• 30 Mar 2020 2:14 PM | Kate Young (Administrator)

    Carrie and Kate have launched a podcast designed to support directors in child care, school age programs and other businesses that rely on youth and families as their target market.


  • 23 Aug 2019 4:02 PM | Anonymous

    Childcare centers need a fabulous staff in order to be a thriving program. Good quality teachers lead to happy, engaged children, and happy, confident parents who stay with your program until the children age out of care. Unfortunately you can't just hire 20 Marry Poppins clones to run your program. And to be quite honest, the popping through pictures would make keeping up with ratios quite a challenge.

    So you have to take your teachers where they are and hope for the best, right? No! You can help them to be better tomorrow than they are today by building their skills & knowledge.

    To build the best staff, you have to do 2 things. Just 2.

    • Care about people
    • Invest in them

    That's it. Shortest blog post ever!


    What do I mean by "care about people?" You have to get to know your staff. Find out what their interests are. Where do they seem themselves in 3 years? Which Winnie the Pooh character do they most identify with?

    By really knowing each individual, you will lear what motivates her/him. You'll notice when the energy level is down or when something has changed. When this happens, if you genuinely care, you'll pull the teacher into your office and ask questions.

    You will hear that she is just done with hearing no from her class of 2 year olds because her son is a middle schooler & that seems to be the only thing he says to her anymore. Well, that & "whatever."

    Armed with that information you can ask if she would like to change classes for a while, or take a mini vacation, or something else. You can problem solve together.

    With this type of interaction you create a bond. You show that she is valued for who she is not just what she can do. She can go to any center & do what she does, but it is only at your center that she can be comfortable being who she truly is.


    We invest in our team members by investing time, money & resources into make them the best version of themselves.

    You can automate an awful lot in this business. You can have a new hire go through a packaged 8 hour preservice & orientation program. That saves you time. At least in the short term. In the long term it might lead to having to hire again in 3 weeks.

    Spend part of that 8 hours with this baby early childhood professional. Talk to him about what it means to the kids to see him every day. Explain why you do the boo-boo reports & incident reports the way you do. What does this procedure mean to the parents. Introduce him to the teachers he'll spend the most time with, adding something about what that teacher is known for. He'll remember them better that way. You don't need to spend the whole 8 hours with him, but do invest some time.

    The conversation with the mom of the middle school boy was an investment in time. Doing an observation in a classroom is an investment of time. Sending the floater into lend an extra hand on a rough day is investing time. Simple to do & simple to overlook.

    You'll invest money in your team members from before you hire them, in advertising, till after they leave, in unemployment taxes. Much of it feels like you have no choice, but you do. Invest it wisely.

    Take the background check fees, for instance. I, for one don't want to have to pay those for people who aren't going to go in or for folks that aren't going to stay for 6 months. So how do you avoid that? Create systems for on-boarding & integrating the new hire into the community and pay someone to implement them. This is smart money.

    Hiring a First Aid & CPR instructor to come to your center twice a year is smart money. Invite everyone who will expire before the next scheduled course take the current one. Yes, they may have had 2 more months to go, but isn't easier for your teachers to do the training at their home center than to track down another class & figure out how to get there? Invest in making it easy for your staff to stay in compliance with standards.

    Investing in resources is a bit harder to quantify. Resources can be time, money, equipment, supplies, time off or connections. If you have a floater who only works part time because she has a school aged child with ADHD who can't be left alone after the school bus drops off, what resources do you have that might help? If you have an employee who is having plantar fasciitis pain & having a hard time being as active as you want, what resources can you bring to bear to help? I am not suggesting that you try to fix these issues; I am suggesting that you support your staff. Help the floater find babysitters who she feels comfortable with so she can have more flexibility, or see if her child would enjoy your afterschool program. Offer the teacher a day off to go talk to her doctor & maybe get exercises or supports to ease the pain.

    This can all seem like a lot. I get it. So find a mentor or get some training to help.

    Getting yourself good training on how to manage staff is a key element of investing your time, money & resources wisely. We, here at Texas Director, are hosting a Super Staff Intensive in September. Join other Directors & owners in learning what is working now to recruit, train & inspire a Super Staff!

    For a SUPER discount enter code "super"

  • 07 Aug 2019 7:40 AM | Anonymous

    Starting and running your own center can be very lucrative and fulfilling. It’s also very challenging. Most small businesses fail, child care centers are no exception.

