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

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129. 5 Layers to Building a Culture of Retention: Promotion May 08, 2023

Show notes

I hear a lot of leaders say they'd love to provide advancement opportunities for their staff, but no one's interested in taking on more responsibility.

They insist that even with the promise of higher pay, staff members turn down the offer.

Why do you think that is?

The mainstream answer is that not everyone wants to be promoted—some people just want to show up, do their job, and go home.

While that may seem true on the surface, the reality extends far deeper.

At their core, people want to level up—they just lack the confidence to accept the opportunities that come their way.

Your job as a leader is to not only create opportunities for your staff to grow, but also give them the resources to be successful.

In this week's podcast episode, I'm closing out our multipart series on building a culture of retention within your center by focusing on promotion and how you can help everyone on your team and staff reach their full potential.

Join me for a conversation about:

Why people don't "want" to be promoted
The different types of growth opportunities available
Strategies for building a culture of promotion
How to know whether someone is ready to be promoted

I hope you've found this deep dive into building a culture of retention valuable. My hope is that by combining the strategies you've learned throughout the series, you start to see a difference in your center's retention and can create a team that's just as committed to building a school of excellence as you are.

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

If you're looking for more intensive support than a workshop can provide, I encourage you to join our Owner's Only HQ and Director's Inner Circle membership programs. As a member, you'll gain ongoing access to tools, resources, coaching, and community that will help you become a stronger leader for your staff.

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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.

128. 5 Layers to Building a Culture of Retention: Accountability May 01, 2023

Show notes

A while back, I was working with a school that was having trouble with one of their new teachers. She was relatively new to her role, and although she was gentle and loving to the children, she was struggling with classroom management and transitions.

The owner and director of the center knew they needed to discuss the issue with the teacher, but they were afraid of initiating such a difficult conversation. In particular, they feared that if they tried to provide feedback, the teacher would leave her job.

If this situation sounds familiar, I'm not surprised. It comes up again and again among the leaders I work with.

One of the hardest parts of having difficult conversations is holding people accountable for their actions. We think that when we push people toward accountability, they'll leave and never come back.

But holding people accountable isn't about pushing people away—it's about creating stability, safety, and continuity inside your center, which are all things that significantly contribute to retention.

In this week's podcast episode, I'm continuing our multipart series on building a culture of retention within your center.

This time, I'll be focusing on accountability and how you as a leader can better hold your staff—and yourself—accountable and increase retention.

Join me for a conversation about:

Accountability and why we fear it
How accountability is foundational to relationships
The difference between a culture of blame and a culture of accountability
How to create a culture of accountability within your center

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

if you're looking for support that you can rely on long-term, join our Owner's Only HQ and Director's Inner Circle membership programs. As a member, you'll gain ongoing access to tools, resources, coaching, and community that will help you as you build a school of excellence.

Get the Difficult Conversations Template here: https://discovered.thrivecart.com/difficult-conversations-template/

Get the Scripts Workbook here: https://discovered.thrivecart.com/script-workbook/

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127. 5 Layers to Building a Culture of Retention: Contribution Apr 24, 2023

Show notes

One of our core needs as human beings is a sense of service which prompts us to help and support others. Put differently, we have an innate need to want to contribute in a meaningful way.

Yet the pattern I see in a lot of centers is that their culture is built around obligation rather than contribution.

In a culture of obligation, people see obstacles as burdens, changing demands as reasons to give up, and unclear directions as an excuse to wait to be told what to do. It's a type of environment where people are there because they feel they have to be.

On the other hand, in a culture of contribution, people view obstacles as situations to step up, changing demands as chances to collaborate, and unclear directions as opportunities to become a leader.

In this culture, people aren't there because they feel they have to be—they're there because they want to be. They stick around because they want to contribute to something greater than themselves.

But that sort of environment isn't created out of nothing. It takes careful reflection on your part as a leader to cultivate a space where your team and staff want to show up in meaningful ways.

In this week's podcast episode, I'm continuing our multipart series on building a culture of retention within your center.

This time, I'll be focusing on contribution and how cultivating this type of environment can create long-term benefits for your center.

Join me for a conversation about:

The difference between a culture of contribution and a culture of obligation
Contribution and why it has a place among the 6 core human needs
Why few people have contribution as part of their retention strategy
7 questions to consider when cultivating a culture of contribution in your center

This episode requires a lot of reflection, so you may want to listen more than once or save it for a moment when you can sit down and focus. But rest assured that the effort you dedicate to self-reflection now will help you immensely as you start to make changes within your center.

