February 14, 2025

Picture this: You've just finished a staff meeting where you asked for input on next month's curriculum theme. The room was quiet, a few of your usual vocal teachers spoke up, and everyone nodded along. You think, "Great, we're all on the same page!" But are you really?

Many of us pride ourselves on having an "open door policy" and being approachable leaders. Yet sometimes the quietest voices hold the most valuable insights. As center directors and lead teachers, we might not realize how power dynamics affect who speaks up and who stays silent.

Why Traditional Approaches Fall Short 🤔

Research from Harvard Business Review shows that speaking up at work is one of the most vulnerable behaviors employees can engage in. Why? Many fear social rejection or worry about damaging their reputation and career opportunities. Sound familiar?

Traditional approaches to gathering staff input often fall short because they:

• Rely too heavily on group settings where power dynamics come into play
• Don't account for different communication styles and preferences
• Assume everyone feels equally comfortable speaking up
• Miss the voices of staff members who work different shifts
• Often lack follow-through that shows input matters

We've heard comments like these from ECE professionals:

"After 12 years in ECE, I've learned that bringing up concerns in all-staff meetings can make you seem like a complainer. It's easier to just go with the flow, even when I see ways we could improve."

"Sometimes our staff meetings feel like a competition for air time. A few people always have something to say, which is great, but us quieter folks need space too!"

Making Your "Open Door" Actually Open 🚪

Instead of waiting for staff to walk through that open door, try bringing the conversation to them. Here's what works:

Small Group Check-ins ☕️

Start with casual conversations in smaller settings. During naptime, lunch breaks, or prep periods, sit with 2-3 teachers and ask specific questions about their experiences and ideas. You'll be amazed at what people share when they feel truly heard.

Anonymous Input That Works 📝

Sure, we've all tried suggestion boxes. But what about:

• Digital surveys in multiple languages
• Comment cards available in the break room
• A dedicated email address for feedback
• Voice message options for those who prefer speaking to writing

The key? Show your team that their input leads to real changes. Share what you've heard and what you're doing about it.

Building Better Staff Meetings 💫

Transform your staff meetings from one-way announcements to true collaboration:

1. Send agenda items in advance (in multiple languages if needed)
2. Start with success stories from different classrooms
3. Use small group breakouts for deeper discussions
4. Rotate who leads different parts of the meeting

Remember: participation looks different for everyone. Some might prefer writing their thoughts, others speaking in small groups, and others sharing one-on-one.

Including Families in Program Decisions 👨‍👩‍👧‍👦

Want to know if your program truly reflects your community? Ask your families – but make it easy for them to answer:

• Offer meeting times that work for different schedules
• Provide interpreters when needed
• Create multiple ways to share input (in-person, online, written)
• Make it clear that all suggestions are welcome, not just the positive ones

Making it Happen: Your Next Steps ✨

Ready to amplify more voices in your program? Start here:

1. This week: Have three informal conversations with staff members you don't usually talk to
2. This month: Try one new way of gathering feedback
3. Next month: Review a major program policy with input from staff at all levels

While our Director Training: Leading Your Program can help you develop these inclusive leadership skills, creating lasting change means bringing your whole team along. That's where our Group Subscription comes in. As a director, you'll be able to:

• Track your team's professional development journey
• Easily assign relevant training to specific staff members
• Support new leaders as they develop these skills

By investing in both your own leadership growth and your team's development, you're laying the foundation for a truly inclusive decision-making culture that will strengthen your entire program.

Moving Forward Together 🌟

Remember: building truly inclusive decision-making takes time. You won't transform everything overnight, and that's okay. What matters is starting the journey and showing your team that every voice counts.