    It's often said that more than half of new businesses fail during the first year. According to the Small Business Association (SBA), this isn't necessarily true. The SBA states that only 30% of new businesses fail during the first two years of being open, 50% during the first five years and 66% during the first 10. The SBA goes on to state that only 25% make it to 15 years or more. However, not all of these businesses need to fail. With the right planning, funding and flexibility, businesses have a better chance of succeeding. We'll go through some of the biggest mistakes that start-ups can make and figure out how to improve your chances of success. It’s necessary to avoid the common pitfalls of small business ownership if you want to experience success.

    Most small businesses face considerable financial challenges at first. There’s little room for mistakes in the early days. Ensure that you’re not making avoidable errors. Educate yourself before taking the plunge.

    Small business owners can avoid many of the mistakes that lead to disaster:

    1)  Failing to listen to customers. Find out why families enroll at your center and why they don’t. Customer feedback is imperative.

    • Too many center owners are so in love with a their particular idea of what makes a great school that they refuse to change to accommodate the market. Your customers are your best source of information. Conduct surveys or ask informal questions. Be flexible and change your approach when the feedback dictates it.

    2) Weak leadership.

    It isn’t necessary to be Attila the Hun, but your center requires strong leadership. The typical employee in a small program often isn’t considered qualified by larger schools. You’ll frequently be faced with employees with limitations. Your leadership is necessary to drive and inspire them.

    3)    Hiring the wrong people. Every center is disgruntled regarding the availability of good help. Even the most popular companies are plagued by hiring mistakes, however, big companies can absorb poor hiring decisions and keep on running.
    •   A small business owner can be severely harmed by a poor hire. Think about the lost time and headaches one bad employee can cause.  I recently recorded a video about some things to think about before hiring. https://youtu.be/S11iutSSAP0
    • If you don’t have a human resources department, you’re on your own, and most centers, of any size are. Take the time to ensure that you’re hiring people that fit with your program so they can be effective in their job. Consider what is needed in the job, what you want in a new hire, and what would be ideal. Look at your requirements and the temperament and background of any potential employees. It’s much easier to avoid a mistake than to fix it.

    4)   Undercapitalization. When you barely have enough money to keep your business afloat, any small mishap can disastrous. You’re also forced to do anything you can in the short-term to pay your bills. That’s a poor way to run and grow a business. Ensure you have the funds you need to get your idea off the ground.

    5)    Not understanding the importance of marketing. New business owners are often convinced that their idea is so amazing that marketing is secondary. Nothing could be further from the truth. Most businesses need to spend around 15% of their annual revenue on marketing to survive. This amount can drop as the business gains traction.  However, Coca-Cola spends 18.3% of their revenue after 127 years of operations, so your mileage may vary.

    • Centers need a marketing budget. When planning your business, ensure you have the funds necessary to let the world know that you exist.
    6)    Failing to recognize your competition. There might not be someone nearby offering Reggio Emilia preschool programs, but not all of your competition is direct. You’re also competing with other childcare of all types, family care (aka grandma), registered family homes, licensed centers, and mother’s day out programs.
    • Consider the other alternatives your customers have for their care. Your customers can always spend their money somewhere else. This is significant.
    •  Make a list of your closest competitors. How can you provide your service in a way that causes customers to favor your business?

    Running a center requires a wide range of skills. With so many hats to wear, mistakes are common. It’s not necessary to be perfect, but the biggest mistakes can be avoided. Making a critical mistake can spell the end for your company. Learn about the critical errors business owners make and make plans to avoid them.

    If you need help in developing your business plan, contact us at Kate@TexasDirector.org

  • 05 Jun 2019 12:00 PM | Anonymous

    The summer everyone wants time off, I know I do, but you still have a child care center to run.  Which means there have to be teachers in the classrooms.  This time of year is the perfect time to evaluate your paid time off (PTO) policies.

    There are lots of ways to provide benefits that meet both your school's needs and help your staff feel appreciated.  PTO is one of the most appreciated  benefits in childcare.  

    Let’s talk about 3 ground rules that should apply to whatever PTO policy you choose:

    • Make it attractive

    Your PTO policy has to be compelling for both prospective and long-term employees. While it’s key that your vacation and PTO policy is alluring to top teachers considering employment at your school, it’s also important that you structure it to reward long-term teachers. When reviewing all the options for your PTO policy, consider ways to have incentives build over time.

