjoyed this post I would be so grateful if you would share, subscribe, or comment.

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While I was originally going to post a list of ready-made ideas, I realized what you really need is something even better: a way to generate creative, personalized plans that actually work for your center.

Enter: ChatGPT.
Your free, 24/7 brainstorming buddy—ready to help you come up with customized, meaningful ideas based on your budget, staff size, and level of parent involvement. (And yes, it’s totally fine if you’ve never used it—or tried once and got confused. We’ve got you!)

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Tell Me More About This ChatGPT Thing…

ChatGPT is a free online tool that acts like a helpful assistant you can talk to in regular language. It’s not scary. You don’t need to code. You don’t need to know the right terms. You just ask it questions, and it gives you ideas from across the entire web! My favorite part is that you can have a full conversation to help you get to a plan that fits your unique needs, by asking it to refine, start over, or giving it new information.

What Can ChatGPT Help With for Teacher Appreciation Week?

Just about anything. You can ask it to help you:

• Come up with themed ideas for each day of the week

• Stay within a specific budget per teacher (or total for your school)

• Include DIY options if you’re low on funds

• Suggest ways to involve families without overwhelming them

• Write appreciation notes, signage, or even printable messages

• Adapt ideas for multiple locations or classrooms

• Offer inclusive ideas that don’t rely on gift cards or sugar

The best part? You can keep refining your plan just by replying with, “That’s too expensive” or “Can you make that more creative?” or even “I don’t like these ideas, start from scratch and try again.”

A Good Prompt to Get You Started

A prompt is simply the question or message you type into ChatGPT to get a helpful response. Think of it like giving directions to a really smart assistant—the clearer you are, the better the ideas you’ll get back.

Copy, paste, and tweak the example below to start brainstorming appreciation ideas. (No paid version needed—this works great with the free one!)

Prompt:
I’m a childcare director planning Teacher Appreciation Week. I have [insert your number] staff members and a total budget of [$XX]. I want to celebrate them [With one bigger gift OR over 5 days with something small but meaningful each day.] I’d love ideas that are creative, easy to prep, and don’t require a huge time commitment. I might have some help from families, so please include a separate list of ideas that could involve them without overburdening them.

Optional: We serve teachers in multiple classrooms/locations, so ideas that are easy to distribute or replicate across sites are a bonus!

💡 Pro tip: After ChatGPT gives you a list, try saying:

• “Can you make the themes feel more fun or playful?”

• “Can you turn this into a printable schedule or flyer?”

• “What’s something meaningful I can give that isn’t food or a gift card?”

• “Can you write a short thank-you message to go with each day’s gift?”

• “I actually want a list of at least 25 ideas and I will tell you which ones to move forward with.”

Here is a glimpse at the response when I used this prompt:

Now after reading this, I would probably respond with “I want a list of at least 25 ideas so I can pick and choose which ones I want” and then I would refine from there. But it got me started! I think the best part about using AI is that you can have an actual conversation, push back, refine, brainstorm, etc… to find your perfect plan.

ChatGPT won’t replace your personal touch—but it will give you a head start. Instead of googling “teacher appreciation week ideas” and wading through Pinterest boards, you’ll get something curated just for your budget, your team, and your values.

And if you try it and think, “WHY HAVEN’T I USED THIS BEFORE?”—you’re not alone.

Did ChatGPT give you any good ideas that you plan to use? Paste them in the comments below to inspire others!

As always, every time you share, you help grow this incredible community. Thank you for spreading the word so more directors can benefit—we’re better together. 💛

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But behind that composure? There’s often someone running on empty.

Someone navigating an impossible job where they're expected to be everything for everyone: coach, therapist, administrator, crisis manager, and morale-keeper—often all before 10 a.m.

It’s no wonder that 62% of child care center directors report experiencing high levels of burnout, according to a 2022 survey by the Center for the Study of Child Care Employment.

The reality? This role isn’t hard because people aren’t “cut out for it.” It’s hard because what’s being asked is fundamentally unsustainable.

And while burnout is widespread across the field, some leaders—especially those who are neurodivergent—often feel the strain on an even deeper level. Their strengths can make them appear superhuman in the role, but the cost is high when support systems aren’t there to catch them.

The point is this: the way we’ve structured leadership in early childhood education isn’t working—for anyone. And unless we start acknowledging that, and changing the expectations placed on directors, we’re going to keep losing some of the most passionate, qualified people in the field.

Why the Job Breaks People Down

Early childhood leaders step into the role because they care—about children, about families, about creating something better. But what they often find is a job so overflowing with responsibility, yet so stripped of support, that caring becomes a liability.

Why?

1. The Job Description Has No Boundaries

Directors are expected to be instructional coaches, enrollment managers, HR departments, licensing experts, emotional de-escalators, finance officers, and substitute teachers—all in one role. No one person can sustain that scope of responsibility long-term, and yet it’s normalized across the field.

2. The System Prioritizes Compliance Over Capacity

From staff ratios to daily documentation to emergency drills, the relentless pressure to stay compliant often leaves little room for connection, vision, or reflection.

Once, I even received a licensing citation for “unsanitary conditions” because of a colorful, dried handprint a child had left on the lid of a classroom garbage can. Not a broken lid. Not a health or safety hazard. Just… a little paint.

So instead of focusing on big-picture needs, I spent my afternoon at the store trying to find a matching lid to replace one that worked just fine—because paint didn’t meet the standard of cleanliness to that one licensor. This is what leadership in early childhood can look like. Not building something meaningful—just trying to survive the checklists.

3. There’s Little Room for Recovery

Leadership in early childhood education isn’t just cognitively demanding—it’s emotionally and physically exhausting, too. Yet the role is rarely structured with rest, boundaries, or buffer time in mind. Planning time turns into catch-up time. PTO goes unused. Directors often push through illness or stay late into the evening, simply trying to keep their heads above water.

4. Support Comes Too Late (Or Not At All)

While classroom staff are offered hours of professional development or coaching each year, directors are often expected to already have all the answers. Or they are included on training that isn’t relevant to their role.

