Schools of Excellence: The No. 1 ECE & Private School Leadership Podcast

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159. 2024 ECE Forecast: Pioneering a New Era of Leadership Jan 01, 2024

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Are you living by your values?

While you think that question over, let me tell you a story.

In our family, generosity is a core value, and one of the ways in which we embody that value is by hosting members of the community in our home.

So when the High Holiday was approaching this past year, our initial intention was to host two or three out of the four meals that take place over the holiday, just as we normally would.

But when I realized that the Schools of Excellence Legacy Mastermind happened to fall on the same weekend as the start of the High Holiday, I had to take a step back and re-evaluate.

Sure, I could stick to the original plan and spend the weekend hosting meals—that would be in alignment with my values, right?

But values don't exist in a vacuum.

If I were to neglect my commitments as a business owner in order to uphold my family's value of generosity, I wouldn't really be living by my values, would I?

So instead, Mayer and I chose to host just one meal so I could balance my role as both a business owner and member of our community. It wasn't an easy decision, but it was the right one.

When it comes to true leadership—especially in this day and age—solutions aren't black and white.

Instead, leadership requires that you make hard choices and reserve enough energy to embody all of your values.

Now we come back to you.

Are you living by your values? Are you prepared to be a leader in today's world?

In this week's podcast episode, I'll help you answer this question by exploring what it takes to be a leader in 2024 and beyond. It's the first in a four-part series that breaks down the 2024 forecast for early childhood education.

Join me for a conversation about:

The four critical areas shaping the next era of early childhood education
Why traditional leadership strategies are no longer working
What it means to be a leader in today's world
How we should approach modern leadership

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

If you enjoy this episode and are looking for a space to continue exploring the next era of school leadership, consider applying for our Owner's HQ and Director's Inner Circle membership programs. As a member, you'll gain access to tools, resources, coaching, and community that will help you as you work toward building a school of excellence.

Or, help your leadership team prepare for today's modern challenges with a Leadership Day Intensive. You'll get a full day of on-demand, in-school training with me, plus various accountability check-ins, to help you and your team work through obstacles and build a stronger, healthier center. https://schoolsofexcellence.com/leadership/

More about the show:

If you are an Early Childhood director or owner, prepare to transform your school and life with the Schools of Excellence podcast. Tune in each week to learn from Chanie Wilschanski, the founder and host of the Schools of Excellence Podcast and a mom of 4 little kids. Each episode will be packed with tools and strategies – equipping you to build schools with higher staff retention, teacher motivation, parent partnership, collaborative culture, and beautiful quality of life.

Every week, Chanie shares the truth about the journey to excellence, the strategies that are working TODAY, and the mindset about the critical decisions and choices that you make every day which impact yourself, your teachers, parents, family, and children who you serve every day.

158. Shifting into Legacy-Minded Leadership with Mandy Moore Dec 11, 2023

Show notes

School leadership can be a lonely journey.

When you're at the top of the org chart, it's your responsibility to support your team—meaning there's no one to catch you when it's you who has fallen down.

That's the harsh reality that Mandy Moore came face-to-face with when she became the owner of her center, Steadfast Academy in Texas, a few years ago.

Transitioning from director to owner was a difficult change. She had gone from having at least some semblance of support to suddenly having none at all.

When COVID-19 hit just a few months later, Mandy's already unstable life was turned completely upside down, with no one to turn to in her time of need.

It was at that point that Mandy came to a critical realization: If she was going to have any chance of surviving—let alone thriving—as an owner, she would need to find a support system.

Fortunately, she found exactly what she was looking for in the Schools of Excellence Owner's HQ membership program, and it changed the trajectory of her leadership journey.

In this week's podcast episode, I'm sitting down with owner Mandy Moore to talk about her experience in Owner's HQ and how finding community among other leaders helped her settle into her new role.

Join us for a conversation about:

The state of Mandy's center before joining Owner's HQ
Her experience as an owner after COVID-19 hit
What she learned being part of a community of other owners
How her leadership transformation has impacted her personal life

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

Your leadership team can also struggle to find support and community, which can greatly impact their ability to lead from the center's values. You can help them work through this and other challenges with a Schools of Excellence Leadership Day Intensive. You'll get a full day of on-demand, in-school training with me, plus various accountability check-ins, to help you and your team work through obstacles and build a stronger, healthier center.

If Mandy’s story resonates with you and you, too, crave the guidance and support of a community of like-minded leaders, I encourage you to apply for our Owner's HQ and Director's Inner Circle membership programs. As a member, you'll gain access to tools, resources, coaching, and community that will help you as you work toward building a school of excellence.

