[Heather Knouse]

I check in with our teachers regularly to see how they are doing and what they need to feel supported. I offer guidance and coaching when I see that they need it, encourage professional development, hold staff meetings, and give regular feedback (mostly positive).

[Michelle Heidelbauer]

As a coach I would first set up time to meet with everyone to get to know them and know their goals. By working together we will build up trust and I will be able to help set them up for success. Asking questions and listening is important.

[Vinita]

As a Child Care Center Director, I’d coach my team by celebrating individual strengths, setting shared goals, and fostering reflective practice. I’d build teamwork through mentorship, open communication, and small celebrations that boost morale. Ongoing learning would be supported with tailored training and constructive, caring feedback—creating a warm, growth-focused environment where educators thrive and children flourish

[Kiera]

I would check in with each staff and talk and listen to them about how they are feeling, where they may be struggling and what are their strengths. Sharing what I know with them and help guide them, as well as finding trainings or tools to help them out. I would also model what I’m looking for in staff at the center.

[Miranda Haun]

I would regularly do little check-ins with teachers to know what is going well and what their pain points are. I would also regularly share my appreciation for what they do

[Miranda Haun]

I am going to create a check-in chart like the one in the video so I know when to check on my teachers. I shared this idea with my co-worker and she responded positively to the idea. I also like to have an open door policy where teachers know they can talk to me discretely if needed, because sometimes we don’t want everyone to know when we are feeling low

[Brenda]

Through open communication, collaboration, one on one meetings, goal setting, and staff meetings.

[Rupali]

Regular one on one meetings and active listening will be helpful for supportive environment

[Caroline Ford]

I would set aside time to meet with each of the teachers on a weekly basis checking in to see what’s working and what’s not working in their room, if they had any questions or concerns I could help them with. I would make sure to pay attention to what they said and paraphrase what they said to me to make sure I understood what we talked about.

[Anna-Linnea]

I try to hold space and time for both myself and other staff to acknowledge growth or just great moments of support we see in one another. I agree that individual check ins and being open to hearing how things are going in classes or acknowledging when a staff member feels good and excited and wants to take on new things or when they may need to take a step back for self care is important. I also believe in open and honest communication to create the sense of trust between directors and staff.

[Hanan]

I would highlight the things they are doing right and provide incentives based on their hard work.

[Trisha]

Building a good team includes showing them how to do it. So being a good role model myself. I think also recognizing the team as often as you can helps.

[Melissa L.]

I greet every teacher everyday, and if I miss an arrival I make sure to go see them at some point in the day. I give positive feedback on the enviroment/activity planned. I ask them if they need anything. I will ask about their weekend or follow up on a previous conversation.

[Toya]

During monthly meetings give positive feedback on each classroom room. And ideas on how to improve classroom learning and performances.

[Elaine]

I motivate and build teamwork by modeling the servant leader method and communicating effectively with the team. I provide the staff with age-appropriate materials, resources, and equipment so they can provide the best care for our children. Teachers are encouraged and willing to perform their duties due to having a supportive and engaging environment.We create a supportive environment for ongoing learning and development by ensuring that each month, all staff check their Merit professional account for compliance with the continuous educational goals. We will use the S.M.A.R.T. Framework for effective monitoring.