They’re tasked with managing budgets, enrollment, licensing, staffing, conflict resolution, parent communication, and more—yet many haven’t been formally trained in areas like finance, sales, HR, or conflict management. In most industries, a role this complex would come with a team, or at least targeted support. In early childhood? Directors are expected to figure it out on their own.

In one of my first business roles at a large corporation I received 12 WEEKS of dedicated training on the role. When I became a Director? I received 2 days. There’s very little infrastructure to support Directors’ learning, and even less emotional support or understanding for the weight they carry.

5. Professionalism Means Perfectionism

There’s an unspoken expectation that leaders must always appear composed, upbeat, and “on.” There’s little space for being human. The emotional cost of always holding it together, especially in front of staff and families, is immense—and isolating.

What Can We Do About It?

We don’t need more self-care memes. We need structural change. Here are practical, systemic actions that owners, policymakers, and organizations can take to begin supporting sustainable leadership in early childhood education:

1. Restructure the Role

• Break up the director position into multiple roles—and no, that doesn’t just mean hiring an Assistant Director who ends up being a glorified classroom float. If your leadership team isn’t actually leading, it’s not a solution—it’s a workaround.

  Yes, margins may be tight. But the cost of losing a good director—and having to recruit, rehire, and rebuild—is far greater than the investment in proper support. Fund and empower true leadership teams that can share the weight, rather than placing it all on one person’s shoulders.

2. Protect Planning and Recovery Time

• Guarantee at least 3–5 hours per week of uninterrupted planning time for directors. That is still less than what Directors need, but it’s a start.

• Encourage PTO—but don’t just “allow” it, back it up with support. Assign a leadership team member or floating admin to absorb short-term responsibilities. Offer flexible task redistribution or calendar clearing before and after time off to avoid “return-to-chaos” syndrome.

3. Provide Help with Callouts

• Directors shouldn’t be the default responder for every single staff absence. Assign a point person—whether it’s a lead teacher, morning float, or office admin—to triage callouts and create the coverage plan for the day. This alone can alleviate a massive amount of daily stress—and it’s a task that could easily be handled remotely in under two hours each morning.

• Staff a reliable on-call floater or rotate callout coverage among team leads. Alternatively, invest in a substitute service. The hourly rate might seem steep at first glance, but when you factor in the hidden costs of a full-time float—PTO, tuition discounts, health benefits, and more—the cost per hour isn’t much different for short term coverage. And when the alternative is a burnt-out team walking out the door, the investment speaks for itself.

  And if you’re in Minnesota, a special shout out to Just in Time Teachers—an early childhood substitute staffing company growing with heart. They’ve built a strong reputation for supporting directors holistically, offering everything from reliable subs to thoughtful leadership training, all grounded in people-first values that prioritize care over profit.

4. Provide Coaching, Not Just Compliance

• Offer reflective supervision, leadership coaching, or peer mentorship—not just licensing checklists and policy reminders. Directors need more than a walkthrough form—they need thought partnership, safe feedback loops, and someone to help them process the weight of their role.

• Invest in leadership development and training that includes conflict resolution, parent communication, boundary-setting, and how to lead adults—not just children. Emotional intelligence, clarity in expectations, and managing difficult conversations are teachable skills, and they should be part of every director’s ongoing toolkit.

5. Build in Emotional Support Systems

• Normalize conversations around burnout, mental health, and neurodivergence in leadership. Directors are often the emotional anchor for their entire program—but rarely get space to be vulnerable themselves.

• Go beyond lip service. Offer access to therapy or coaching, include wellness stipends in your benefits package, and create regular check-ins focused on the leader’s well-being—not just metrics and milestones.

• And don’t forget: training shouldn’t just focus on compliance or curriculum. Directors also need tools for navigating staff dynamics, setting boundaries with families, and protecting their time and energy. The emotional demands of this job are real—our supports should reflect that.

We Can’t Afford to Keep Losing Good Leaders

ECE leadership is not failing because people aren’t trying hard enough. It’s failing because we’ve built a system that requires superhuman energy just to maintain the status quo.

And the truth is, the people who step into these roles are already bringing superhuman heart. What they need now isn’t more grit—it’s more support.

So let’s stop asking, “Why can’t directors keep up?”
And start asking, “Why are we still expecting them to do it all alone?”

Please feel free to add your voice to the comments and open up the door for further discussion, ideas, and support for your fellow Directos.

💡 Up next: A mini-series digging into a side of leadership that rarely gets talked about—what it’s like to be an Early Childhood Leader with a neurodivergent brain.

Many directors are navigating ADHD, autism, anxiety, or sensory processing differences—some with a diagnosis, and many without. Whether they’ve spent a lifetime masking, assumed the immense level of stress was just part of the job, or never saw themselves reflected in traditional definitions of neurodivergence, their experiences are real.

And in a field that’s over 95% female—where women are historically underdiagnosed and often misread—it’s no wonder so many are quietly struggling without support that truly fits.

In this upcoming series, we’ll explore the strengths neurodivergent leaders bring to early childhood, why the role hits differently for them, and practical steps to make the job more sustainable now—even as we work toward long-term change.

Subscribe to get it delivered straight to your inbox!

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And don’t forget to Share if you believe directors deserve more than just survival. Thanks for being part of this amazing community. Until next time!

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Donation Request E-mail Draft

Subject: Teacher Appreciation Week – Donation Request

Hi [Business Name or Contact Person],

My name is [Your Name], and I’m the Director at [Your Center Name], a local early childhood education program here in [City/Neighborhood]. We have a dedicated team of [# of Staff] teachers and staff members who work hard every day to nurture and support young children in our community.

Teacher Appreciation Week is coming up (May 5–9), and we’re reaching out to a few amazing local businesses to see if they’d be interested in contributing a small donation to help us celebrate our team. Whether it’s snacks, small items, gift cards, coupons, or even just a kind note—we’re grateful for any support that helps us recognize the heart and soul of our center: our teachers!

Optional for centers with social media: If you’re able to contribute, we’d be happy to feature your business in our parent newsletter or tag you on social media as a thank you! We love supporting and highlighting fellow local businesses in our community.

