Marcia Hebert's Blog

I am a huge fan of preparing well – down to the tiniest detail – so that the conversation, the training session, the event, looks like it just happened – effortlessly. I’m the proverbial duck that, while gliding gracefully across the top of the water, is paddling like crazy under the surface. I do much of my work behind the scenes.

So, when it comes to building a team and adding to our staff, I put a lot of effort into the “new” teacher’s first week. When people know what is expected of them, when they know who, what, where, when, why, and how about the child care center, and when they have all of this information in a staff handbook, they begin their work more confidently. We have seen this over and over. But, this process didn’t just happen overnight. It took years of seeking feedback from new hires and tweaking, tweaking, and more tweaking.

Our orientation sets the tone for the entire work experience, and we want to make this first impression a positive, and lasting one.

Several members of the team participate in the orientation – each of us sharing our unique perspectives and experiences – thus providing an immediate “go to” network of colleagues for our newest teammate.

Continue reading →

When it comes to hiring, leave no stone unturned – look everywhere!

Oh yes, look at colleges, job fairs, and early childhood conferences. Use ads in all types of media – but remember, everyone else is doing these very things. Amid a sea of “teaching positions” in local newspapers (And it is a sea!), what will bring attention to your program?

Do other professionals know of your school? Host an open house or other event now, even though you’re not looking to hire, so that other professionals (potential future hires) have an opportunity to visit your program. People tend to imagine themselves working in places they visit, so give them that opportunity. Also, visit other schools and learn about your competition. What makes your program unique? Capitalize on what sets you apart in your marketing strategy.

And then, if you ultimately hire (and hire well) from any of these venues, keep a record, so you can use the same successful recipe again. You’ll also know which methods took a lot of time or resources ($), and whether you gained or lost.

For my money – and I wrote about this in an earlier blog post – it’s all about making connections. For me, personal networking is the way to go. Who do I already know, and could they help me get the word out?

Continue reading →

All this fall, I watched many flock of geese fly over my house in their familiar “V” formation. Consider what some believe about why geese fly the way they do. And then, consider what we can learn from them …

• As each bird flaps its wings, it creates uplift for the bird immediately following. By flying in “V” formation, the flock adds at least 70% greater flying range than if each bird flew on its own.

Successful teams share a common direction and sense of community, and can get where they are going more quickly and easily, because they are traveling on the thrust of one another.

• When a goose falls out of formation, it suddenly feels the drag and resistance of trying to go it alone – and quickly gets back into formation to take advantage of the lifting power of the bird in front.

There is no “I” in team. Successful teams stay together and learn to work well together by building on the strengths of each person on the team. There is great advantage to this – for everyone involved.

• When the lead goose gets tired, it rotates back in the wing and another goose flies point.

Successful teams share the work. Each person knows the others’ jobs and can jump in at any time, as needed. Each can lead and each can follow. The team works together and gets the job done – every time, without fail.

• Geese honk from behind to encourage those up front to keep up their speed.

Successful teams cheer their colleagues on, and celebrate the successes of their teammates.

• Finally, when a goose gets sick or hurt, and falls out of formation, two other geese fall out with that goose and follow it down to give help and protection. They stay with the fallen goose until the crisis has passed, and only then do they launch out with another formation to catch up to their group.

Successful teams stand by one another, offering support, assistance, and help when needed. Teammates know they can count on one another. There is a give and take in the relationship, a respect for one another, and a knowing that we all, at one time or other, “need.”

I’d love your thoughts on this one!

Stay tuned. My next few blogs will be about building a successful team. It is, perhaps, the single, most important work of the leader of an organization.

What is important to us in our work with young children, their families, and one another? And, have we really thought these things through?

Because, ultimately, shouldn’t we see evidence – in the child care center, and in the classroom – of what matters? Shouldn’t the words in our philosophy, our mission statement, our goals, come to life? Shouldn’t we see, hear, and feel the reality of our conceptual thoughts and ideas?

Yes! Yes! And, yes!

Years ago, our child care center sought to connect the dots, so that everyone involved in our program would be able to articulate our philosophy – our shared vision for our early childhood program. Additionally, we wanted everyone to be able to explain the reason behind curriculum projects, the ideas behind our displays and documentation, why we placed furniture as we did, why we had certain materials available in our classrooms, and why we chose the activities we offered to children.

“We Believe In …” was the document that connected the dots for us. A team project that involved great effort to develop, but yielded even greater benefit for us year after year. It became our guide for designing our environment, and our reminder so we remain true to our original intent.

Continue reading →

Each year, required reading for my team of early childhood teachers and supervisors is an article by M. Parker Anderson entitled, “Professionalism: The Missing Ingredient for Excellence in the Workplace.” It is required because, after years of living on this planet and interacting with thousands, I’m dismayed that I agree with her assessment that, “professionalism is missing and unaccounted for” in so many places of work.

What has happened to our work force, our self-image, our civility to one another, our work ethic? It seems pervasive enough to say that we have lost our way a bit – when working with others, working for others, or simply working.

Somewhere along the road, doing one’s best has taken a hit. There is mediocrity, a doing-just-enough-to-get-by attitude, even a cynicism that is far from the standard of excellence many of us desire for our businesses, our teams, our customers, and even ourselves.

Having said that, there are those who do exemplify the highest work standards, ethics,  and values – and whose achievement and success tells the tale. There are those who are professional in their interactions with others, who do their best in each situation, on each project, and who feel a sense of pride and accomplishment at the end of the day.

So, how is it that some places of work foster professionalism? Who holds the key to setting the tone, creating the climate?

Continue reading →