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

Looking for support as you work on developing a mindset of contribution among your team and staff? Our Owner's Only HQ and Director's Inner Circle membership programs provide the perfect space to validate your struggles, learn from other leaders, and brainstorm solutions. Plus, you'll also get access to other tools, resources, and coaching that will help you on your journey to building a school of excellence.

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126. 5 Layers to Building a Culture of Retention: Quality of Life Apr 17, 2023

Show notes

Do you remember when the only people on-call 24/7 were emergency workers?

Back then, there was a much clearer divide between work and life. Once you left the "office," you could focus your attention on whatever was happening at home until you returned to work.

These days, it's far less simple. We live in a world of instant gratification, where smart phones and watches and other devices ping and ding at all hours, programming us to always be on-call.

This has blurred the separation between our personal and professional lives, leading to enormous amounts of stress, emotional exhaustion, and burnout within our centers.

But contrary to popular rhetoric, the answer isn't to return to a complete separation.

In fact, I don't think there was ever a real separation between work and home. So much of what we do professionally impacts our personal lives and vice versa.

What we need is to find harmony between the two worlds.

By creating space for your staff to enrich their lives through activities and experiences that exist beyond their professional lives, the more likely they are to feel fulfilled in their work and want to stick around.

In this week's podcast episode, I'm continuing our multipart series on building a culture of retention within your center.

This time, we're focusing on quality of life and how it impacts your staff's performance, wellbeing, and willingness to stay.

Join me for a conversation about:

The impact of instant gratification on our ability to create a work-life balance
Why we need harmony rather than separation between work and home
How to create that harmony within your center
Specific strategies to encourage work-life harmony and integration

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

Quality of life is an ongoing topic of conversation within our Owner's Only HQ and Director's Inner Circle membership programs. If you're looking to get support and solutions from other leaders who are on the same journey, I encourage you to fill out an application. In addition to an incredible community, members also gain access to tools, resources, and coaching that can help them build schools of excellence.

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125. 5 Layers to Building a Culture of Retention: Gratitude & Community Apr 10, 2023

Show notes

What does it feel like when you belong?

It's not always easy to put into words, but when you know, you know.

Think about what it's like to go to the mall. Each of its stores has a unique environment and style that appeal to different types of people—you won't find the same crowd in Abercrombie & Fitch as you would in Old Navy.

The reason for that has to do with belonging.

Even if you can't explain why, you feel drawn to certain stores over others because in some way, they make you feel like part of a community—one that welcomes you in without judgment.

It's an experience that many leaders have had at our Summit of Excellence, including Sheila Smozynski. At last year's event, Sheila was deeply moved by the connection she felt with other owners and directors:

"This room is a safe space. I feel so supported! People shared hard things at the table, and there were tears. I feel I can relate, and most importantly, I belong here! I can share my story because no one will judge me. Chanie created an energy in the room where we all just want to connect and build relationships."

Feeling like you belong is a powerful experience. It has the potential to make or break the way you feel about an entire community of people.

And that's exactly why it's so important that you nourish a sense of belonging among your staff.

Creating a culture of community in your center not only supports the health and well-being of your staff, but it also makes them want to stay—which is what so many owners and directors need during a time when staffing is such a hot topic within the early childhood education space.

In this week's podcast episode, I'm diving into the first of a multipart series on building a culture of retention within your center.

To begin, I'm focusing on the role of gratitude and community in creating an environment that your staff are excited to be a part of.

Join me for a conversation about:

Why retention continues to be a struggle for early childhood education programs
Community and what it means to design a culture of belonging
Why the way you were raised affects your mindset toward community
How the gratitude matrix can make staff feel valued and appreciated

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

I love doing these deep dive series together, but in truth, there's so much more to explore than I could ever put in a podcast. If you want to go even deeper in building a culture of retention and challenge yourself as a leader, our Owner's Only HQ and Director's Inner Circle membership programs are the perfect space for you.

You'll have the opportunity to grow alongside other leaders through a combination of tools, resources, and coaching that will help you build a school of excellence and leave behind a legacy.

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124. Finding Investors for your Childcare Center with Kangarootime Apr 03, 2023

Show notes

Within the early childhood education space, many owners have dreams of growing their centers but are hesitant about taking on investors.

Oftentimes, their skepticism stems from the fear of their vision being compromised by a loss of control and misaligned values.