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157. Building Strong Relationships in Leadership with The Little Foxes Team Dec 04, 2023

Show notes

Last year, after speaking at a conference, I was contacted by, Sophie Kerr, the owner of Little Foxes Nursery School in Wiltshire, England, an early childcare center that believes in the power of strong role models in children's learning and development.

She had heard me speak about B.R.I.D.G.E., the 6 key meta skills you need as a childcare center leader, and it immediately resonated with her.

Although she had a strong team of directors, they were struggling in some crucial areas, like managing their calendars and having difficult conversations with staff, that were impacting the overall culture of the school.

So, when she reached out to inquire more about leadership training for her team—Catherine, Amy, and Jen—I invited them to apply for our Director's Inner Circle membership program.

I knew it was the perfect place for them to not only develop their leadership meta-skills, but get support from other directors who were experiencing the same struggles and working toward the same goals.

But what I didn't expect was just how incredible it would be to watch each of their journeys unfold, side by side.

The extent to which the program transformed their leadership in such distinctive and personal ways was powerful to see.

That's why in this week's podcast episode, I'm sitting down with the Little Foxes team to hear their stories about how being in the Director's Inner Circle membership program has uniquely transformed their leadership and school cultures.

Join us for a conversation about:

Their leadership styles before joining the program
Their experience implementing the gratitude matrix, one-on-ones, and more
The impact of their leadership on parents and families
How they've grown thanks to the program's resources, coaching, and community

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

If you want to experience a leadership transformation like that of the Little Foxes team, I encourage you to apply for our Owner's HQ and Director's Inner Circle membership programs. As a member, you'll gain access to tools, resources, coaching, and community that will help you as you work toward building a school of excellence.

P.P.S. Or, if you're looking for a more team-centered experience to elevate your circle of leaders, you could be a good fit for our Leadership Day Intensive. You'll get a full day of on-demand, in-school training with me, plus various accountability check-ins, to help you and your team transform your center's leadership and build a stronger, healthier culture. https://schoolsofexcellence.com/leadership

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156. Educating your Team on Reporting Nov 27, 2023

Show notes

When you write out a to-do list—whether for your team, your family, or yourself—does it give an accurate representation of everything that goes into completing each task?

Take laundry, for example. When I put "do the laundry" on my to-do list, I would be kidding myself if I thought it was a one-step process.

There's sorting, washing, drying, ironing, folding, putting the clothes away… and even that isn't an exhaustive list depending on the circumstances. Rather than an easy box to check, something like laundry can easily take an entire morning—or day.

It's a perfect example of invisible labor—all the tasks that need to get done that nobody sees…

…at least, nobody but you.

As a school leader, invisible labor is your middle name. Your brain is wired to consider the details, and you can't help but get bogged down in all the particulars of whatever task is at hand.

So, when your team reports to you, thinking the best thing to do is to relay ALL the information possible, you get overwhelmed by things you don't need to worry about.

You feel responsible for things you don't need to be responsible for.

And the result is that you waste precious time and energy on things that won't help your center move forward.

To ensure you're operating at optimal levels and focusing on the things that matter most, it's critical for you to educate your team on how to report to you.

In this week's podcast episode, I'm talking about how to train your team to report effectively so you can keep your mind—and your schedule—clear for tasks that bring you closer to your goals.

Join me for a conversation about:

Why it's important to educate your team on proper reporting
Financial debt vs. time debt
How to discern what's truly important to know
Action steps to educate your team

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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155. How to Plan Travel as a Leader Nov 20, 2023

Show notes

When my husband Mayer and I still lived in NYC, he held a position at a college that was highly demanding (to put it lightly).

As part of his role, he was required to work 7 days a week, with very limited PTO. And when he did have time off, he fell ill—just like clockwork.

That wasn't a coincidence.

When we work ourselves to the bone without allowing ourselves proper time to rest and recover, we become more vulnerable to illness.

Think of your well-being like a battery—if you don't plug it in to charge, eventually it's going to run out of power.

As a school leader, I'm sure you know this better than anyone. After all, professionals in the field of education are especially prone to burnout.

But what you may not realize is that recharging your battery is about more than taking a yearly vacation.

Because if you only give yourself time away once or twice a year, that break ends up being spent in a desperate attempt to recover from burnout…

…rather than experiencing genuine moments of aliveness and connection with the people you love.

To move beyond survival mode and make the most of your time off for fun and travel, you need to plan for regular rest and recovery throughout the year.

That way, you won't be running on a near-empty tank while trying to enjoy all life has to offer.

In this week's podcast episode, I'm discussing how to plan strategically for rest and travel as a school leader.