    If your business closes over big holidays like the Fourth of July and Christmas, make sure you include mention of that when marketing your vacation plan. Saying, “Starting employees receive 3 weeks of vacation time including Fourth of July and Christmas PTO” sounds better than leaving out the extra time every employee gets off over holidays and saying, “Starting employees receive 2 weeks of vacation.”

    • Make it sustainable

    At some companies, even though your policies allow for a certain amount of PTO, there’s a cultural undertone that actually taking that time off is frowned upon. You can have all the wonderful vacation policies in the world, but if there’s an unspoken rule that employees shouldn’t take advantage of them, your staff won't renew themselves, thus increasing you teacher burnout. Conversely, if your school gains a great reputation for generous vacation and PTO policies, your popularity in the employer landscape can skyrocket.

    • Make it happen

    Glassdoor survey shows the average American employee only takes half of their vacation time, now this statistic is probably not reflective of early childhood education. Research shows that when employees take time off, they’re more productive because they’ve had time to recharge. We definitely need that.  Teachers who are stressed don't manage classes well.  It’s in your best interest to actually encourage employees to take time off, not just because of stress management but also for disease resistance & reducing the spread of illnesses. When they are sick, they need to stay home, as well as taking at least one vacation a year.

    Research shows that people are more productive when they take breaks: to be completely separated from work.  This means that they aren’t babysitting for parents.  They aren’t texting or calling you. They aren’t responding to calls or texts from parents.

    So, what are some ways other centers handle PTO?

    1. Forced Time off :

     Some centers close for holidays, holiday weeks, and/or summer. This allows you to give folks time off without having to schedule substitutes. Everyone gets the same days off and you can be sure everyone is actually unplugging from the center.  It is your choice as to whether you pay your staff for these days off or not.

    At my first center, Little People, this is the method I started out with. I closed the center for 2 weeks a year.  We closed for the week of July 4th & the week between Christmas & New Years. All my permanent staff members were paid for those two weeks. We also had 5 federal or state holidays that we were closed.  One of those was our in service day.  So if you do the math that means all of my teachers were paid to not come to work 14 days a year.

    2. Floating Holidays :

    Decide the number of days you think your folks should have off per year, based on your budget & the needs of your staff.  Each staff person gets that many days off in an account to be used for personal or sick days.  They can use them as they see fit. 

    This is a great option if you have a diverse staff with a variety or religious observances.  Your observant Catholics may want Good Friday & Maundy Thursday off while your Muslim teachers may prefer Eid off twice a year & your Jewish staff may want off for Yom Kippor & Rosh Hashanah.  For those who don’t celebrate specific religious Holy Days, there may be a desire to take off for their birthday or their child’s first day of school. 

    The floating holidays allows for much more flexibility for your staff.  It also means the administrator has more work.  The trade off is that your employee’s needs are better met & that improve work performance & lowers turn-over.

    3. Pay for Seniority/Position :

    A version of the floating holiday system is one where new employees get x number of days off and after a certain amount of time they get more.  Another version is that all Floaters get x number of days off & all Master Teachers get Y.  For instance, perhaps after an employee has passed the probationary period, she gets 5 days of PTO to be used as desired.  After 2 years they get 2 more days, then at 5 they go up to 2 weeks, at 7years 2.5 weeks and so on.

    It offers the benefits & disadvantages of the floating pay with the added elements of controlling costs & rewarding loyalty.  This or the next version are what I see most often in centers.

    4. Hybrid :

    The hybrid system combines some forced time off with floating holidays.  For instance you are closed for July 4th, Memorial Day, Labor Day, Christmas & Thanksgiving. Everyone must take those days off.  Additionally they have PTO.

    This is the gold standard.  This gives your staff control over their paid days off and allows you the certainty that they are actually taking time off.  It is also more expensive & takes more work to manage, which is why not all centers choose to go this route.

    5. Two pots :

    In the two pots method your employees have 2 pots of paid time off: medical leave & vacation.  These can be paid at different rates, have different amounts of time in them and can be incentivized.  For instance, centers may choose to pay unused sick days at the end of the year as a form of bonus.  Or perhaps they can roll those days to the next year.  I strongly suggest that the 2 pots be treated differently in some manner.  The point is to encourage staff members to take care of their health & to actually take time off for mental breaks, AKA vacation.

