Rooted: A Wellness Collective

CEO 

Vista Village 

✔️ Developed and executed long-range learning and development strategy by conducting ongoing training needs analysis for past 3 years

✔️ Facilitate engaging online and in-person professional development experiences for a diverse team of 65 team members

✔️ Collaborate with outside vendors and facilitators to design, deliver and assess robust training opportunities

✔️ Directly supervise a group of 4 team members using relationship-focused and strength-based coaching strategies 



🌟 Biggest Accomplishment 🌟
Just 4 months into this role, I designed and implemented an intern training curriculum.  On top of my regularly scheduled duties, I was able to onboard, train and supervise 2 interns the first year of this internship program.  The first year such a success that we repeated the same process the following year and welcomed another 2 interns to the team.  This was the first comprehensive internship program within this department. And I can proudly say that one of my former interns is now a full-time employee at my agency that I currently supervise.

Education & Training Manager

Metropolitan State University of Denver

✔️ Conducted dynamic lectures and interactive discussions (both in-person and online) rooted in adult learning theory so that students could connect meaningfully to course content

✔️ Revamped course curriculum, strategically aligning it with current trends in the education industry, ensuring students received cutting-edge knowledge and skills

✔️ Regularly evaluated student performance based on strengths and growth edges, identifying inherent strengths and areas for development

✔️ Guided students in their academic and professional development so that they felt equipped and prepared to enter the teaching field

🌟 Biggest Accomplishment🌟
I was hired in December of 2019 to teach this course in-person.  In the middle of the semester, the pandemic shut down the university and I had to pivot my in-person curriculum and modules to a virtual space.  I quickly learned how to navigate Zoom, the best tech tools for engagement and researched best practices for boosting community and morale in a virtual setting.  It was not only my first time teaching at a university level, but I was able to successfully pivot from an in-person to an online format within a 2-week period!

Adjunct Instructor

Staenberg-Loup Jewish Community Center

✔️ Designed curriculum and facilitated educational experiences tailored to meet student needs.

✔️ Collaborated with cross functional team to support learning goals for each student

✔️ Provided personalized coaching to both novice and seasoned team members, sparking improvements in educational practices, communication, and time management skills

🌟 Biggest Accomplishment🌟
I spearheaded the school's first Community Learning Group, facilitating constructive conversations on workforce development, teacher recruitment, training, and retention strategies. This collaborative effort led to meaningful discussions with senior leadership, contributing to the exploration and implementation of impactful ideas for the school's progress

Professional Development Coach and Head Teacher

Central Synagogue Nursery School

✔️ Collaborated with leadership team and external trainers to coordinate and conduct effective staff meetings and engaging professional development workshops and trainings

✔️ Played a key role in co-designing and implementing leadership development initiatives aimed at enhancing staff leadership skills through personalized coaching and mentoring

✔️ Used targeted coaching strategies rooted in relationship-based and outcomes driven frameworks to enhance team communication skills, effective collaboration and problem solving abilities.

✔️ Orchestrated and executed wellness-focused activities during team meetings and training sessions, aimed at enhancing the overall well-being of staff members

🌟 Biggest Accomplishment 🌟
Designed and executed a comprehensive year-long training series, successfully aligning the school with its mission and facilitating a transformative shift in the teaching approach among team members

Staff Development Coordinator and Head Teacher

Stephen Wise Free Synagogue

✔️ Delivered 20+ parent workshops and educational events rooted in adult learning theory

✔️ Collaborated with cross functional team to support learning goals for each student

✔️ Designed curriculum and facilitated educational experiences tailored to meet student needs.

✔️ Coordinated and implemented 3 week-long Staff Orientation events that included educational content and team building experiences

🌟 Biggest accomplishment 🌟
I trained and mentored 3 teachers-in-training.  One of my teachers-in-training went on to become the Assistant Director of the school!

Head Teacher and Teacher Trainer

⬆ Hit 'Connect' ⬆. Are you an early childhood education leader who dreams of a healthy, thriving school where your team feels valued, connected, and inspired?

Do you feel stretched thin, overwhelmed, and constantly putting out fires—with little time to focus on what truly matters?

Have you tried every team-building strategy, leadership book and self-care tip, yet you still find yourself running on fumes?

Would you love to step into confident, human-centered leadership, where your teachers thrive without burning out—and where YOU finally have the space to lead with clarity, impact and balance?

If so, I can help!

Through my T.H.R.I.V.E. Leadership Method, I help early childhood leaders like you rebuild trust, strengthen team morale and create a school culture where both you and your teachers can flourish.