Thank you so much for considering this! Please don’t hesitate to reach out if you have any questions or need more details. We’re so grateful for your time and support.

Warmly,
[Your Full Name]
[Your Position]
[Your Center Name]
[Email Address]
[Phone Number]
[Center Website or Social Media – optional]

And that’s it! This is not only a great way to make your budget stretch a bit further, but it opens doors to wonderful connections in the community. Good luck and have fun!

1. Know What You’re Looking For

Yes, this sounds obvious. But do you actually have a list of your core values? Or a list of characteristics that make the perfect hire? Taking time to define the qualities you value in a team member sets the foundation for your entire hiring process.

Before rushing into your next interview, complete the exercise below to ensure the qualities you and your team prioritize—like handling difficult situations calmly or being open to feedback—are reflected in your interview questions. This way, you can better understand how a potential hire might respond when those qualities are put to the test.

• Make a List: Write down the qualities that your best employees exhibit or those you believe make an exceptional staff member. Think of specifics like “shows up on time” or “is a true team player.” Then, ask your current team to share the qualities they appreciate in a coworker. Even if you receive playful responses like “loves changing diapers,” don’t dismiss them—every piece of feedback offers valuable insight into what your team needs right now.

• Group Similar Traits: Once you have your list, start combining similar qualities. For example, traits like “patience,” “understanding,” and “not easily frustrated” can be grouped together. Aim to create no more than 4–6 overarching categories that encapsulate these qualities.

• Give Each Group a Name: Finally, assign a name to each group. For instance, if you’ve grouped together “patience,” “understanding,” and related traits, you might label that category “grace under pressure.”

This exercise not only clarifies what you’re looking for but also ensures that your interview questions and evaluation process are aligned with the real strengths that drive success at your center.

2. Dig Deeper

You already have a strong set of situational interview questions, but making these interviews truly worthwhile means probing beyond rehearsed answers. Instead of accepting a candidate’s general response, take the opportunity to dig deeper and uncover the real story behind their experiences. By asking them to elaborate on specific incidents, you can better assess their problem-solving skills and how they truly handle challenges in your center.

• Ask for Details: When a candidate describes handling a difficult situation, encourage them to walk you through the process step by step.

• Probe for Insights: Follow up by asking, “What did you learn from that experience?” or “How would you handle it differently next time?” This helps you understand their capacity to learn and adapt.

• Focus on Concrete Actions: Look for detailed, specific examples of what they did, rather than just general statements. This ensures you capture their true behavior under pressure.

Truly, interviews should really just be a conversation to allow you to get to know your potential candidates and their skill sets. Don’t be afraid to probe!

3. Keep a Simple Scorecard

After a long day of interviews, it’s easy to forget the details of each candidate’s responses. A simple scoring sheet isn’t about reducing someone to a number—it’s a tool to help you quantify and compare their answers objectively. By linking each question to a key quality, you can capture a clear snapshot of how each candidate measures up against the characteristics you value.

• List Interview Questions with Related Qualities: Write down each interview question along with a note about the key quality it’s designed to assess (for example, "Tell me about a time a child challenged you. How did you handle it?"?” could be linked to “grace under pressure”. This reminder helps ensure you’re looking for the right details in each answer.

• Rate Each Candidate: Use a simple 1-to-3 scale—1 means the response did not meet expectations, 2 means it met expectations, and 3 indicates it exceeded expectations.

• Add Brief Notes: For each question, jot down specific observations that explain the score. Group these notes by question so you can easily see how each candidate’s response aligns with the qualities you’re seeking.

This method not only brings consistency and objectivity to your evaluations but also makes it easier to identify patterns and make well-informed hiring decisions that align with your center’s needs.

DOWNLOAD A FILLABLE COPY HERE

Review and Learn

Your interview process should be a continuous learning experience. After a candidate has been on board for a while, take time to reflect on how their performance compares with what they promised during the interview. This review process can help you fine-tune your approach and improve future hiring decisions.

• Set a Follow-Up Time: For example, review a new hire’s performance after 90 days.

• Compare Reality to Expectations: Determine if the qualities they discussed in the interview are evident in their day-to-day work.

• Refine Your Process: Use these insights to adjust your questions and evaluation methods for the next round of interviews.

Don’t Forget…

The hiring process doesn’t end when a candidate accepts your offer; it’s just the beginning of building a strong working relationship. Effective onboarding starts before their first day, which can set a positive tone and help reduce first-day anxiety. This early engagement shows that you’re invested in their success and helps them feel connected even before stepping through the door.

• Send a Handwritten Welcome Note: Mail a personalized, handwritten note to their home about a week before they start. This thoughtful gesture not only expresses your excitement but also makes them feel seen and appreciated.

• Include Them in Your Team Newsletter: Feature your new hire in the upcoming team newsletter. This introduction gives existing staff a chance to learn about them and helps the new hire feel like part of the team even before arriving.

• Add Them to Your Social Media: Consider welcoming them on your center’s Facebook page or other social channels. This public acknowledgment builds excitement and signals that the entire community is ready to welcome them.

• Provide a Personalized Welcome Packet: Prepare a welcome packet that goes beyond the basics. Include a welcome letter, a detailed first-day schedule, an introduction to key team members, and insights into your center’s culture—perhaps even a short video message from you or the team.

• Invite Them to Meet the Team: Arrange an opportunity for your new hire to meet the team before their start date. Whether it’s a casual in-person gathering or a virtual coffee break, this gives them a chance to connect with their future colleagues and begin building relationships in a relaxed setting.

This proactive, personal approach to onboarding not only helps your new hire feel connected but also reinforces your center’s commitment to creating a supportive, welcoming environment from day one.

Take your time, involve your team, and keep refining your approach. When you hire with intention, you create a more supportive, cohesive environment for everyone at your center.

What changes have made the biggest difference in your interviews? Share your experiences and let’s build even stronger teams together.

Hiring the right teachers and assistants for your childcare center is about finding people who truly align with your culture, values, and the unique needs of early childhood education.

However, most interviews rely on predictable, surface-level questions.
Candidates have heard “Tell me about yourself” and “What’s your biggest weakness?” so many times that they’ve prepped cookie-cutter answers that don’t tell you much.