    In this scenario if someone needs a sick day, they take it, but there is some sort of requirement to prove that they or their family member was ill.  Sometimes 1 day of sick leave requires no note, but 2 or more requires a doctor’s note or similar documentation.  The vacation days are scheduled in advance.  These are planned for.


    Do what works for your program and don’t be afraid to revise your strategy to work with the current economy.  Your time-off policies should be one of your biggest selling points to new employees.

    Most traditional centers can make this claim: No nights or weekend work requirements. This is a HUGE deal to potential employees.  This is a major reason why people would rather work in a center than in retail or food service.

    If you found this blog useful, please make sure you are subscribed to our feed & share it with others to whom it would be useful!!!!

    As always, if you have questions, clarifications or topics you would like discussed, let us know in the comments below. 

  • 22 Feb 2019 3:07 PM | Anonymous

    Childcare programs across the state of Texas have a new challenge to manage: a new criminal background check procedure.

    In my opinion this is going to a huge mess for a while.  Eventually the state will figure it out, but right now- it is a shit show.  pardon my French.  We had a hard enough time getting applicants to show up for interviews and then fingerprint checks, but now we have to rely on THEM to sign up on their own, pay for it and actually get it done.

    I don't see it happening.  I really don't.  The level of hand holding the Director's are going to have to do is going to go from a 7 on a scale of 1-10 to a 12.  

    How many people applying to work an entry level job are going to have funds to pay for the background check?  How many of them check their email daily?  If it were social media, then yes, but email - NO.

    In case you don't know what I'm going on about, please take a moment to watch this video training about the new system.

    In addition to the fact that the center is no longer in charge of scheduling fingerprint checks and won't be notified about prior criminal history, in addition there is not REALLY a procedure for screening folks who have not been residents of the State of Texas for the past 5 years.  There is a sort-of procedure for folks who have lived in other states, but NONE (as of yet) for those who lived in other countries.  What about American territories like Samoa and Puerto Rico?  No idea.

    Please take a moment to survey your existing staff and find out

    • how many have lived outside of Texas in the past 5 years, 
    • how many that was true of when they started working in childcare & 
    • how many would have continued to apply if they had to pay for a background check before being offered a job.

    I want to know.  If you send me this information, I will send you a free copy of our pre-service training book. 

  • 21 Jan 2019 4:27 PM | Anonymous

    You have worked with and been around children your whole life. You love working with kids. Maybe you have worked in a center for a few years. Now you want to lead a licensed childcare center of your very own! You want to be a DIRECTOR!

    So, you look up “childcare Texas” in google and find links to the DFPS (Department of Family & Protective Services) website and look at the screens and screens of “information for providers.” I can see your face now…


    Let me help you out. If you want to be a Director and you don’t have a Bachelors in Child Development and 2 college course in business, your easiest path is to become a Director is to take a Director Credentialing class like those we teach at Texas Director. I can see you are unsure.

    I can relate. I wouldn’t trust me either. You don’t know where I came from and obviously I want you to buy for Texas Director, so I would say it is the easiest. Fair. So, let’s go through the options from Minimum Standards (746.1015).


    First of all, every Director must be at least 21 years of age and have a high school diploma or its equivalent. I presume you have that handled. Then you have to meet one of the 8 options for a combination of education & experience.

    • Option 1 A bachelor’s degree with 12 college credit hours in child development and six college credit hours in management & at least 1year experience in a licensed child-care center. (the option I mentioned above)

    So if you already have a bachelors degree, just pull out you transcript & see how many course you had in child development (you are looking for 4) and management/business (looking for 2). If you don’t have those specific courses, then you have 2 choices. Which one will work best for you? You can take the time & $$$ to take the missing courses, delaying your position as Director or you can choose another qualification. For $825 and on average 1 month you can work one-on-one with an instructor in the Director Success Personalized Texas Director course and get your license or you can take up to 6 classes ($8657 at UT & at least a year). It is your choice.

    • Option 2 An associates of applied science degree in child development (or a closely related field), with 6 college credit hours in child development & 6 college credit hours in business and at least 2 years experience in a licensed child-care center.