What if you could…
✅ Have a teaching team that shows up engaged, energized, and committed—without micromanaging?
✅ Feel confident in your leadership, setting boundaries that honor both your well-being and your team’s success?
✅ Lead a school culture that attracts and retains passionate, high-quality educators?

How to Work With Me:

🌿 T.H.R.I.V.E. Retreats – transformational in-person experiences designed to help you reconnect with your leadership vision, reset your energy and implement simple, research-backed strategies for a thriving early education program

🎤 Conference Speaking & Keynotes – Engaging, thought-provoking sessions that inspire real change in ECE leadership, team culture and workplace well-being.

✨ Workshops & Trainings – High-impact professional development to support ECE leaders and teams in building trust, resilience and sustainable success

Why Work With Me?
With over 20 years in early childhood education, I’ve supported hundreds of ECE professionals as a teacher, coach, and strategic leader. I’ve trained teams, restructured professional development systems, and developed wellness-based approaches to leadership that actually work.

But I also know what it’s like to be exhausted, overworked, and wondering how much longer you can sustain this pace. That’s why I’m passionate about helping leaders like you shift from survival mode to T.H.R.I.V.E. mode—without sacrificing your well-being.

📩 DM me to chat about how I can support you!

How this 1 framework resulted in soaring ECE team engagement within 4 years...

Back in 2020, our entire ECE team was exhausted (and I'm sure yours was too). 
Not the “I need a long weekend” kind of tired… 
I’m talking about the deep, heavy, pandemic-era burnout that lived in people’s bones.

So when it finally became safe to gather in person again, our leadership team knew one thing for sure: 

We didn’t need another virtual PD day. 
We needed to feel connected and in close proximity to each other.

We needed laughter. 
Connection. 
A reminder of why we chose this work in the first place.

So, as a leadership team, we made a decision to bring back annual staff orientation—something our program hadn’t done in years.

As the Education Manager, I was tasked with organizing and coordinating this event.

But I didn’t want to simply 𝘩𝘰𝘴𝘵 it. 
I wanted to revive it.

I wanted this to go beyond a training event...
I wanted a space that sparked energy. 
A tradition that built belonging. 
A kickoff to the year that people actually 𝘭𝘰𝘰𝘬𝘦𝘥 𝘧𝘰𝘳𝘸𝘢𝘳𝘥 𝘵𝘰.

That’s where my 4-part 𝗧𝗵𝗿𝗶𝘃𝗲 𝗖𝘆𝗰𝗹𝗲 came in (yes, the same one I highlighted during my webinar last week). 

A simple, evidence-based process grounded in Plan–Do–Study–Act.

And over the next four years, everything shifted: 
➡️ Team satisfaction held steady around 𝟵𝟬% 
➡️ Orientation attendance stayed above 𝟵𝟱% 
➡️ Engagement skyrocketed 
➡️ Even the quietest team members started facilitating sessions

It wasn’t magic. 
It wasn’t luck. 
𝗜𝘁 𝘄𝗮𝘀 𝘁𝗵𝗲 𝗽𝗼𝘄𝗲𝗿 𝗼𝗳 𝗽𝗮𝘆𝗶𝗻𝗴 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻, 𝗺𝗮𝗸𝗶𝗻𝗴 𝗱𝗮𝘁𝗮-𝗶𝗻𝗳𝗼𝗿𝗺𝗲𝗱 𝗮𝗱𝗷𝘂𝘀𝘁𝗺𝗲𝗻𝘁𝘀, 𝗮𝗻𝗱 𝗰𝗲𝗻𝘁𝗲𝗿𝗶𝗻𝗴 𝗵𝘂𝗺𝗮𝗻 𝗻𝗲𝗲𝗱𝘀 𝗶𝗻 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴.

I’m calling in 10 bold, visionary ECE leaders who are also ready for this type of renewal energy on their teams—deeper connection, stronger engagement, and the kind of stability you can actually 𝘧𝘦𝘦𝘭.

If that’s you, let’s talk. 

During this wellbeing strategy session, we’ll dig into your biggest staffing challenge, clarify your vision, and map out the next steps to bring that renewal to life in your ECE program.

Comment or DM me "RENEWAL" to set up your session.

P.S. Do you offer an annual staff orientation?  If so, how do you measure success and efficacy?