If you want to dig deeper and hire people who are not only skilled but also passionate, adaptable, and team-oriented, it’s time to update your interview strategy!

Why Mix it up?

Instead of asking what someone has done, these questions help you understand how they think, solve problems, and interact with children, parents, and colleagues.

You’re not just hiring someone to fill a spot—you’re building a team that will shape young minds and create a positive learning environment. Let’s make sure you’re bringing in the right people.

My Favorite Interview Questions to Use (And Why They Work)

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1. "If I walked into your classroom on your best day, what would I see?"

✅ What This Tells You:
This question helps you understand their teaching style, priorities, and what they consider a “good” day. Do they focus on engagement, structure, creativity, or relationships? Their answer will give you a glimpse into how they would fit in with your center’s philosophy.

💡 Follow-up: “Now, what would I see on your hardest day?” This gives insight into how they handle challenges and tough moments. And even what they consider to be a tough moment.

2. "Tell me about a time a child challenged you. How did you handle it?"

✅ What This Tells You:
Working with young children means facing big emotions, tricky behaviors, and unexpected situations all the time. This question reveals:

• How they respond to challenges

• Their patience and problem-solving skills

• Their approach to discipline and emotional support

You want someone who sees challenges as teachable moments, not just frustrations. It is also critical that they understand positive discipline rather than punitive discipline. Did their answer align with how you want your staff to handle the tough moments?

3. "If a parent came to you frustrated about something in your classroom, how would you handle it?"

✅ What This Tells You:
Parent communication can make or break trust in your program. This question helps you see:

• How they manage difficult conversations

• Whether they stay calm and professional under pressure

• How they prioritize relationships with families

Look for answers that focus on listening, validating concerns, and finding solutions—not just defending themselves or placing blame. If they are an experienced teacher, you can also ask them to tell you about a time that a frustrated parent did come to them, and how they handled it.

4. "What’s your favorite children’s book and why?"

✅ What This Tells You:
This may seem simple, but their response will tell you:

• If they understand early childhood development

• Whether they love working with children

• Their values and interests in literacy and learning

A strong candidate won’t just name a book—they’ll tell you why it’s meaningful and how they use it in their classroom.

5. "Imagine a two-year-old is having a full-blown meltdown. What’s your approach?"

✅ What This Tells You:
This is a real-life scenario every childcare worker faces. Their answer gives insight into:

• Their understanding of child development

• How they handle emotional regulation

• Whether they rely on calm, empathetic approaches or quick discipline

Look for someone who validates emotions, offers comfort, and redirects when needed—not someone who sees tantrums as a problem to be “fixed.”

6. "What’s one professional skill you want to improve? How are you working on it?"

✅ What This Tells You:
A strong candidate is always learning. This question helps you see:

• Their self-awareness

• Their commitment to growth

• Whether they’re proactive about improving

Great educators never stop growing. And the toughest employees to manage have the hardest time looking inward to see how they can improve. Look for candidates who embrace learning opportunities.

7. "If you could only bring one item into the classroom to connect with new children, what would you bring and why?”

✅ What This Tells You:
This question was actually one shared by a recruiter I worked with in the past and she said it gave her the most insight into the candidate! She could learn more about a candidate’s teaching style, priorities, and how they build relationships with children. Their answer can reveal a lot about how they engage, structure their day, and adapt to different learning styles.

• A book? They may value literacy, storytelling, and connection through shared experiences.

• A musical instrument? They likely lean into movement, rhythm, and sensory engagement.

• A set of blocks? They may prefer open-ended play and fostering creativity through hands-on exploration.

• A puppet or stuffed animal? They likely use imagination and social-emotional learning to create comfort and trust.

• A structured game or visual schedule? They may focus on routine and predictability to help children feel secure.

There’s no “right” answer, but it helps you see how they approach engagement, classroom dynamics, and child-led interactions.

8. "Tell me about a time you made a mistake at work. What did you learn from it?"

✅ What This Tells You:
No one is perfect—but the best employees know how to own their mistakes and grow from them. This question helps you see:

• Their accountability and honesty

• How they handle setbacks

• Whether they blame others or take responsibility

Hiring humble, growth-minded employees will improve your entire team.

9. "If I asked your previous co-workers or supervisor what it’s like to work with you, what would they say?"

✅ What This Tells You:
This makes candidates reflect on their teamwork, reliability, and communication style.

• Do they see themselves as collaborative and supportive?

• Are they self-aware about their strengths and areas for growth?

If they struggle to answer, it could be a red flag.

10. "Why do you want to work at this center?"

✅ What This Tells You:
Are they just looking for any job, or are they genuinely interested in your program? Look for answers that show:

• They’ve done their research

• They align with your center’s mission and values

• They aren’t just looking for any job—they want this job

A candidate who cares about where they work is much more likely to stick around long-term.

Final Tips for Better Interviews

✨ Ditch the script. Make it a conversation, not an interrogation.

✨ Ask follow-up questions. Dig deeper into their responses to see how they really think.

✨ Look beyond experience. A great attitude, willingness to learn, and alignment with your values matter just as much—if not more—than years in the field.

✨ Trust your gut. If something feels off, it probably is.

Hiring is About More Than Just Filling a Spot

The right interview questions help you identify candidates who will thrive in your center—not just those who can do the job, but those who will love doing it.

So, take a fresh look at your interview process. Are you getting the insights you need? Or are you just checking boxes?

💡 Need help crafting the perfect interview process? Grab my Childcare Director’s Interview Question Bank—filled with proven, insightful questions to help you hire with confidence.

What’s your favorite unexpected interview question to ask? Drop it in the comments! ⬇️

The truth is, if it makes your staff’s life easier or improves their work experience, it’s a benefit—and should be treated as one. Beyond traditional benefits like health insurance and PTO, here’s a list of perks you may already offer (or could easily implement) to help attract and retain quality staff.

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The “Hidden” Benefits You Might Already Offer

Work-Life Balance & Convenience

• Predictable Scheduling – Your weekly hours are set in advance, so you’ll always know what to expect (with occasional flexibility when needed).

