By Joy Maxwell

 

Running a child care center isn’t for the faint of heart. Between managing staff, juggling parent expectations, keeping up with licensing—and still finding time to love on the little ones—it’s a lot.

That’s why I want to share something that’s been transformational for me: the Genius Mindset.

It’s not a buzzword. It’s not about being perfect or having it all figured out. It’s a way of thinking that helps you lead with clarity, resilience, and heart. And once you start using it, you’ll wonder how you ever got by without it.

Whether you’re an owner, a director, or the one everyone leans on when things go sideways, this mindset is for you. 

 

 

What is a Genius Mindset?

A Genius Mindset is simply a mindset of growth. It’s the belief that no matter what you’re facing, you’re going to press through, persevere, and come out stronger. It’s a mindset that tells you the glass isn’t half empty—it’s almost full.

The opposite of a growth mindset is a fixed mindset. Fixed mindset thinking tells you your qualities and circumstances are set in stone, that things can’t change. The Genius Mindset says, “Yes, they can.”

We use the word GENIUS as an acronym to guide us:

• G is for Growth
• E is for Empathy
• N is for Nurturing
• I is for Innovation
• U is for Unwavering
• S is for Strong

Let’s walk through each one.

 

 

G — Growth-Oriented

Let’s face it—this job throws curveballs daily. But when you shift your thinking to see challenges as chances to grow, everything changes.

I remind myself often: “Growth is never by mere chance. It’s the result of forces working together- James Cash Penney. You don’t have to have all the answers. You just have to stay open to learning.

Even on the hard days (especially on the hard days), your mindset matters. If you come in frustrated, overwhelmed, or defeated, your team picks up on that. But if you walk in with curiosity and a problem-solving spirit, they’ll follow your lead.

And here’s the thing: you might not know what to do in the moment—but you do know how to lead people through it. That mindset alone can shift the energy in your whole building.

 

 

E — Empathy-Driven

Empathy isn’t just about being nice. It’s about leading with heart, especially when your people need it most. And I promise you it makes a worldly difference if you’re that person that’s always engaged with checking in on your people, being compassionate when things are going on in their lives—not the people that keep calling out ’cause their dog is sick and their cat died and all that stuff. I’m talking about the real people that you need to touch and check in with when it comes to being empathetic.

Empathy builds trust and connection. When I know you truly understand and care about what I’m going through, I’m more motivated to give my all—because I see I’m not just a number to you. I feel valued, seen, and supported.

I’m not just a part of your budget. I’m an actual person. You care about me, you’re involved. Empathy enables effective conflict resolution because I can give you a little bit of grace when I’m empathetic, I can see where you’re coming from. Empathy drives innovation and creativity, and then it also drives positive change when we lead with compassion and understanding the needs of the children, families, and our team.

I’ll never forget the day a teacher called me, absolutely hysterical. “Ms. Joy, Javea busted her head! There’s blood everywhere!” She’d already called the ambulance, the mom, the director—it was full-blown panic. I raced to the center. I walk in expecting the worst. And what do I find? Javea sitting calmly in a white sweater, white pants, white socks, white sneakers—not a drop of blood anywhere.

The bump was real, but the chaos? Completely avoidable. The mom took one look and said, “Ms. Joy, please cancel that ambulance—I’m not paying $500 for this.”

And that’s when it hit me again: We don’t match chaos. We lead through it. Your calm becomes your team’s calm. Your empathy builds loyalty. People don’t care how much you know until they know how much you care.

Empathy means listening with your heart, not just your ears. It means showing up for your staff—not just when there’s a crisis, but consistently, in small everyday ways. When people feel seen and heard, they’re more likely to go the extra mile. And when we lead with empathy, we unlock better communication, more effective problem-solving, and a stronger, more connected team.

 

 

N — Nurturing Leadership

We are not enabling our teams—we’re nurturing them to grow and develop. That means believing in their potential and giving them the opportunity to rise.

Across the child care world, leaders at every level are being called to nurture leadership in others. Owners, this means developing your directors. Directors, this means developing your teachers. And teachers—it means showing children that they are leaders too.

In my center, we make it a point to say things like, “I’m proud of how you listened to your teacher,” or “You cleaned up so well—you’re a little leader!” Speaking life into people matters. It lifts morale, builds confidence, and strengthens your team.

Your role is not only to provide high-quality care and education to young children, but to inspire and guide your team. Leadership isn’t just about being in charge—it’s about taking care of those in your charge.

Let’s remind ourselves daily: our classrooms are full of future leaders, and our job is to help them grow into that.

 

 

I — Innovation-Focused

Innovation in child care isn’t just about tablets. It’s about reimagining how we nurture, educate, and inspire.