Monica Rollins

ECE is Burned Out. I Help Leaders Change That. | Coaching Schools Where You AND Your Educators Thrive — Not Just Survive | Ready to Join The Movement? Register for the FREE Live Training Below👇🏼

𝗜𝘁'𝘀 𝗯𝗲𝗲𝗻 𝟭.𝟱 𝘄𝗲𝗲𝗸𝘀 𝘀𝗶𝗻𝗰𝗲 𝗜'𝘃𝗲 𝗽𝗼𝘀𝘁𝗲𝗱 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝘄𝗵𝗶𝗰𝗵 𝗳𝗲𝗲𝗹𝘀 𝗹𝗶𝗸𝗲 𝗮𝗻 𝗮𝗯𝘀𝗼𝗹𝘂𝘁𝗲 𝗲𝘁𝗲𝗿𝗻𝗶𝘁𝘆 𝗳𝗼𝗿 𝗺𝗲.
 
And honestly? I needed this break.  

Since April, I’ve been building my business out loud, which is one of the riskiest and most vulnerable things I’ve ever done.  

Between designing lead magnets, hosting webinars, leveling up my email marketing, and sharpening my sales skills, I’ve stretched myself in ways I never did as a preschool teacher or an ECE program leader. 

And whew… mama needed a pause.  

Last week I went on a family cruise to celebrate my stepdad’s 83rd birthday, and it felt 𝘴𝘰 good to fully unplug.  

I even opted out of ship Wi-Fi so I could actually relax instead of doomscrolling or checking analytics.  

Because I wasn't dialed in to my phone notifications and all the nuances of my business, I had more time time to do these things instead:
→ I bought the ship's spa package so I could luxuriate between steam rooms, jacuzzis  and heated beds to soothe my aching body.  
→I drank wine and cocktails when I wanted to.  
→I got a 90-minute massage in Cabo.  
→I lifted weights almost every day, took Zumba and line-dancing classes (we all know how much I love a good line-dancing class!!)
→I drank tons of water and ate incredible meals.  
→I was asleep by 9:30 almost every night (although sleeping in those twin beds was kind of a drag).  

This was the vacation my mind and body desperately needed.  

And as a recovering overachiever, it was hard to hit pause on my business.  
But the truth?  
I gained something far more important than staying “consistent.”  
I gained my alignment back.
 
Here’s what helped me truly unplug:  
→ Saying no to Wi-Fi  
→ Saying yes to rest, movement, and joy

What about you?  What's your favorite way to unplug?
 

P.S. This video was me and my family dancing as we waited for the elevator- my sister made us all dress up for themed nights and this night was animal print night- aren't we so cute?!

If I were still managing an ECE program, here are 5 things I'd cut before 2025 closes out. 

Because let’s be honest—December hits different in early childhood.
 
You and your teachers just got back from a five-day Thanksgiving “break,” but let’s not pretend anyone was actually 𝘳𝘦𝘴𝘵𝘪𝘯𝘨. Most were probably juggling family time and travel with prepping for parent-teacher conferences.
 
And now you’re heading into that two-week sprint to winter break where everything gets… louder. 

Kids return a little off-routine, holiday excitement starts climbing, and while the cheer is definitely on its way, so is the emotional chaos that comes with it.
 
Here’s what I’d eliminate 𝘪𝘮𝘮𝘦𝘥𝘪𝘢𝘵𝘦𝘭𝘺:
 
→ Unnecessary meetings
December is meant to be slower and cozier. No need to crowd the calendar with meetings that could’ve been an email.
 
→ Last-minute observations
Teachers don’t need a clipboard and a classroom monitor right now. They need grace and space.
 
→ Holiday “extras”  
No spirit weeks, forced festivities, or Pinterest-level projects. Let joy happen naturally.
 
→ Toxic optimism 
No more “just a few more days!” pep talks. Let people be honest about how they’re feeling without pressure to perform positivity.
 
→ Arbitrary deadlines  
If it can wait until next year, let it wait. Nobody needs extra paperwork added to their pre-break mental load.
 
ECE leaders, December isn’t the month to tighten the reins.  
It’s the month to soften them.
 

Soooooo- which one would 𝘺𝘰𝘶 get rid of first?

Ever since I turned 39 several years ago, I swear my vision has been downhill every year.
 
Last week’s eye doctor visit? 
No exception.
 
First, I stuck my face in the machine that blows air on your eyeballs (that burst of air gets me every time 👀)

Then I moved to the peripheral vision test—felt like I was playing Atari with my eyeballs and a joystick (can anybody else relate?)

Next, the 3D eye photo machine. The results of that machine are so bizarre but also weirdly cool.
 
All that data uploaded to my profile, and then my doctor had me read letters through the more old-school vision testing gadgets.

Distance vision? Fine, per usual.
Close-up stuff? Not so much.
 
I’ve noticed it for months—more headaches, dry eyes, blinking to focus, everything blurry without my reading glasses. 

And all the tests confirmed it: +2 reading glasses now required.
 