And while this is a valid concern, it's also misplaced.

Taking on an investor isn't like hiring a boss. It's not about handing over the power to the person with the most capital.

Instead, working with an investor is like building a partnership. The goal is to find a person who understands your vision and shares your values, so they can help you build your legacy.

In this week's podcast episode, I'm sitting down with my long-time collaborator and friend, Scott Wayman of Kangarootime, to chat about how to change the narrative surrounding investors and funding in the early childhood education space.

Join us for a conversation about:

Scott's journey in building his business as someone from a modest background
His experience finding Kangarootime's first investor
What you should look for in an investor
How to prepare your business for seeking out capital funding
The latest exciting updates from Kangarootime

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

Capital funding and investment partnerships are just one aspect of building your legacy. Through our Owner's Only HQ and Director's Inner Circle membership programs, you can join other leaders who are working toward creating schools of excellence and gain access to tools, resources, community, and coaching that will help you achieve your goals.

Speaking of partnerships, this year I'm collaborating with Kangarootime by participating as a speaker at their annual Bounce conference for childcare owners and leaders. I'll be one of many experts and business owners presenting on topics related to the industry. You can find out more about the conference and grab your ticket here: https://www.bounceconference.com/registration

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123. Delegation Dip Part 3: Firing Mar 27, 2023

Show notes

We all have limits to what we can tolerate… and what we can't.

Once, I was working with a director who went into a tailspin if the grapes at snack time weren't sliced. Whenever she saw that a staff member had forgotten to slice them, she would react with panic and anger.

While un-sliced grapes may not bother everyone to such a degree, they pushed this director to her limits.

Whether it's fruit that's not cut or showing up late to meetings, everyone has different limits and triggers, and it's important to be aware of what they are—not just for your own sake but for the sake of your team and center.

Your triggers can cause you to react harshly out of the blue, pushing your team and staff into a state of hypervigilance. And once they've entered that state, they're more likely to make mistakes with the important tasks you delegate.

This can lead you to think they're not fit for the role when, in reality, they just might need more patience and guidance to be successful.

So, how do you know when it's really time to fire someone?

This week's podcast episode is the final in a three-part series exploring the Delegation Dip and how you as a leader can respond—rather than react—to this phenomenon. This week, I'm talking about how your triggers may be causing you to fire quality team members too early and what you can do about it.

Join me for a conversation about:

How the "hire slow, fire fast" paradigm lacks the nuance of reality
Understanding the triggers that may cause you to overreact to performance
How to know if you're firing too quickly
The difference between standards and expectations

It's tempting to want to look at firing in a black-and-white way. But the reality is far less simple. Deciding when to retain a team member (or when to let them go) requires that you lead with discernment—a skill that you'll continue to build as you grow in your leadership.

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

Discernment is just one of the skills we work on in the Schools of Excellence Owner's Only HQ and Director's Inner Circle membership programs. If you're looking to gain access to tools, resources, community, and coaching that will help you take your leadership to the next level, I encourage you to apply today.

As a member, you'll also be able to take advantage of our new partnership with BetterHelp, the world's largest online counseling provider. We've partnered with BetterHelp because we value the mental health and emotional wellbeing of our leaders. So, together we're giving our members (plus their leadership teams and staff) one FREE month of counseling, as well as 15% off for all future sessions.

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122. Delegation Dip Part 2: Neglect Mar 20, 2023

Show notes

What if I told you that training a new team member wasn't much different from coaching an Olympian?

Bear with me for a second.

When you coach your son's Little League baseball team, you're likely giving him and all his teammates one of their first introductions to the sport. That means you have to teach them every aspect of the game—from their batting technique to how to lose gracefully.

That's going to be very different from the experience of a coach who's training an Olympian, someone who's already the best of the best at what they do.

And yet… Olympians still need to be coached.

The difference between coaching Little League and coaching Olympians (aside from the obvious age and size difference) lies in what the athletes need to be coached on.

The same can be said within the context of your center.

Do you see where I'm going with this? If not, keep reading.

Of course, every school leader wants to hire an "Olympian"—the team member who can hold their own and exceed expectations.

But hiring a top-notch employee doesn't mean that person doesn't need any training at all. In fact, falling into the trap of thinking you can leave them to their own devices is an example of neglect, and it happens all too often.

This week's podcast episode is the second in a three-part series exploring the Delegation Dip and how you as a leader can respond—rather than react—to this phenomenon. This week, I'm talking about neglect, which is the sneakiest reaction to the Delegation Dip.

