Leadership in childcare—what does it look like?
Running a successful early education operation relies on teamwork, but what role does leadership in childcare play?
Forbes magazine contributor Kevin Kruse defines leadership as “a process of social influence which maximises the efforts of others towards the achievement of a goal”. Many people define leadership by job titles and salaries. But as Kruse argues, just because someone is a senior executive, that doesn’t mean they can deliver strong leadership.
The truth is that leadership means different things to different people, and it can be hard to define. In the early learning sector, it is vital to have the most effective leaders in place. We need them to guide the future leaders of tomorrow. Our children’s minds are undoubtedly our most important asset. But how do we best shape and guide the leadership capabilities of early years childhood educators?
It’s a tricky question to answer, as there is no “one size fits all” approach. However, according to global leadership director Michael Fullan, effective childcare leadership occurs when “each and every educator strives to be an effective change agent”.
Why we need leadership in childcare
While the context of early childhood education is constantly being redefined, childcare leaders strive to provide the best outcomes for children and their families, as well as their own teams. The Australian childcare industry needs more skilled childcare educators, but just as important is having the ability to lead. This might be in the form of instigating new processes and procedures. It may also take the form of supporting children and their families with a range of complex issues that arise.
Educators can use Early Childhood Australia’s set of leadership capabilities as a guide to professional leadership plans. These capabilities encourage childcare operators and educators to make children’s wellbeing, learning and development their core focus while simultaneously building respectful and genuine connections with families and communities.
What does great leadership in childcare involve?
Early childhood educators are always looking to add to their toolkits. This can mean browsing a bookshop for resources to develop children’s language skills. It could also involve upskilling their use of technology to communicate with children’s families. Even leading children in play and ensuring they nap when they are supposed to can significantly affect the quality of a child’s day and the associated learning outcomes. Tired minds can quickly become overstimulated, limiting a child’s ability to focus and retain new information.
While entertainment is vital to keeping children engaged, it is also vital to remember childcare professionals are not babysitters. Educators are responsible for helping children reach critical development milestones, managing business operations and staffing and delivering an endless array of tasks and duties above and beyond the job description. Childcare educators nurture children from many different backgrounds through emotional, cognitive, social and motor skill development.
Leaders also support their team in instilling confidence, encouraging uniform learning outcomes and encouraging other educators to inspire children to reach their full potential. But again, just because someone is in a management position doesn’t mean they are a natural or strong leader. In early childhood education, leadership is about qualities and values rather than position.
How does leadership in childcare function efficiently?
With a new Australian Child Care Package due to be implemented from 2 July 2018, there will be several significant changes to childcare operations. This includes a new Child Care Subsidy and the introduction of a new Child Care IT System. All Australian childcare centres will be required to use the national system to record enrolments and attendances and process Child Care Subsidy payments.
Effective and efficient leadership skills will be required to ensure everyone is on board with and understands the changes. In addition to learning new systems and processes, families and other stakeholders have plenty of questions. Some children may even have questions about why they are attending childcare on a different day. They may wonder why their families may need to pick them up at a different time. These changes may be direct results brought about by the new Child Care Package.
These questions and concerns will need to be treated with respect and responsible leadership. They’ll have to be addressed in line with guidelines for the childcare profession. These guidelines commit to building respectful, trusting, nurturing and equitable relationships in early learning environments. Leadership in childcare functions most efficiently when everyone plays their part, not just the person with the manager’s badge.
How does effective leadership benefit children and staff?
When you lead and serve as a role model for children and your staff, the benefits of strong leadership are numerous. Not only does demonstrating desired behaviours and communication styles reduce misunderstandings, but it also clarifies expectations for both children and staff.
No one can deny that children learn by observing. Young children in early learning environments are highly impressionable and learn by watching the behaviours and interactions of adults around them. A leader in early childhood education who models positive behaviours like empathy, patience and effective communication helps children understand how to interact with peers and adults.
Role modelling by leaders creates a strong foundation for a positive and respectful culture within your early education service. When leaders consistently demonstrate respectful communication, active listening and collaboration, staff members are more likely to mirror those behaviours. This helps establish a culture where mutual respect and teamwork thrive, which is crucial for creating an inclusive, nurturing environment for both staff and children.
Modelling effective leadership can boost your Quality Area 4 (staffing arrangements) ratings. Leaders who don’t subscribe to the “do as I say, not as I do” view embody the values and behaviours they expect from others, fostering greater trust and respect. When staff observe leaders handling conflicts calmly or providing constructive feedback, they’re more likely to feel valued and adopt similar practices. This role modelling can also benefit children by establishing a sense of security and trust in their interactions.
Strong leadership in early childhood education settings fosters collaboration and communication
By emphasising team building and shared goals, leaders can create a more cohesive and supportive work environment. This, in turn, boosts collaboration and communication while strengthening relationships.
By articulating a clear vision and setting goals for your service, everyone works toward a common purpose. Staff feel more aligned and motivated when they understand the importance of collaboration and working together. A unified goal encourages staff to work closely, share ideas and support each other in reaching shared objectives.
Strong leaders in early education settings who promote open communication encourage staff members to express their ideas, concerns and suggestions without fear of judgment. This openness creates a psychologically safe environment, where everyone feels heard and valued. Leaders who model effective communication—listening actively, providing constructive feedback and resolving conflicts respectfully—set the tone for how staff should interact with each other. This results in smoother, more productive conversations and fewer misunderstandings.
Leaders can foster collaboration by organising team-building activities that help staff members bond outside their daily responsibilities. These activities can be formal, like workshops or retreats, or informal, such as team lunches or social events. Engaging in these activities allows staff to build trust, improve communication and develop a deeper understanding of each other’s strengths and work styles.
Leadership that emphasises mutual respect sets the standard for how staff members should treat one another. Leaders treating their team members with dignity and appreciation promotes a culture of reciprocal respect. Leaders can also ensure that all staff members understand and respect each other’s roles, contributions and cultural differences. Staff members are more likely to demonstrate mutual respect in their interactions when they see their leaders doing so consistently. This creates a more positive, inclusive and supportive workplace and can boost your Quality Area 4 (staffing arrangements) rating.
Encourage professional growth, development and support
Staff often look to leaders for guidance in professional development. When leaders model effective communication, problem-solving and professionalism, it encourages staff to develop these skills themselves. It also provides an opportunity for leaders to give constructive feedback in real time. This fosters an environment of continuous improvement and learning.
Strong leaders support their staff by offering opportunities for professional growth, such as training and mentoring. This investment in staff development fosters a learning culture where team members feel supported in improving their skills and competencies.
Additionally, when staff members feel valued and supported, they are more likely to share knowledge, collaborate on tasks and engage in constructive communication, which strengthens team dynamics.
Encourage and empower your early childhood educators to deliver high-quality early learning experiences. We can attain positive childhood outcomes by understanding that leadership is complex and dynamic. Remember, what childcare leadership looks like can be unique to each and every service.
To learn more about how the Xplor Education ecosystem can help you achieve this goal, contact us for a free demo. We’d love to show you how our platform can help you lead your service effectively.