    Ok, so this option might be a better fit for you. Pull out your AS transcript. DO you have the matching coursework? If so, great! You are ready to submit your paperwork to the state! If not, how many courses do you need to take? One, two? You can totally do that. How long will that take you? At a minimum 8 weeks. If now is the right time of the year. Maybe a semester. Cool. Go for it. You have all the time in the world. You didn’t really want to take that position that is open right now, did you? Another one will come up soon. You’ll just go ahead and pay for the classes, & books now, hoping to find a position when you are done. No sweat.

    Just for fun I looked up the textbook costs for two of the child development courses at my community college that I have taken: Who Am I in the Lives of Children? An Introduction to Early Childhood Education (11th Edition)- $89.48,  INFANTS TODDLERS & CAREGIVERS: CURRICULUM RELATIONSHIP -$95.99. I loved taking these classes. I learned a lot. I suggest you take classes that are interesting to you when you have the time & interest, not speeding through them in hopes of qualifying for a job. Especially when I could spend less time & money to become qualified.

    • Option 3 60 College credit hours with 9 college credit hours in child development, with 9 college credit hours in business and at least 2 years experience in a licensed child-care center.

    Same applies here as the AS. It is basically the same quantity of college course, just without a rubber stamp of an AS. If you have the qualification, take the transcripts, make copies & submit the 2911 (https://hhs.texas.gov/laws-regulations/forms/2000-2999/form-2911-child-care-licensing-governing-bodydirector-designation). You are good to go.

    • Option 4 A child-care administrator’s certificate from a community college with at least 15 college credit hours in child development & 3 college credit hours in business and at least 2 years experience in a licensed child-care center.

    The biggest problem I have with this one is finding a college that offers it. Now, I know my google-foo is not great, but the only program I could find when googling this term is out of Wisconsin.

    • Option 5 A Child Development Associate (CDA) credential or Certified Child-Care Professional credential with 6 college credit hours in business management and at least 2 years experience in a licensed child-care center.

    This is quite frankly the option I understand the least. You get your CDA or CCP. That is a great thing for working in a classroom. It demonstrates that you understand a fair amount about how children grow & develop & how to run a classroom. Having teachers with these, increase your CCS reimbursement rates and generally improves your center.

    Here is a question: How will you renew the credential when it expires (every 2 or 3 years)? You have to be working in the classroom. So, OK, you get your license this way, but you have to make a plan to change your method ASAP, so that you are still qualified. Something to consider. And you still need 6 college hours in business.

    • Option 6 A day-care administrator’s credential issued by a professional organization or educational institution and approved by Licensing and at least 2 years experience in a licensed child-care center.

    This is the easiest & quickest option. May we suggest Texas Director?

    • Option 7 9 College credit hours with 9 college credit hours in child development, with 9 college credit hours in business and at least 3 years experience in a licensed child-care center.

    This is the option we suggest for those who are looking for a non-renewing credential, but who don’t have an interest in obtaining a degree and don’t have one already.

    If you still have question, email us at Kate@texasdirector.org If we answered them all, enroll now.


  • 11 Jan 2019 12:43 PM | Anonymous
    Author: Carrie Casey

    A colleague asked me ,”Why should someone wanting to be a childcare Director in Texas choose Texas Director to help them?”  It is a good question.  One I had 20 or so answers to, but it all comes down to one thing: We will be there for you.

    Kate and I started providing training and other services to Directors and teachers in 1998.  That means it is possible that one of our new directors was enrolled at a center that we helped that first year.  It blows my mind.  We listened to our peers and found ways to help them get the information and services they needed.  We created trainings based on what other Directors said they needed.

    Director Credentialing

    One thing centers needed was a way to get new Directors qualified to lead a program.  There were a couple of training groups that offered classes for new Directors over the course of a week, in a hotel in one of the 5 large cities in Texas, once or twice a year.  So if you lived in Lubbock, you had to take a week off from your center, drive to Dallas and stay in a hotel for that week.  That was not what we wanted as Directors, so we created a 2 weekend class, which worked better for the folks we talked to.

    After doing those for a few years, Kate started exploring online learning and took Texas Director to the internet.  We were the first ones to offer online Director Credentialing.  We have 100% online classes, and in person classes.  Directors told us they needed different options, so we provided them.