Ask yourself: Are you developing your teachers as you go? Are you giving them opportunities for hands-on learning, not just theory? Professional development should be more than checking a box. Do you bring in speakers who can truly teach new methods? Are your teachers given time and space to practice those new methods before they’re expected to use them in the classroom?

It means tackling real challenges head-on. Many children are entering kindergarten below reading level—sometimes without even basic letter recognition. That’s not okay. So we asked: what can we do? We created opportunities for parent-teacher collaboration. We invited community partners to read with our children and lead circle time. We reimagined our role—not just as educators but as bridges to readiness.

Innovation can be big or small. It can look like new teaching strategies, stronger community partnerships, or fresh ways to engage families. Maybe it’s your youngest teacher showing the team how to leverage TikTok for marketing. Maybe it’s creating an outdoor classroom where kids learn math with sidewalk chalk.

Whatever it looks like for you, remember: innovation keeps us growing. It keeps us curious. It keeps us leading.

 

 

U — Unwavering Commitment

Unwavering commitment is more than a value—it’s a promise. A promise to your team, your families, and your mission. It means showing up consistently, leading with purpose, and staying focused even when it’s hard.

We are dedicated to our team, our mission, and our vision. But here’s the truth: sometimes that commitment lives only on the wall, not in the hallways. Everyone learns the mission statement during onboarding. They memorize it, maybe stick it on the wall. But what happens after that?

Vision is what’s on the wall. Culture is what’s happening down the hall.

So ask yourself: Are your classrooms living out that vision? Are your teachers modeling that mission? Are your families experiencing it in real ways every day?

Being unwavering means holding tight to your values—not just when it’s easy, but when it’s challenging. It means leading with consistency, care, and love. It’s showing up, even on the tough days. Following through, even when it’s inconvenient. And remembering: child care isn’t about what we occasionally do—it’s about what we do with intention, every single day.

We are literally cultivating tomorrow today. So we must stay dedicated—not just in theory, but in action. That’s what unwavering commitment looks like.

 

 

S — Strong Community

We don’t just enroll families—we serve them.

I love to build community amongst my staff. I love to build community amongst my parents. And I love to build it with the neighborhoods we serve.  How does your community know who you are? Do they know you offer afterschool care? That you let college students volunteer? That you’re a resource, not just a business?

When we build community, we do it all year long. We host events families look forward to: Spring Fling, Move-Up Day, Harvest Festival. And we invite people in—bankers who can teach budgeting, librarians who read stories, dentists who offer tips and toothbrushes. We let the food pantry use our parking lot once a month. 

Because when your center is seen as a staple of support, people remember. When a nurse from the dental van needs child care, she calls us first. When a mom hears about you from the food line, she shows up already trusting you.

And here’s the mindset shift: it’s not just about your center’s success. It’s about the success of every family, every staff member, every neighbor. That’s a strong community.

We don’t just talk the talk. We bring everyone in. And when the whole village is included, everybody rises.

 

 

Understanding the People You Lead

We have to know our team. Because if you mismanage the people that you’re working with, you’ll put them in a category that they don’t have the capacity to fulfill. If it is not in their capacity to go stronger, go harder, go bigger, go deeper, they’re not going to do it. So we have to cultivate people where they are and then get them over to the other side of where they need to be.

Let me break it down:

• Caretakers: Maintain the status quo. They don’t grow teams—they babysit them.
• Takers: Constantly make mistakes with no accountability.
• Retakes: Want to improve. They’ve made mistakes but are open to learning.
• Poll Takers: Gossip collectors. They stir up drama and distract from the mission.
• Undertakers: Appear to keep things running, but culture and morale die under their leadership.
• Overtakers: Driven, passionate leaders who rise up—and sometimes challenge you.

 

Let me talk about that overtaker for a minute. Some leaders struggle with overtakers because they feel threatened. If you’ve built your business from the ground up, the idea of someone coming in with big ideas and energy can feel like a challenge to your control. But listen: control is often a trauma response. When we’ve been disappointed, we hold on tight.

 

Overtakers may have the momentum to move faster than you, or they might bring fresh ideas like using TikTok or implementing new parent engagement strategies. They’re not trying to replace you—they want to support you. Relinquish a little control. Let people lead. Let them grow.

You’re building a legacy—and legacies require leaders. John Maxwell says, “Your business should be able to thrive without you.” That’s why we need to develop other leaders—leaders who are ready to overtake when the moment comes.

 

And remember: legacies aren’t built by holding on tightly—they’re built by lifting others up.

You don’t need to have all the answers. You just need the mindset that says, “I’m open to growth. I’m leading with empathy. I’m building something bigger than myself.”

This Genius Mindset isn’t theory—it’s your practical roadmap to lead well, serve deeply, and keep showing up with heart.

Even on the tough days.

Even when it feels like too much.

Keep going. Keep growing. You’ve got this.

— Joy