• No Nights or Weekends – That’s right, work hours are limited to Monday-Friday between the hours of 7am-6pm.

• Paid Breaks or Planning Time – Dedicated time for rest and lesson preparation during the workday.

• Flexible Scheduling – Need to swap a shift? Adjust your hours? We always do our best to make it work!

• Free Parking – No hunting for street parking- On-site or nearby parking available at no cost.

• Easily Accessible Location – We’re close to public transit, coffee shops, and the essential post-shift Target run.

• Workplace Lactation Room – A designated space for nursing parents on staff.

• Inclement Weather Flexibility – Guaranteed closure pay or priority scheduling when the center closes due to weather.

• Guaranteed Hours for Part-Time Employees – Minimum weekly hours even if attendance fluctuates.

Professional Development & Career Growth

• Paid Training & Certifications – CPR, First Aid, and all required training covered. No out-of-pocket fees.

• Tuition Reimbursement – Want to earn a degree in early childhood? We help with that! Financial assistance for staff pursuing a career in early childhood education.

• Promotion Opportunities – Clear pathways for aides and assistants to grow into lead teacher or management roles.

• Ongoing Coaching & Mentorship – We don’t just throw you into the classroom and hope for the best. You’ll have support from leadership to ensure you feel prepared.

• Cross-Training Opportunities – Exposure to different age groups, special needs education, or administrative tasks for career growth.

Staff Support & Team Culture

• Low Teacher-to-Child Ratios – Classrooms maintain appropriate ratios to support both staff and students.

• Access to Floaters & Subs – We work with qualified substitutes so when you need an extra hand, we’ve got one.

• Leadership Engagement – Directors and administrators provide hands-on support when needed.

• Team Events & Recognition – Staff lunches, birthday shoutouts, and occasional coffee surprises.

• A Collaborative Work Environment – We’re not saying it’s always rainbows and butterflies, but we value communication, teamwork, and like to have fun while doing our jobs!

• Snacks, snacks, and more snacks!- We offer a fully stocked snack room, just grab and go!

• No Uniforms (or Paid Uniforms if Required) – If your center allows casual dress or provides uniforms at no cost.

• Birthday PTO – An extra paid day off during an employee’s birthday month.

• "Work Anniversary" Gifts – Extra PTO, gift cards, or cash bonuses for long-term employees.

Childcare-Related Perks

• Discounted Childcare – Save serious money on tuition for your little ones.

• Priority Enrollment for Staff Children – No stressing about whether your child has a spot.

• Curriculum & Resource Access – Need ideas for your own kids at home? Take-home materials included.

• Paid Parent-Teacher Conference Time – Employees receive time off to attend their own child’s school meetings.

Financial & Wellness Perks

• Free or Discounted Meals & Snacks – Meals provided during shifts at no cost or a reduced rate.

• Paid Holidays & PTO – When we’re closed, you’re off. Simple as that. Not to mention paid time off for illnesses, personal days, and vacation.

• Wellness Perks – Mental health days, yoga/stretching breaks, or just an overall sane work environment.

• Bonuses & Incentives – Referrals, retention, and seasonal appreciation bonuses—because your hard work matters!

• Gym Membership Discounts – Partnerships with local gyms or wellness centers.

• Mental Health Support Stipend – Employees can be reimbursed for therapy, counseling, or stress management programs.

Talk to Your Team About What They Actually Appreciate

If you’re unsure what your staff really value, just ask them. At your next meeting, pose this question:
👉 “What’s something about working here that makes your job easier or more enjoyable?”

You might find that the things they love most aren’t even on your radar—but they should be.

If You Offer It, List It

The childcare hiring market is competitive, and while you may not be able to increase salaries overnight, you can make sure potential hires see the full value of working at your center. Many of these benefits cost you nothing but can make a big difference in attracting and keeping staff.

So, take a moment to review your job postings—are you actually listing everything you offer? If not, it’s time for an update. Because if you don’t market your benefits, candidates will assume you don’t have any—and that’s far from the truth.

A job description lists responsibilities, but a job posting sells the job. If yours reads like a dull checklist, it’s time for a refresh. Let’s break down the biggest mistakes directors make and how to write a job posting that actually attracts the right candidates—ones who want to work with kids and actually show up.

Mistake #1: Posting the Entire Job Description

The Problem:
A long, dry list of responsibilities and qualifications is overwhelming and unappealing. Candidates don’t need to know every single task they’ll do on day one.

The Fix:
Your job posting should be short, engaging, and focused on what’s in it for them. Instead of listing endless duties, highlight:
✅ What makes your center special
✅ The impact they’ll have
✅ Growth opportunities and benefits

Mistake #2: Forgetting That You’re Selling the Job

The Problem:
Many job postings focus entirely on what the employer needs from a candidate and not why the candidate should want the job.

The Fix:
Flip the focus! Your opening paragraph should make them excited. Consider:

• Why would someone want to work here?

• What’s unique about your center’s culture?

• How do you support and appreciate your staff?

Example Before:
"Looking for a dedicated teacher to provide high-quality care and education to children ages 3-5. Must be able to plan and implement lessons, maintain a clean classroom, and communicate with parents."

Example After:
"Join a team that truly values YOU! We believe teachers should be supported, appreciated, and given the tools to thrive. If you love working with children, want to grow in your career, and enjoy a fun, collaborative environment, we’d love to meet you!"

See the difference? One feels like a checklist. The other makes you want to apply.

Mistake #3: No Personality or Center Culture

The Problem:
A generic, bland job posting does nothing to make your center stand out.

The Fix:
Show your personality! A great job posting reflects your center’s culture and makes applicants feel like they belong. If your center is warm and playful, let that come through in your tone.

Example Before:
"We are hiring for a full-time lead teacher. Responsibilities include lesson planning, supervision, and daily reports."

Example After:
"Are you passionate about helping little learners grow? Our center is all about hands-on learning, laughter, and teamwork. We’re looking for an energetic teacher to bring creativity and warmth to our preschool classroom!"