    Folks are telling us they need their new Directors to be qualified within the month. With our online and personalized courses, we have that handled.  They are designed to be able to be completed within a week if you push hard or a month at a steady pace.  Our Weekender course which combines online videos and in-person classwork is also designed to be finished in a month, but is only offered 6 times a year, currently.

    Over the years other credentialing courses have come and gone.  What do you do when the company who gave you your certificate goes out of business?  For many folks, the answer has been to transfer your credential to Texas Director.  We allow folks to test in and join our membership if their company disappeared or they aren’t happy with the service and training they received elsewhere.  We will be here for you.


    Some folks prefer the college route.  Texas Department of Family and Protective Services (DFPS) issues Directors licenses to those who have related college experience or degrees.  Is this the best option for you?  Do you want material specific to running a child care center?  There are not many college courses in that vein.  You can find 20 classes that will help you run a classroom, which are great if you don’t have those skills but not many on center wide operations.  If you come from the classroom, you will want information about marketing, staffing, communication,  financial management, and business law.

    Do you want to be a Director in less than a year?  If you need 3 business classes and 3 child development classes, you are probably looking at at least a year of college before you are qualified, presuming you are also continuing to work.  I will be 100% honest with you, DFPS often gives waivers for folks using this method to be come licensed, but I have a question for you:

    Do you really want to be running a center without knowing the basics of child development, classroom management, being a boss, taxes, legal issues and marketing?  Will that set you up for success?  Will your professors be available after class for you to problem solve when things go sideways.

    I like college.  I have been a lot.  I take all kinds of classes that looked interesting or could teach me something I needed/wanted to know more about.  I have 2 degrees as does Kate.  (Hers are more impressive than mine.)  We hope you take college classes.  I am just not sold on it being the best way to get your Director’s license.


    The last way DFPS licenses new Directors is with a Child Development Associate (CDA) and 2 college courses in business management.  The CDA is a wonderful, nationally recognized certificate showing proficiency as a classroom teacher.  To earn it you must have learned a fair amount either through workshops or college courses.  You have to have completed a 360 evaluation of your ongoing performance in the classroom and had an outside evaluator observe you working in your classroom.  I’ve always strongly encourage my staff to work towards earning their CDA.  If you are wanting to move from the classroom to the Director’s office, this may be a good option for you, but it has one big drawback.  You have to renew your CDA periodically, which means you must be working in a classroom.  As soon as your CDA lapses you are no longer a licensed Director.  Is it in your center’s best interest to have the Director working as a classroom teacher while running the center?

    We’ll Be There for You

    We love working with and for Directors, both in getting them started and in growing with their business.  No matter what happens, we are here to offer you support.  We create training materials, handbooks, and customized plans based on what a Director needs.

    When hurricanes hit the coast our directors called us and we worked with them to get their centers taken care of.  When a center lost its lease unexpectedly we helped them find another location.  When a Director was threatened with a law suit, we were there.  When a Director wanted to open a second and then a third location we were there to help her.  When a center was having unacceptable staff-turnover, we were there.  When you need us, we will be there.

  • 05 Jan 2019 11:13 AM | Anonymous

    Date: January 5, 2019Author: Carrie Casey

    I brush my teeth every day. I don’t think about it, I just do it. That is because it is a habit. I also don’t think about running my hands through my hair when I’m writing- habit or

    So how do I get that ease with things that build my business? I guess I have to make it a habit. I would like communicating with you to become a habit.

    How many times have you heard that it takes just a few weeks to develop a new habit? The truth is a bit more complicated than that, but there are scientific ways to help me (& you) lock in the changes we want to make.


    The myth about behavior becoming automatic in 21 days started when journalists misinterpreted a popular self-help book on Psycho Cybernetics back in the 1960’s. After all, you can probably eat more vegetables starting today, but complex tasks like playing the violin are going to take more than a month to gel.


    On the other hand, now is an ideal time to begin forming constructive habits that will enhance our happiness and wellbeing. Take a look at these strategies I have found for learning new behaviors.