Join me for a conversation about:

Why it's crucial to strategically plan for rest and travel
The different kinds of rest you need to feel fully recharged
How I manage my own recovery and travel throughout the year
How you can plan for rest and travel in 2024

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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154. Navigating Tough Talks: A Guide to Handling Termination Communication Oct 30, 2023

Show notes

No matter the industry, leaders are often afraid to be honest about why they're firing someone. They think that by sugar-coating the truth or dancing around the issue, they're protecting the person's feelings.

But the reality is that being dishonest doesn't help anyone but you. Rather than protect them, you actually protect yourself from uncomfortable feelings.

In reality, the best thing you can do for everyone involved is to communicate with transparency and kindness—no matter the context.

Back in 2011, when I was working as a camp director in NYC, I had to fire a teacher after a very unfortunate incident.

It was a sensitive time for the Jewish community in that area because a child had been tragically abducted while walking home from day camp. Understandably, everyone in the city was on especially high alert.

So, when a teacher at my camp left a child alone in the bathroom and walked to a park two blocks away, I had no choice but to terminate her immediately.

I found the child in the bathroom while doing my rounds, walked them to the park where the teacher was, and fired her on the spot.

Now, in this particular situation, there wasn't much of a conversation, because I needed to act swiftly. But that didn't mean that I was unkind—or that I avoided addressing the reason she was being fired.

I simply told her that her error in judgment was unacceptable—and let her go.

As a leader, you're going to have to fire team members. In fact, never letting go of employees is a sign that you're not cultivating a values-led culture. Because there will always be individuals on your team who simply aren't the right fit.

But at the end of the day, the reason you're letting them go doesn't matter. In every case, you owe it to them, to your team, and to yourself to navigate the conversation with poise and respect.

In this week's podcast episode, the final installment of a three-part series on firing, I provide tips on how to navigate termination communication in a way that preserves your center's reputation and maintains the trust of remaining team members.

Join me for a conversation about:

What a termination conversation is really about
Why handling a termination conversation well is so important
How to prepare for and conduct the conversation
How to navigate the aftermath of firing a team member

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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153. Leadership and Letting Go: When is it Time to Say Goodbye? Oct 23, 2023

Show notes

Many years ago (when my kids were a lot smaller), my husband Mayer and I took a trip to Niagara Falls. As usual, I had organized everything in advance, including reserving adjoining rooms for our family.

Because our kids were so young at the time, it was really important that we had that adjoining room. So, I made sure to call the hotel—both the day before and the day of the trip—to confirm that the rooms were available for us as planned.

But lo and behold, on the night we arrived at the hotel, the staff member on duty told us that there were no adjoining rooms left because we had arrived too late at night.

Mayer and I were livid. I had called to reserve in advance specifically because I knew we would be arriving late and wanted to make sure we got the rooms we needed.

Yet here we were, standing at the check-in desk, luggage in hand, being told that it was our fault we didn't get adjoining rooms.

Why? Because the hotel staff refused to take responsibility for their mistake.

Does any of this sound familiar?

Throughout your career, I'm sure you've seen plenty of instances where team members didn't take accountability, shifted the blame, or reacted poorly to feedback.

And sure, even the best of us have some missteps along the way.

But when a team member's failure to take personal responsibility becomes a pattern of behavior, it's a signal that it's probably time to say goodbye.

In this week's podcast episode, the second in my three-part series on firing, I dig deeper into personal responsibility and the other key reasons for deciding to let go of a team member.

Join me for a conversation about:

The core evidence that should determine whether you fire someone
Why documentation is essential throughout the decision-making process
How to evaluate performance, coachability, mindset, and more
How personality fit should factor into your decision

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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152. The Fear of Firing: What is the True Cost? Oct 16, 2023

Show notes

No one enjoys having to fire an employee.

In most cases it's uncomfortable and unpleasant to have to let someone go, especially if they didn't do anything "wrong."

But hanging on to a team member who's not the right fit for your center's vision and values can have some serious consequences… maybe more than you realize.

In the case of Janine, a Schools of Excellence Owner's HQ member, her reluctance to fire a toxic team member impacted her health and wellbeing.

Janine was an owner who had what I like to call a "toxic genius" on her team.

This team member was smart, reliable, great with kids and parents—everything you could want in an employee—but she also had a habit of stirring up gossip and putting others down.

Janine was torn about what to do. On the one hand, she knew the team member was negatively impacting her center.

But on the other, she had just opened up a fourth location and barely had the capacity to deal with her usual responsibilities—let alone go through the process of firing someone.

But instead of delegating the responsibility to her team member, a director, Janine insisted that she had to be the one to do it.