Mistake #4: Making the Application Process Too Complicated

The Problem:
If your job application requires candidates to jump through too many hoops (long forms, multiple steps, unnecessary requirements), they will move on.

The Fix:
Make applying EASY.

• Keep your application short—no more than a few key questions.

• Allow mobile-friendly applications (many candidates apply on their phones!).

• Clearly state how to apply and what happens next.

Example:
"Apply today by sending your resume to [your email] or clicking [your application link]! We’ll follow up within 48 hours to schedule a quick phone chat."

When candidates know what to expect, they’re more likely to follow through.

Mistake #5: Not Using the Right Keywords for Job Boards

The Problem:
Your job posting might not even be reaching the right people if it’s not optimized for search.

The Fix:
Use keywords that job seekers are actually searching for.

• Use "Preschool Teacher" instead of just "Lead Teacher"

• Include "Daycare Teacher" if you offer care for younger children

• Add location-based keywords (ex: "Childcare Teacher in Minneapolis, MN")

Think about what your ideal candidate would type into Google or Indeed—then use those exact words.

The Perfect Job Posting Formula

Now that we’ve covered what NOT to do, here’s a simple job posting formula that actually works:

1. Attention-Grabbing Headline

"Passionate About Early Childhood? Join Our Team!"

2. Engaging Intro (Why They’ll Love This Job)

• Talk about what makes your center great.

• Highlight your culture and values.

• Keep it short and friendly.

3. Key Responsibilities (Keep It Simple!)

• Create engaging learning experiences

• Foster a warm, supportive classroom environment

• Communicate with families in a positive way

4. Perks & Benefits (Why They Should Apply)

• Competitive pay & benefits

• Paid training & professional development

• Supportive team culture

5. How to Apply (Make It Easy!)

"Apply now by sending your resume to [your email] or clicking [your application link]! We can’t wait to meet you!"

If your job posting reads like a textbook, it’s time for a refresh. Focus on making it engaging, clear, and applicant-friendly. And remember—your job posting is a first impression. Make it count!

💡 Need help crafting a standout job ad?
Insiders Only: Grab my Editable Childcare Job Posting Template to create a job posting that attracts quality applicants—without the stress!

Here’s how to create a simple, effective social media calendar for your childcare center using ChatGPT in less than 10 minutes (really!)

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Step 1: Define Your Goals

Before diving into content creation, get clear on what you want to achieve with your social media. Are you looking to:

• Increase enrollment inquiries?

• Strengthen communication with current families?

• Highlight your staff’s expertise and creativity?

Write down your primary goals so your content aligns with them.

Step 2: Choose Your Platforms

You don’t need to be everywhere. Focus on platforms where your families are most active. For many childcare centers, Facebook and Instagram are ideal because they’re highly visual and great for community engagement.

Step 3: Identify Content Categories

Decide on a few key content categories to rotate through. Here are some ideas:

• Classroom Highlights: Share photos or stories from activities and lessons.

• Parent Resources: Tips for managing routines, milestones, or learning at home.

• Staff Spotlights: Introduce teachers and celebrate their accomplishments.

• Upcoming Events: Announce and promote events like parent nights or special celebrations.

• Testimonials: Share positive feedback from families.

Step 4: Use ChatGPT to Create a Custom Content Calendar

Here’s where the magic happens! Sign into ChatGPT and use the following prompt to generate a tailored content calendar for your center:

Prompt: "Create a one-month social media content calendar for February 2025, for a childcare center. The calendar should include engaging posts for Facebook and Instagram, aligned with the following goals: [insert your goals]. Our center prides itself on [Insert key themes you want included in your posts, such as “fostering independence in young children”] Focus on [insert your content categories, e.g., classroom highlights, parent resources, staff spotlights, etc.]. Include ideas for captions, post types (photo, video, graphic), and a recommended posting schedule. The tone should be professional but friendly, appealing to families of young children."

Click HERE to see this example, and the resulting social media calendar, in action.

Copy and paste this prompt into ChatGPT, customize it with your center’s goals and preferences, and watch the content ideas roll in!

*As a reminder, this prompt gives you a starting point. If you don’t like the answer, or want to see different types of captions, different media suggestions, etc… just send a message back to ChatGPT like you are talking to a human. Let it know what you want done differently and see what result you get the second time!

Step 5: Organize and Schedule

Take the content ideas from ChatGPT and plug them into a simple calendar. You can use a Google Sheet, a printable template, or a social media management tool like Meta Business Suite (free). Aim for 2-3 posts per week to start, depending on your capacity.

Step 6: Include Backup Posts

Life happens, and sometimes you’ll need a quick fallback post. Prepare a few evergreen options, like:

• "Happy Monday! Let’s make it a great week!"

• "Here’s a sneak peek into today’s activities!"

• "We’re grateful for our amazing families and staff every day."

Step 7: Evaluate and Adjust

At the end of the month, take a few minutes to review what worked well. Did a specific post type get a lot of engagement? Use that insight to refine your calendar for the next month.

Have questions about how to do this? Or running into any issues? Send me a message and I will help you brainstorm or refine your prompt so you get the social media calendar you want!

Creating a social media calendar doesn’t have to be complicated. With a clear plan, a few minutes of setup, and the power of ChatGPT, you can stay consistent, keep families engaged, and showcase the incredible work happening at your childcare center—all without breaking a sweat!

Valentine’s Day is supposed to be about love and kindness, not stress and scrambling to buy 20 themed cards the night before. So here are some ideas to simplify Valentine’s Day at your childcare center so families and staff can focus on the fun, not the frenzy!

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1. Personalized Card Exchange: One and Done

I used to do this at my center and it was my absolute favorite way to celebrate. Instead of inviting every child to bring a Valentine for every member of the class, make it personal and meaningful. Have each child draw one name of a classmate ahead of time and have teachers let their family know which child they received. Then, ask each child to create one personalized and homemade card for that classmate. You can have them work on this during school time, or have them do it at home. On Valentine’s Day, they can all exchange cards, one at a time, during circle time. This approach encourages thoughtfulness, reduces the pressure on families to buy or make a ton of cards, and simplifies the exchange process for staff.