    Basic Strategies for Habit Formation

     Try these tips for easing into your new routines as quickly as possible:

    1. Plan ahead. Eliminate excuses by plotting out your course in advance. I am planning out the next month’s posts at the ned of the previous month. If you want to wake up an hour earlier, go to bed on time, and dream about the invigorating yoga class and delicious breakfast that await you in the morning.
    2. Be consistent. Regularity reinforces itself. I am doing a Facebook live every day in January. The time isn’t consistent yet, but the activity is! Pretty soon it will be easier to go to the gym after work rather than changing your mind, even if it’s raining or your colleagues are heading out for beer and pizza.
    3. Spot triggers. What can you use as a trigger to do the thing? What is your trigger for brushing your teeth? For me it is taking my medicine which I have to do. What will be my trigger for the new habit. I can’t get into PJ’s until I have done my Facebook liveWhat will be yours?
    4. Review your reasons. Go over the reasons why you want to adopt your new behavior. Remind yourself about how drinking water instead of soda will help you slim down, strengthen your bones, and save money.
    5. Personalize your goals. I want to be more connected to my students. I want to know what struggles you are having and be here to support you! While you’re contemplating your reasons, visualize your future self.Focus on what you have to gain instead of just pleasing others.

    Advanced Strategies for Habit Formation

    What if you’re tackling something as ambitious as managing diabetes or transforming your dead-end dating history?

    These ideas will give you an extra boost:

    1. Practice compassion. You’re bound to slip up occasionally. Forgive yourself, and move forward.
    2. Team up. Enlist a friend so you can exchange support and encouragement. Eat lunch with a colleague who is trying to lose weight too.
    3. Write it down. Raise your awareness by keeping a journal about your campaign to stop swearing or start flossing.Note what happens on the days you stick to your program compared to the days when you drift back into old patterns.
    4. Remove temptations.Eliminate the triggers that distract you from your objectives. Clear the junk food out of your kitchen or the cigarettes out of your car.
    5. Design obstacles. Make it difficult to give in to your old tendencies. Leave your credit cards at home to prevent impulsive shopping sprees.
    6. Go on vacation. Leave home for a while. Vacations are an ideal time to forge new habits because you can make a fresh start in different surroundings.Sit down to meditate each morning instead of becoming caught up in searching for lost socks or checking your email.

    Make daily exercise and parallel parking so easy you won’t even have to think about them. Positive habits make advantageous choices automatic so you’ll stick with them. You’ll also have more energy to devote to other challenges.


    I could use your support as I work on building the habit of reaching out to you more. Watch the Facebook lives (facebook.com/texasdirectorcomment on the blog posts, send me an email (Texasdirectorcourse@gmail.com). However you like to communicate, please reach out to me!

  • 01 Nov 2018 2:16 PM | Anonymous

    Some classes just turn everything on it's head.  I just had one of those.  Everyone of the Director Candidates was a self-starter.  

    The majority of students who come through Texas Director are employees. They have been hired to take on the position of Director.  Not these ladies.  They were all in the process of becoming both owner and Director for their centers.  Because both Kate & I were owner/Directors we think this is great!  If we had our way every owner or Board President would go through a Director's course.  As the boss of the boss you need to know what they should be doing!

    These ladies were motivated to get their centers up and running.  Whether they were oping a brand new center or breathing new life into a center that had been around for more than 25 years, they saw the vision.

    They knew the job will be hard.  One of them had had a center a decade ago, so she REALLY knew. They also know Directors have the chance to make a huge difference in the lives of hundreds of people every year.

    The Planner

    One of the ladies in the class had enrolled because she is planning to open a center more than a year in the future.  She has worked in the field for years, in a variety of types of programs and she is soaking it all in, learning and planning.  She asked some amazingly deep questions, because she has been stewing. Now that she is moving forward.  Her feet are in the starting blocks.

    She was looking at what type of floor plan for a building would be the best.  What type of program should she have?  Montessori, play based, pre-school, it was all available. Given her history, she could make it happen. I suggested she go through the marketing section of the class and decide what type of parent she wants to work with, and set up the school based on who she wants to get paid by. Taking the class first, is setting her up for success.

    The Returning

    Another new Director I have already alluded to; she was a Director before & left the field for a number of years, only to return.  She has climbed many mountains in the time between, traveled the world and become an EMT.  There are no flies on her.  

    Now she want to return to working with children.  She sees the type of programs available to her children as they are raising the grandchildren & isn't exactly happy.  There is something that is missing in her community.  Her community is growing.  It needs more quality childcare.

    This powerhouse has approached her church with a proposal to have a stand alone program within the church facilities.  So far the answer is yes, although there are still a few I's to dot & T's to cross. She saw a need, knew she had skills to meet it and made a plan to increase the odds of success.  