Join me for a conversation about:

What neglect is and why it happens
The signs of neglect and how it develops over time
Its effect on relationships in the workplace
How to course correct once you've identified it

To be successful, every team member—whether closer to the Olympian or Little League end of the spectrum—needs loving guidance and support, no matter how capable they are. As a leader, it's up to you to ensure that no one gets left behind.

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

At Schools of Excellence we're committed to supporting the mental health and emotional wellbeing of our leaders. That's why we've partnered with BetterHelp, the world's largest online counseling provider, to give our members (plus their leadership teams and staff) one FREE month of counseling, as well as 15% off for all future sessions.

If you aren't currently a member but would like to benefit from our partnership with BetterHelp, you can fill out an application for our Owner's Only HQ and Director's Inner Circle membership programs. As a member, you'll not only have the chance to invest in your mental health but also gain access to tools, resources, community, and coaching that will support you on your journey to building a school of excellence.

More about the show:

121. Delegation Dip Part 1: Micromanaging Mar 13, 2023

Show notes

Discernment is a topic I address here often, and for good reason: It's a key ingredient to many aspects of strong leadership.

One of the areas in which discernment is especially important is delegation.

Whether at home with your family or at school with your team, there are times to delegate and there are times to maintain ownership of tasks.

Just as you wouldn't delegate the responsibility of driving your car to your 12-year-old son, you wouldn't delegate a high-level, mission-critical task to someone who's new to the school or their role.

And when you do decide it's appropriate to delegate a task, it's important that you keep in mind what I call the "Delegation Dip."

The Delegation Dip is a 3–6 month period where the one who's newly responsible for a task is still learning the ropes. During this time, no matter how qualified the person may be, they're likely to underperform as they learn how to meet (and exceed) expectations.

It can be extremely difficult for leaders to be patient during the Delegation Dip—usually because they care so deeply about the overall outcome. And that can lead to three different negative behaviors: micromanaging, neglecting, and hiring too soon.

This week's podcast episode is the first in a three-part series exploring the Delegation Dip and how you as a leader can respond—rather than react—to this phenomenon. Today, I'm discussing micromanaging, the first of the three most common negative reactions to the Delegation Dip.

Join me for a conversation about:

The process of deciding when to delegate
The Delegation Dip and the three most common ways leaders react to it
What micromanaging looks like
How you can avoid micromanaging during the Delegation Dip

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

As excited as I am about this podcast series, I'm really only able to scratch the surface of the Delegation Dip and the role it may be playing in your center. If you want to dive deeper into this and other aspects of leadership, you should apply to join our Owner's Only HQ and Director's Inner Circle membership programs, where you'll gain access to tools, resources, community, and coaching that will help you build a school of excellence.

In addition, as a member, you'll also have a chance to take advantage of our new partnership with BetterHelp, the world's largest online counseling provider. As part of our commitment to supporting the mental and emotional wellbeing of our leaders, we're working with BetterHelp to give our members (plus their leadership teams and staff) one FREE month of counseling, as well as 15% off for all future sessions.

More about the show:

120. Creating Excellent Experiences with HiMama Mar 06, 2023

Show notes

When you go to a restaurant, the quality of the food is critical to whether or not you like the restaurant and want to go back.

But food isn't the only thing that matters, is it? There are a lot of other aspects of the experience that are just as important, if not more so. The service, atmosphere, and cost are just a few things that come to mind.

Well, the same can be said about early childhood education.

Just like the food at a restaurant, the children are the highest priority at your school. Their health, safety, and education are at the center of everything you do.

But the parent experience is also absolutely critical to a child's success, which means that they, too, deserve careful attention.

In this week's podcast episode, I'm sitting down with Ron Spreeuwenberg, the Co-Founder & CEO of HiMama, a software company that helps early childhood education centers manage their schools, engage parents, and support their staff.

During the episode, Ron and I chat about why the parent experience is so important to early childhood education centers and what you and your team can be doing to make it more of a priority this year.

Join us for a conversation about:

The story and values behind HiMama
Why parent communication and engagement is so critical
How to better address the concerns of today's parents
What early childhood education leaders need to be thinking about for 2023

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

At Schools of Excellence we value the mental health and emotional well being of our leaders. That's why we've partnered with BetterHelp, the world's largest online counseling provider, to give our members (plus their leadership teams and staff) one FREE month of counseling, as well as 15% off for all future sessions.

More about the show:

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