2. Keep It Simple

If a full-class exchange is a must, simplify it by asking families to only write who the Valentine is from, and ask them not to address the to section. This way, children can drop cards into bags or boxes without staff needing to decipher handwriting and match names. A quick and easy win for everyone involved!

3. Create a “Valentine’s Backup Box”

Inevitably, someone will forget to bring Valentines. No stress—have a stash of generic cards or craft supplies ready so children can make one on the spot. It’s an easy way to ensure no one feels left out, and staff won’t have to scramble to resolve the situation.

4. Simplify Treats with a Shared Snack

Instead of individual Valentine’s treats, organize a class-wide shared snack. Families can sign up for one item (fruit, crackers, or something Valentine’s-themed like heart-shaped cookies). Staff can manage one shared snack easier than sorting through dozens of individually wrapped items, and parents won’t have to stress about what to bring. If you want to make this even easier, plan the fun snack yourself. Something like strawberry yogurt with raspberries and sprinkles. Easy ingredients you can grab in bulk and something different for the kids!

5. Focus on Experiences Over “Stuff”

Shift the focus to activities rather than cards and candy. Plan a Valentine’s-themed craft, a group story time with a love or kindness theme, or a dance party with heart-shaped decorations. Families can feel good knowing their child is having fun without added pressure.

4 Parent-Friendly Reminders for a Stress-Free Valentine’s Day

1. "It’s Okay to Keep It Simple" Remind families that store-bought cards are 100% okay—there’s no need for Pinterest-worthy creations. A “from” signature and some stickers are plenty.

2. "We’ve Got Extras" Let parents know you’ll have backup Valentines ready for anyone who forgets or runs out of time. (Because life happens!)

3. "Snacks Are Covered" If your center is planning a shared snack, send a quick note or email reassuring parents that there’s no need to pack anything extra.

4. "Check the Name List" If you DO want parents to address every valentine, be sure to provide an updated class list (first names and last intials!) well in advance. This prevents last-minute confusion and ensures every child is included.

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Valentine’s Day doesn’t have to be another source of stress for families or staff. With a few thoughtful tweaks, you can create a celebration that’s joyful, easy, and inclusive for everyone involved. After all, the goal is to spread love—not chaos!

Let’s dive into each step and see how it works.

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Pre-Work: Make a List

Start by making a list of all your frustrations—big or small. Think about anything you find yourself frequently reminding your team about or getting annoyed by. If it’s a recurring issue, it belongs on the list! And while we’re focusing on work here, this exercise can work wonders for home life too (anyone else deal with children misplacing socks and shoes every. single. morning??)

Keep it professional, but don’t hold back!

Step 1: Categorize

Now, group similar frustrations from your clarity list.
Instead of trying to tackle every issue at once, start by identifying patterns. Are multiple problems related to communication? Are there operational bottlenecks? Grouping frustrations into categories helps you focus on the root causes and address them systematically.

Example:
You notice recurring issues with parent communication:

• Teachers forgetting to send weekly updates.

• Not enough photos of children being sent home

• Inconsistent tone or content in the updates.

• Delays in communication.

These all fall under a broader category: Parent Communication.

Some other categories you may want to use include Team Morale & Culture, Daily Operations, Health and Safety, Classroom Management, Enrollment & Tours, Technology Use, etc…

Pro Tip: Aim for 3-5 categories at a time to keep it manageable.

Step 2: Clarify

Next, define exactly what you expect and how it should be done.
Clarity starts with asking yourself:

• What outcome do I want?

• What specific steps will help us get there?

• Why does this matter to the team and families?

Avoid vague instructions like, “Send better parent updates.” Instead, break it down into clear, actionable steps.

Example
What Outcome Do I Want? “Every Friday by noon, send a three-sentence update summarizing the week’s activities and milestones.”

What Steps Help Us Get There:

1. Highlight one key learning milestone.

2. Include one memorable moment from the week.

3. Share a quick preview of the upcoming week.

Why does this matter?

“Consistent updates build trust with families and improve communication, reducing questions and concerns.”

Step 3: Communicate

Finally, share the expectations clearly and consistently.
Communication isn’t just about telling your team what to do—it’s about ensuring they understand and feel equipped to succeed.

How to Communicate Effectively:

• Use Visual Aids: Create a checklist, flowchart, or poster to reinforce expectations.

• Discuss in a Meeting: Explain the “why” behind the expectation, walk through examples, and allow time for questions.

• Follow Up: Send a recap email or create a reminder system to keep expectations top of mind.

Example:
In your next team meeting, introduce the new parent communication process. Use a visual checklist teachers can refer to and explain how it builds family trust. Then, invite teachers to share any challenges they foresee and brainstorm solutions together.

Pro Tip: Positive reinforcement goes a long way. Celebrate when your team meets expectations, and acknowledge their efforts to adapt and improve.

The Follow-Through is on YOU

The 3 C’s of Clarity help you set expectations that are clear, actionable, and easy for your team to follow. But here’s the catch:

Setting expectations is only half the battle. The real transformation happens when you enforce them consistently. Without follow-through, even the best expectations won’t stick.

It’s up to you to lead by example, provide feedback, and ensure everyone is on the same page. Remember, setting the standard is just the first step—enforcing it is what turns expectations into lasting change.

Ready to see how clarifying your expectations and communicating them effectively can transform the way your center runs? Me too! Share your biggest struggles in the comments, and let’s work together to find solutions.

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Why Visitors Leave: The Data on Bounce Rates

Bounce rates measure how often someone lands on your website and leaves without exploring further. According to research, users form an opinion about your website within 50 milliseconds—that’s less than the blink of an eye! If your site feels outdated, cluttered, or confusing, visitors may leave before giving you a chance.

Here’s what causes high bounce rates:

• Slow Loading Times: Nearly 40% of users leave if a page takes more than 3 seconds to load.

• Confusing Navigation: If users can’t find what they need in 2-3 clicks, they’re likely to abandon the site.

• Unclear Messaging: If your homepage doesn’t immediately communicate what your center offers, visitors may lose interest.

How Many Clicks Should It Take?