    The last piece of the puzzle was to find out what had changed in the industry in the past few years.  How had DFPS regulations changed?  How about technology, staff, parents?  That was what she needed from us.

    The Ring Master

    The last of October's students I want to talk about was in the middle of balancing lots of activity.  She has found her center.  She is actually working there right now, but not as the Director.  

    She has the terms of the sale settled, has worked out her licensing schedule with DFPS and met with her service providers about the upcoming change. She is looking for areas where she can improve the center.  She is forging relationships with parents & staff.  She is preparing to sign on loans and do manual labor to get the changes in the property done as inexpensively as she can.

    What she needed was help developing a marketing plan that played on the strengths of both the new management team & the existing program.  We worked together, in the class, to come up with one that leveraged newspaper, core communities, social media & public speaking to make sure her larger community knows about the change & is excited about it.  An added bonus is that the plan would cost less than $500.

    When people ask what the in-person class offers, this type of class is what I think about.  Different students with different needs, all sharing their knowledge and supporting each other.  They built the beginnings of their support network in that class.  They got what they needed for their situation and we were able to go into greater depth on the subjects they needed.

  • 09 Oct 2018 2:59 PM | Anonymous

    When you're at the end of your life, do you think you'll look back and think, "I'm sure glad I worked so much!" Probably not. In fact, it's a known fact that the elderly in their last days talk about the regrets they have, and one of those big regrets is usually not taking the time to enjoy life, have fun, and be present with the ones they loved.

    We each have about 27,000 days on this earth, give or take. If you consider that a third of those days are reserved for sleeping, and another large percentage makes up your early childhood years which no one can remember, what you’re left with isn’t much!

    How many days do you have left?  Here is my math:

    That is not enough time to be wasting it on foolishness.  Time to stop worrying about pleasing the world in general.  Do your own math.  Think about how much time you spend with people who are just angry about life.  Is it 20 minutes a day?  in those 6,563 days, that adds up to 91 days. Do you want to send 3 months with those folks?  I don't!

    As the great philosophers have said, realizing how short life is, reminds us to live fully and live presently in the moment! Knowing your time isn’t endless is what makes us value that time so very much. And when you value something, you’re reluctant to waste it.

    There are lots of ways to minimize wasted time from the time that each of us has. Off the top of your head, what things can you think of that waste of your time? Watching TV?  Staying in a dead-end relationship that doesn't fulfill you? Here are some other common ways that you reduce the enjoyment of the time you have:

         Allowing yourself to become surrounded by negative people who suck the happiness right out of you. It pays to make the decision to show these people the door. Fire staff or clients who drain your energy. When all of that negative energy isn’t taking up space around you, you have the space to let in so much positive energy!

         Complaining about things you have no control over. There are things you can control, and many, many situations that you can’t control. Take control of what you can to make your center better, but stop complaining and worrying about those things you simply can’t control. It's that whole accept what you cannot change mantra from AA.  You don't have to be an alcoholic to benefit from it.

         Being afraid to ask for help when you need it will make your life WAY harder than it needs to be. There is no shame in asking for help, and when you do, you allow someone else the amazing feeling of giving that help.

         Don’t let anyone other than you dictate how you live your life. These people who offer friendly (or not so friendly) “advice” are usually feeling pretty bad about their own situation.

         Chasing money, or happiness of the moment, rather than long-term happiness and the true meaning of life. Money is simply a conduit to those experiences that fulfill you and fill you with joy. Use it for it's intended purpose, but don't chase it just to have more of it.  Look for opportunities to impact people's lives for the better.

    Working in early childhood we get to live impactful lives.  We get to create wonderful welcoming environments that allow children to wonder, play, race, grow, and create.  Honor that by keeping the negative folks at arm's length, focusing on what you can change, getting support, listening to your own inner truth, and building your best life.

    What is one thing you hate doing?  How much time do you spend on that a day or week?  Let me know in the comments,

    1. What is that thing
    2. How many days will it take if everything stays the same?

(c) 2002-2022 ALL TEXAS DIRECTOR - TexasDirector

Mailing Address:  821 Grand Avenue Parkway, Suite 119, Pflugerville, TX 78660

Powered by Wild Apricot Membership Software