Texas Association for the Education of Young Children’s Post

"The solutions are within reach if approached collaboratively." The second of our three #TrustLeaders Autumn Roundtables focused on the priority of retention and recruitment. Read more about what was discussed, and some potential ways forward, in this new Schools Week article ⬇️ https://lnkd.in/e7XsxVzw

Building a high-performing team is a journey—one that requires dedication, perseverance, and a commitment to excellence. For many of us, the struggle to find and retain top talent is all too familiar. The fear of leaving classrooms uncovered and the pressure to maintain quality standards often lead to compromises. But it doesn't have to be this way. By adopting an "Always Hiring" policy and prioritizing quality in your recruitment efforts, you can attract and retain the best and brightest in the industry. Invest in training, mentorship, and professional development opportunities for your team members. Set clear expectations, hold them accountable, and address underperformance promptly. If you're ready to take your team to the next level, now is the time to act. Commit to building a dream team that shares your passion for excellence and watch your childcare program thrive! 🚀🌟 #DreamTeamCulture #ChildcareLeadership #AlwaysHiringPolicy

I’ve been having a lot of conversations recently with HR, L&D, and DEI teams who are focused on supporting their neurodiverse colleagues through tailored training and 1-2-1 coaching. Ensuring inclusion and accessibility for neurodiverse individuals isn’t just a good practice – it’s essential for enhancing team dynamics, boosting morale, and driving performance across the board. That said, it’s still surprisingly rare for organisations to weave authentic lived experience into their training and support initiatives. When training reflects real, lived experiences, it builds trust, fosters relatability, and makes the content far more impactful for everyone involved. Here’s a resource that explains how lived experience can be integrated into training, along with the many benefits of doing so: https://lnkd.in/ewJnCATR Feel free to drop any questions in the comments or reach out to me directly – I’d love to chat more about how organisations can make their support strategies even more effective!

Young professionals are struggling to socially adapt in the workplace – educators can help. Learn more from UND's Lee Ann Rawlins Williams: bit.ly/47YFnf8 #UNDproud | UND College of Education and Human Development | The Conversation US

Interesting article 

How are attendance awards even considered inclusive—in the workplace or schools? 🤔 A personal story… In our family, we’ve seen how these awards exclude people. My husband has Crohn’s disease, a physical disability that requires regular hospital stays. He works in the building industry, where you win extra time off on leave and drinks tokens at Christmas…. rewarding “good workers” for perfect attendance. Despite working tirelessly to make up for time away, my husband knows he’ll never qualify as the “good worker” in his employer’s eyes. It’s a frustrating reminder that effort and dedication are overlooked in favour of luck. 🍀 For our son, who is neurodiverse 🧠, the story is similar in schools. Attendance awards unfairly impact SEND and disabled students, who are more likely to have lower attendance through no fault of their own. 🛑 📚 Research shows these awards don’t even work—they’re counterproductive, demotivating those with genuine barriers while failing to offer real support. Instead of rewarding attendance, shouldn’t we focus on creating environments that: 💪 Recognize effort 🎯 Provide tailored support 🌟 Celebrate resilience It’s time to rethink outdated systems and move toward real inclusivity. 💡What are your thoughts? • #InclusionMatters • #EquityNotEquality • #DiversityAndInclusion • #Neurodiversity • #DisabilityAwareness The image shows a man in construction gear excluded from workplace prizes and a neurodiverse child in a classroom looking at an attendance trophy. It contrasts exclusionary reward systems with the need for inclusivity and fairness in schools and workplaces.

So proud of this article that I wrote with Ana Carolina Rodriguez that aims to deepen the understanding of work life integration amidst work life experiences that are influenced by intersecting identities. Give it a read!

As educators in private schools, we tackle significant challenges every day, including managing with less pay and navigating increasingly demanding work schedules. Despite these hurdles, our commitment to delivering quality education remains unwavering. Let's collaborate on solutions to ensure fair compensation and work-life balance in our profession. #PrivateSchoolEducation #TeacherChallenges #WorkLifeBalance #EducationEquality

Empowering our workforce is an ongoing journey of trust, development, and support. In the NDIS sector, the strength of an organisation lies in the hands of its people. To deliver exceptional care, staff must feel truly empowered, and this does not happen overnight. Trust forms the foundation, where each team member is given the autonomy to make decisions that directly impact the lives of those they support. When staff feel trusted, they are motivated to go beyond their roles, creating a positive ripple effect across the entire organisation. Equally important is the commitment to continual development. In a rapidly evolving sector ongoing learning is pivotal. We must invest in comprehensive training programs that equip our staff with the skills they need, not just to meet compliance standards, but to thrive professionally and personally. Robust support systems—spanning technical training to emotional wellbeing—are key in ensuring our workforce is both capable and deeply engaged. By nurturing a culture of trust, development, and support, we empower our staff to not only grow but contribute meaningfully to our mission of providing high-quality care. #Leadership #WorkforceEmpowerment #NDIS #ContinuousDevelopment #TrustAndSupport #EmployeeWellbeing #CareerGrowth #Culture

🎒🚸 Back to school isn't just a milestone for children – it's a time of transition for working parents, too! Supporting your team during this transition period can significantly impact morale, productivity, and retention. Our data reveals that only 69% of employees at Typical Aussie Workplaces feel they can take time off when necessary, compared to 96% at the Best Workplaces in Australia™️. Flexibility matters, especially for working parents balancing school and career responsibilities. 🔗 https://zurl.co/LZca #greatplacetowork #GPTWCertified #GPTW4ALL #gptwau