And here’s the thing—intuitively, I knew something needed to change, but I didn’t know exactly what until I had the data.
 
Same goes for teacher wellbeing.
 
You might sense something’s off in your school, or even know change is needed—but without the right data, it’s hard to make intentional decisions about next steps.
 
That’s exactly where the ECE Wellbeing Audit comes in. 

In just 90 days, we’ll uncover the cracks in your team’s wellbeing so you’re not squinting in the dark—and then we create a clear, actionable plan for lasting change.
 
During this experience, we'll:  
→ Identify exactly what’s draining your teachers so you can prioritize what matters most  
→ Gather honest, actionable feedback from your team without guesswork  
→ Build a repeatable wellbeing system that reduces burnout and boosts retention  
→ Create a plan that aligns leadership decisions with teacher needs and program goals  
→ Implement tools and strategies that foster connection, community, and psychological safety
 
By the end of the audit, you won’t just have a report—you’ll have a roadmap. 

You’ll know where your team is thriving, where they’re struggling, and exactly what to do to create a school environment where teachers show up fully energized and supported every day.
 
If you're a bold ECE leader and this sounds like something you envision for your ECE team, then let's chat.

DM me or comment "AUDIT" so we can start the convo.

⏰ Only 24 hours left ⏰

If you’ve been thinking about taking your ECE team’s wellbeing seriously, this is your moment. 

There are just 10 spots open for the 𝗘𝗖𝗘 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗔𝘂𝗱𝗶𝘁, and once they’re gone, that’s it for the year.

There’s no better time to invest in your team than 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄:
Before staff morale dips.
Before teacher absences start stacking up.
Before the same burnout patterns keep running your program into the ground.

Ask yourself:
→ Are we really “fine,” or just managing?
→ Will waiting until it’s urgent cost more in time, energy, and money?
→ Could a clear system for teacher wellbeing actually make my team stronger—and my job easier—long-term?

𝗧𝗵𝗲 𝗘𝗖𝗘 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗔𝘂𝗱𝗶𝘁 𝗶𝘀 designed to do exactly that: uncover the root causes of burnout, give you clarity on what your teachers need, and create a repeatable system that keeps your team thriving year after year.

If you’re an ECE program director that is done with the burnout cycle and ready for lasting change, comment or DM me AUDIT to get all the details before spots close.

You don’t need to run a “teacher wellness program” (unless you want this).
 
I hear this all the time from ECE leaders:  
“Should we start a teacher wellbeing initiative?”  
“How do I make it stick?”  
“Is that even in our budget?”
 
Everywhere you look, someone is telling you to host a wellness day, buy a fancy app, or plan a big team bonding event.
 
And sure, those things can help.  
But for most schools, they become performative Band-Aids because:

1️⃣ The systems underneath aren’t built to sustain teachers.
2️⃣ Leaders are operating from a mindset and nervous system stuck in survival mode.
 
After talking with dozens of ECE leaders, I’ve noticed a pattern:
The programs that struggle most are running on protective scripts that sound like defeat, but are really the brain’s way of keeping leaders safe.

In other words, they’re survival-mode reflexes shaped by decades of scarcity in ECE.
 
I hear phrases like:
"We have no money" 
A protective buffer against disappointment. If you expect scarcity, you never risk being let down.
 
"Teachers keep quitting on me"
A shield from guilt or feeling responsible. If it’s happening to you, you don’t have to confront deeper systemic issues.
 
"I don’t know how we’ll survive another year like this"
Your brain bracing for the worst so you won’t get blindsided. Imagining worst-case scenarios gives you a sense of control in a system that feels uncontrollable.
 
But here’s the truth no one wants to say out loud:
 If your language is rooted in survival, your leadership decisions will be too.
 
So how do we change this?  We start with reframes that open up possibility instead of shutting it down:
 
"We have no money" → 
"We’re exploring alternative income streams and partnerships to support this work."
 
"Teachers keep quitting on me" → 
"Some staff are moving into new chapters, which allows us to welcome people aligned with our school’s new chapter."
 
"I don’t know how we’ll survive another year" → 
"We’re identifying what’s no longer working so we can build systems that help our school truly thrive."
 
Because once the language shifts, your capacity to lead shifts. 
And once that happens, the systems start clicking too.
 
So if you're ready to move beyond survival in 2026 and start building a school culture that is centered in wellbeing, connection, and community, then we should chat.
 
DM me or comment “WELLBEING” so we can start the convo.

If you’ve been thinking about strengthening teacher retention, boosting morale, and finally getting ahead of burnout—this is your sign.