So, month after month passed by, and Janine continued to sit with the same dilemma. It wasn't just her mind, though, that suffered from her inaction. She developed high blood pressure and couldn't sleep more than 3 hours a night.

After an entire year of worsening health problems, I finally asked Janine: "When is enough, enough? When will you realize what you're losing by not letting this person go?"

If reading this reminds you of someone on your team, I want to ask you the same question:

When is enough, enough? How long will you wait in the name of avoiding discomfort before you take action for the sake of yourself and your team?

So, what happened with Janine when she finally faced the truth?

She took accountability, let go of the toxic genius, and for the first time in a long time, she slept straight through the night.

In this week's podcast episode, the first in a three-part series on firing, I explore the true cost of hanging on to team members when it's time to let go.

Join me for a conversation about:

The top 3 reasons we fire employees (HINT: It's not just about performance)
The impact of keeping someone who needs to leave
Why we have to prioritize ourselves and our team's wellbeing
Action steps to take if you're struggling with letting someone go

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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151. Fighting Flu Season: How a Proactive Insurance Policy Makes a Difference Oct 09, 2023

Show notes

Every year, flu season seems to come as a surprise.

We know it’s coming. And yet, it always seems to catch us unaware, putting us into all kinds of highly stressful situations.

Like having to find a sub for your subs' sub.

Seriously. I was dropping off one of my kids at school one day, and I didn't recognize one of the teachers. When I asked her who she was, she said "Oh, I'm subbing for Rachel."

Who's Rachel?

Well, as it turns out, Rachel was subbing for Britney… who was subbing for Sheera, who was subbing for Maria—the original teacher.

When I say I've seen it all, I mean I've seen it all.

While this particular comically chaotic situation may have never happened to you, I know that as a center leader, flu season has left you scrambling to cope with crises like staff shortages, schedule interruptions, and many other impacts that hit the school.

And it happens every. Single. Year.

So how do you prevent flu season from throwing an annual wrench into all your plans?

A strong, center-oriented insurance policy may give you the tools you need. Simliar to a flood insurance policy you go out and buy, this is something you hope to never use, but that’s there to protect you if needed.

This kind of proactive insurance policy allows you to prepare for understaffing without overburdening your staff. It gives you an efficient, flexible way of managing absences while also improving your staff’s overall wellbeing.

This week's podcast episode is one I’ve wanted to record for years. In it, we’re discussing proactive approaches to the dreaded flu season.

Join me for a conversation about:

How to appropriately prepare for flu season
What an insurance policy for flu season looks like
The impact this season has on schools
How to communicate preparations and alleviate concerns

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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150. Creating a Culture of Growth & Gratitude Ashriel Huber Oct 02, 2023

Show notes

It’s easy to feel pulled down by the difficult happenings at your center.

This was the case for Ashriel Huber, second-generation legacy owner of A Child’s Touch in Colorado.

Her desire to make the previous owner proud, coupled with the stress of taking over a large center with many moving parts, led to dysregulation, impostor syndrome, and a sense that she could never give enough to move the needle.

When I met Ashriel at a conference, she felt stuck. She confided that she’d lost key members of administration, and lacked the processes and procedures that would calm the chaos.

More troubling, she felt as if she’d given her life to the center, staying late night after night to try and get ahead. She needed to gain the trust of her employees, and working hard seemed the best way to accomplish that.

After listening to her story, I grabbed a napkin and walked her through the Pyramid of Excellence.

In her own words, that conference marked a turning point in how she thought about her role as owner. She joined the Schools of Excellence Owner’s HQ membership program and began working to shift her limiting beliefs.

With the support of other owners, she’s learning to build emotional resilience, allowing her to stay the course when challenges arise. Instead of living at the center, she’s dedicated several mornings to staying home and attending coaching calls.

Most importantly, she found connections with other leaders, which allowed her to form a community of peers. Instead of feeling isolated and alone, she could share her ideas, gain feedback, and take concrete steps forward.

Members of Ashriel’s staff have noticed a shift. They’ve commented on her growing confidence, and the atmosphere at the center is beginning to transition. Now she has the tools to separate caring for the individual from being a leader who expects people to do their jobs.

If you’ve ever felt like you’re struggling with impostor syndrome, or if the stressors of your center sometimes feel too daunting, I encourage you to listen to Ashriel’s story. You'll hear more about her journey and how the membership helped her gain confidence in her role as a leader.

Join me for a conversation about:

The struggles Ashriel faced before joining the membership
What she learned by being surrounded by other like-minded owners
How her center looks now that she's a more confident leader
What's next for her and her center

Learn more and apply for the Director’s Inner Circle & Owner’s HQ: http://Chanie.me/jointhedic

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