By Michael Braswell
“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”
— Jack Welch
As a child care owner, one of your most important roles is not just to focus on your own growth but on developing the leaders within your team. A great way to do this is by building a “Farm Team”—a group of future leaders who are trained and nurtured to step into key roles when the time comes. This approach not only helps keep your center running smoothly but also creates a culture of growth for both staff and children.
What is a Farm Team?
In sports, a farm team or feeder team is a lower-level team designed to develop young athletes who may one day advance to higher-level teams. Similarly, in child care, your farm team consists of individuals with leadership potential, trained to take on greater responsibilities. Building this team is about thinking long-term—creating leaders who can support your center as it grows and thrives. This approach not only helps keep your center running smoothly but also creates a culture of growth for both staff and children.
Identifying Potential Leaders Early
The first step in building your farm team is spotting individuals with leadership qualities. Look for team members who are:
- Natural leaders: They motivate and influence others, demonstrating initiative when needed.
- Trustworthy: You can rely on them to represent your values and make sound decisions.
- Professional: They consistently demonstrate a positive attitude and set an example for others.
- Aligned with core values: They reflect the principles that your center stands for.
- Eager for growth: They show interest in developing their skills and advancing in their careers.
Identifying these individuals early helps build a strong foundation for future leadership roles.
Assessing Personality and Strengths
Understanding your team members’ personalities and strengths is key to identifying where they might excel as leaders. Tools like the Personality Matrix, Strengths Finder, Meyers-Briggs, Colors, and DISC assessments can help you better understand how each individual works and what role they might thrive in.
Take time to discover their talents and strengths—this will give you a clear plan for their leadership development and show you where they can make the most impact.
Are They in It for the Long Haul?
It’s important to understand whether your team members are looking for a temporary job or a lifelong passion. This will help you invest in their future in a way that aligns with their goals. If they’re committed to growing with your center, you can help them achieve that through educational programs, certifications, and mentorship.
If they’re not yet qualified for a leadership role, you can support them by helping to pay for educational opportunities like T.E.A.C.H. scholarships or apprenticeship programs. By providing these growth opportunities, you empower your team to excel, and in return, you get leaders who are invested in the success of your business.
Empowerment & Trust
Empowering your team by entrusting them with responsibility and growth opportunities not only helps develop future leaders but also frees up your time to focus on other aspects of your business. Providing clear job duties and delegating responsibilities to your emerging leaders is key. Make sure these responsibilities are documented in your operations manual and checklists, so your new leaders can execute with confidence.
Remember, leadership is about more than just being in charge—it’s about taking care of those in your charge. As Simon Sinek wisely said, “Leadership is not about being in charge. It’s about taking care of those in your charge.”
Three Key Focus Areas for Any Director
To effectively manage the transition and growth of a new leader, it’s crucial to balance three key areas:
- Managing the Business: Handle paperwork, regulations, compliance, finances, and metrics.
- Managing the Education/Program: Ensure the quality of the curriculum and educational outcomes.
- Managing the People: Foster staff culture and build relationships.
Challenges of Promoting Peers and Supporting New Leaders
Promoting a peer into a leadership role comes with unique challenges, from gaining respect to handling discipline. To ease this transition, provide leadership training to equip them with the skills they need to succeed. Clear communication with your team is also key—announcing the promotion and creating opportunities for staff to connect with the new leader helps build trust and reinforce their role. Ongoing support is just as important; be available for guidance, check in regularly, and redirect staff and parents to them when needed to strengthen their confidence and authority.
As Harvey S. Firestone said, “The growth and development of people is the highest calling of leadership.” Your role as a leader is to help your team grow, both personally and professionally. By building a farm team of leaders, you create a sustainable and thriving culture within your child care center. Empowering and developing your team today ensures a brighter future for your business and the children you care for. How are you currently nurturing the future leaders in your center?