Research shows that 2-3 clicks is the sweet spot for getting users to their desired content. Beyond that, frustration sets in. If you only have time to focus on a few things, make these your priority. These are the essentials for turning your website into a family-attracting, tour-booking machine:

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How to Get It Right:

1. Simplify Your Navigation:
   Keep your menu straightforward with 4-6 main categories (e.g., About, Programs, Enrollment). No one wants to dig through a maze of tabs to find the info they need.

2. Add Clear Call-to-Actions (CTAs):
   Make it ridiculously easy for visitors to take the next step. Buttons like “Schedule a Tour” or “Contact Us” should appear prominently on every page.

3. Keep Contact Info Front and Center:
   Your phone number, email, and address should be visible on the homepage and Contact Us page. Bonus points for a clickable phone number for mobile users.

4. Go Mobile-Friendly:
   Over half of your visitors are probably on their phones. If your site doesn’t look amazing on mobile, you’re losing families before they even see your programs.

5. Test Your Links Monthly:
   A broken link is like inviting parents to a locked front door. Run through your site regularly to make sure everything works, from forms to external links.

What Keeps Visitors on Your Site?

Keeping users engaged means balancing great content, strong visuals, and smooth functionality. Here’s what works:

1. Clear, Compelling Content

• Headlines Matter: Use engaging headlines like, “Why Families Choose [Your Center Name]” or “Programs Designed to Inspire Your Child.”

• Bite-Sized Information: Break content into short sections with bullet points or subheadings. Long paragraphs feel overwhelming.

• Answers at Their Fingertips: FAQs, tuition information, and program details should be easy to find.

2. Visual Appeal

• Professional Photos and Videos: Include recent images of your center, staff, and kids (with parent permission). Videos, such as virtual tours, are even better for engagement. If you have a staff member with an eye for photography, ask them to get some updated shots for you to use on a slow day! Just be sure you have parent permission.

• Consistent Branding: Use the same colors, fonts, and logos throughout your site to build trust and recognition.

3. Mobile Optimization

• Over 50% of web traffic comes from mobile devices. If your site isn’t mobile-friendly, users are more likely to leave. Make sure text is readable, buttons are tappable, and navigation is smooth on smaller screens.

Pro Tips to Keep Visitors Hooked

• Create Clear Next Steps: Every page should end with a clear CTA like, “Learn More About Our Programs” or “Contact Us Today.”

• Update Content Regularly: Sites with fresh content—like blogs or event updates—rank higher in search engines and keep visitors coming back.

• Highlight Social Proof: Include testimonials or reviews from parents to build credibility.

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Want to take your website to the next level? Download our Website Audit Checklist to make sure you’re hitting all the marks for a family-friendly, lead-generating site.

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1. Use Email Templates for Common Responses

How often do you find yourself typing the same message over and over? Save time by creating templates for your most frequently sent emails. Many email platforms allow you to save drafts or use "canned responses" to automate this process.

How to Use This Strategy:

• Examples of Templates to Create:

  • Response to parent inquiries about enrollment or tuition.

  • Staff scheduling updates.

  • Notifications about upcoming events or closures.

  • Responses to frequently asked questions (perhaps a biting policy or classroom transition timelines)

• When replying to an email, simply insert the template, personalize it as needed, and hit send! This approach reduces mental load and ensures consistency in your communications.

2. Declutter with an "Archive, Don’t Delete" Policy

Sometimes, the fear of deleting an email "just in case" leads to inbox overload. Instead of deleting emails, adopt an archive system. Archiving moves emails out of your inbox but keeps them easily searchable for future reference.

Why This Works:

• Archiving gives you peace of mind—you can always retrieve the email if needed.

• It clears your inbox without the pressure of deciding if an email is truly worth keeping.

Pro Tip:

Create a shortcut or button in your email provider to archive with one click.

3. Schedule "No Email" Focus Hours

As a childcare director, your day is filled with tasks that require deep focus, from planning staff schedules to addressing parent concerns. Emails can quickly derail your focus if you check them constantly. Schedule dedicated "no email" blocks during your day to focus on important tasks.

How to Implement:

• Turn off email notifications for one or two 90-minute blocks daily.

• Let your team know when you’ll be offline so they can call or message you for urgent matters.

• Use this time to tackle larger projects or enjoy uninterrupted planning time.

4. Create a "Waiting for Response" Folder

Ever send an email and completely forget to follow up? A "Waiting for Response" folder can save you from this common pitfall. When you send an email requiring a response, CC yourself so it’s easier to track.

How This Helps:

• Immediately move your CC’d copy to the "Waiting for Response" folder, so you know it’s pending.

• If you prefer to use your inbox as your to-do list, simply leave the email in your inbox until the matter is resolved.

Pro Tip: Review your "Waiting for Response" folder once a week to follow up on any outstanding replies. This eliminates the need to dig through your sent folder to track conversations.

5. Turn Your Inbox Into a To-Do List

absolutely love using my inbox as a to-do list! It helps me stay on track and gives my neurodivergent brain a satisfying dopamine hit every time I get my inbox down to 10 emails or fewer. If you’ve decided to use your inbox this way, it means that any email sitting in your inbox is unresolved—either awaiting a response from you or left there as a reminder to follow up if you don’t hear back. This system keeps everything actionable and ensures nothing slips through the cracks.

How to Use This Strategy:

1. One-Touch Rule: When you open an email, decide immediately: respond, file, or leave it in your inbox if it still needs attention.

2. Mark Priorities: Use flags or stars for emails that need immediate follow-up.

3. End-of-Day Cleanup: At the end of each day, ensure your inbox only contains emails that require action. Everything else should be filed or archived.

Pro Tip: By treating your inbox like a dynamic to-do list, you’ll stay on top of tasks without the clutter of unimportant messages.

Take Control of Your Inbox

Your inbox shouldn’t control you—it’s a tool to support your role as a childcare director. By implementing these strategies, you’ll create a system that works for you, reduces stress, and frees up time for what truly matters. Whether it’s automating responses, archiving emails, or tracking replies, these practical tips can make email management a seamless part of your day.

What’s your go-to email organization tip? Share it in the comments below—we’d love to hear from you!