[Chanel]

I would use coaching principles like giving helpful feedback and personalized development plans to support each staff member’s growth. i will also create a supportive environment that involves regular learning sessions, where we can share ideas and improve together.

[Trainer]

Great insights, Chanel! Personalized feedback and regular learning sessions are essential for staff growth and teamwork.

[Tina]

Personalized development plans with weekly check ins on prioritizing goals! Encourage them and provide time for them to work towards their goals.

[Trisha]

I would check in with each staff member and see if they have any problems, concerns or new ideas. I would make sure to praise good work habits and help if a teacher is struggling with anything

[Trainer]

Great ideas, Trisha! Checking in and praising good work habits are important for building teamwork and motivation. Keep it up!

[Angela]

I believe in making one-on-one check-ins with a staff a high priority. The provides trust and understanding for both administrator and teacher! 🙂

[Kelly Costello]

An open door, one on one check ins, team meetings, and level meetings. This is a way to keep open communication and is effective for keeping staff able to express areas of concern and accomplishments.

[Betsy]

There are several things we currently do – observations both in person and recorded. Once the observations are complete, we meet with the staff to talk about what was observed and then discuss what goals we want to set. During the month, we check in with staff to see how they are progressing on their goals and see if they need any assistance with them. Each month we work on different pieces of our program – for example – one month we look at the relationships between staff and children. Another month we will look at the learning environment. If there is a known issue in the class – we observe, discuss with the staff and put immediate steps in place – like someone modeling how to do the transition if that is the problem. Or if we know there is another classroom that have fantastic transitions – we will have the teachers go to that room to observe and then discuss how they can implement some of those ideas.

The recorded observations are great for teachers to see their interactions with the children from a different perspective – very objective when you are watching things unfold in the room as opposed to what you think, feel, believe is actually happening. This has helped a couple of staff to realize that they are negatively impacting the children because as the teacher gets louder and more frenzied so do the children.

[Trainer]

Great job, Betsy! Your use of observations, goal setting, and ongoing support is commendable for staff motivation and development.

[Zeynep]

I would recognize staff members, encourage opportunities for growth, keep open communication and empower them. I would also conduct regular meetings that include asking for their suggestions and implementing those suggestions.

[Trainer]

Zeynep, great ideas! Recognition, growth opportunities, open communication, and staff input are vital for motivation and teamwork. Well done!

[Kimber]

I have monthly staff meetings where we can build staff up and hear their ideas. People like to have a voice. When they know they have a voice at their work place they feel like they belong. Showing them appreciation with little gifts along the way really means a lot to them. They want to know that they are important and they matter to the team as a whole.

[Erin Smalley]

We do several things. I check in weekly to see how things are going. I check in about lesson planning, curriculum, and any child development questions. Our assistant director and executive director regularly have coaching conversations, as well as periodic check ins to see if everyone is content in their current roles, or if “a different seat on the bus” would be beneficial. They are also continually evaluating to make sure that the needs of the program match our staffing needs. We also include professional development in our monthly staff meetings, and follow up individually to see if each staff member is pursuing their professional development goals.

[Trainer]

Great job, Erin! Your approach to regular check-ins, coaching conversations, and professional development is commendable for building teamwork and motivation.

[Brandi]

I work to motivate staff by doing by participating in their work along side them. I encourage them to show me what they know and what they can do by having them direct me as an assistant in their classroom.

I also make a point to verbally show that I see their effort and it’s results and to show staff that they can and should communicate with me about what they are struggling with or what areas they feel they are excelling in. I like to create a safe environment with an open door policy.

I also provide training when necessary and provide information on trainings and college courses that staff can take to reduce the “legwork” on their part and to try to make sure that the trainings are relevant and helpful.

Most of all I try to provide an environment that builds and maintains trust and offer staff opportunities to grow.

[Melissa L.]

I love coaching teachers! I go and talk with all the teachers and children in the morning. This starts communication in the morning. Teachers let me know if they need to meet with me. They also fill me in on any challenges from the day before or currently. I do some role modeling with the children if someone is having a difficult time. I will give the teacher suggestions on different techniques to use with a specific child.

We meet monthly to check in on how the classroom is going. I ask them what they have done well in the last month, what they need help with and how can I support them. I write them down so I can continue to help the next month. I will also “catch” them doing something positive while I am visiting classrooms in the monning/afternoon.

During monthly staff meetings, we verbally train, watch videos of the training topic, and then practice together.

[Trainer]

Melissa’s approach to coaching teachers is comprehensive and supportive, promoting open communication and ongoing professional development.

[natalie d]

I believe that knowledge is power, and more training and classes give teachers the tools to be successful. In addition, providing the staff with consistent training helps the teachers remain consistent in their work. As a director, I also believe that it is my role to be a part of the day-to-day and step into a classroom to help support at any time.

[Trainer]

Natalie, your emphasis on training and hands-on support is inspiring! Consistency and teamwork are vital for fostering a collaborative, growth-oriented environment.

[Heidi George]

My focus would be on creating an environment that allows people to shine for their individual skill sets and ensure that they feel valued for their contributions to our teaching team. I find that one way to foster team collaboration is to hold regular meetings where teachers can talk things through with one another. I’d also implement the use of coaching principles like goal setting and how to give effective constructive feedback with one another. Another focus that would be part of our ideal setting would be access to further education through online or in person trainings, mentorship programs and the other growth opportunities. I’d want these to be approachable and very low barrier to participation.

[Joy]

I am a center director. To motivate and build teamwork, I make sure to conduct staff meetings each month. We do an organizational DNA code activity (which is required by our org) and make sure that staff are given the opportunity to do “popcorn shoutouts” of appreciation to their teammates. I make sure to talk about current and pressing issues that may be happening with our children and their families and have a round robin style of conversation (if required), update them about things going on within the org or center…generally allow the team to feel informed about what is happening in their program. I also conduct 1 on 1 meetings with each person on the team, every other month. This is a time that is just for the teacher and myself to dialogue about what’s working, what’s not, and where they need support.

[Maria Chaparro]

She will encourage us keeping go you do it she would says if need help just ask for help

[Trainer]

Great insight, Maria! Encouraging open communication fosters teamwork and ensures everyone feels supported in their roles.