ECE leaders have already started securing their spots for 𝗧𝗵𝗲 𝗘𝗖𝗘 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗔𝘂𝗱𝗶𝘁.

But I keep hearing the 𝘴𝘢𝘮𝘦 thoughts from directors who are still sitting on the fence:

👉🏼 “𝘖𝘶𝘳 𝘵𝘦𝘢𝘮 𝘪𝘴 𝘧𝘪𝘯𝘦. 𝘞𝘦 𝘥𝘰𝘯’𝘵 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘧𝘶𝘴𝘴 𝘰𝘷𝘦𝘳 𝘸𝘦𝘭𝘭𝘣𝘦𝘪𝘯𝘨.”
Exactly why you should act now. Strong teams deserve proactive care—don’t wait until morale dips.

👉🏼 “𝘞𝘦 𝘤𝘢𝘯’𝘵 𝘢𝘧𝘧𝘰𝘳𝘥 𝘵𝘩𝘪𝘴.” 
Burnout is 𝘢𝘭𝘳𝘦𝘢𝘥𝘺 costing you: turnover, substitute fees, training + onboarding of new teachers, emotional fatigue. Investing now saves money (and sanity) later.

👉🏼 “𝘐𝘧 𝘐 𝘧𝘰𝘤𝘶𝘴 𝘰𝘯 𝘸𝘦𝘭𝘭𝘣𝘦𝘪𝘯𝘨, 𝘪𝘵 𝘮𝘦𝘢𝘯𝘴 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨’𝘴 𝘸𝘳𝘰𝘯𝘨.” 
Nope. It means you’re a leader with vision. Prevention > crisis cleanup.

👉🏼 “𝘊𝘶𝘭𝘵𝘶𝘳𝘦 𝘧𝘦𝘦𝘭𝘴 𝘨𝘰𝘰𝘥 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸—𝘸𝘦’𝘳𝘦 𝘰𝘬𝘢𝘺.” 
Culture isn’t self-maintaining. Even thriving teams need intentional support or the weeds creep in quietly.

👉🏼 “𝘞𝘦 𝘥𝘰𝘯’𝘵 𝘩𝘢𝘷𝘦 𝘵𝘪𝘮𝘦 𝘰𝘳 𝘤𝘢𝘱𝘢𝘤𝘪𝘵𝘺 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸.” 
That’s why I handle the heavy lifting. Once this wellbeing system is in place, it runs on repeat—freeing up your time, not taking more of it.

Here’s the truth: 
The ECE leaders moving forward aren’t waiting for burnout to hit their teams like a tidal wave. 
They’re choosing stability, clarity, and connection 𝘣𝘦𝘧𝘰𝘳𝘦 burnout becomes a crisis.

So if you’re an ECE program director who’s done with the burnout cycle and ready to build sustainable wellbeing systems where your teachers thrive year after year, comment or DM me AUDIT. 

I’ll send over all the details so you can see if 𝗧𝗵𝗲 𝗘𝗖𝗘 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗔𝘂𝗱𝗶𝘁 is the next best step for your program.

This might ruffle feathers… but ECE needs more “confidently assertive” leaders like these wacky Waymo cars...

Recently, Waymo rolled out an update describing their driverless cars as “confidently assertive.” 

And it's definitely stirred up some controversy. Some people are nervous about bolder lane changes and decisive merges (and I'll be the first to admit that I'm not a fan of these driverless cars).

But here’s the thing: none of it is accidental. Waymo made a 𝘥𝘦𝘭𝘪𝘣𝘦𝘳𝘢𝘵𝘦 decision to evolve because the old way wasn’t meeting the needs of growing, complex traffic systems.
 
And honestly?  ECE needs the exact same kind of intentional evolution.
 
For too long, our field has been stuck in this "cautiously polite" mode:
→ Accepting staffing shortages as the status quo
→ Normalizing burnout cycles
→ Treating teacher wellbeing like a side dish instead of the main course 

We tiptoe. 
We “hope things get better.” 
We avoid rocking the boat.
 
But the challenges facing early childhood education aren’t gentle.  
So why do we keep responding with gentle leadership?
 
I’m not saying we need to barrel into police investigations or make unsafe U-turns like some of the headlines coming from Waymo (let’s be real — that's giving aggressive NOT assertive).
 
But we 𝘥𝘰 need ECE leaders who are willing to make bold, calculated, values-driven moves — the kind that reshape systems, not just soothe symptoms.
 
The kind of moves that Allyx Schiavone is making at Friends Center for Children with the Teacher Housing Initiative.

The kind of policy wins we just saw in California, where members of Child Care Providers United secured historic contract protections, stabilization pay, and ongoing COLAs.

The kind of shifts that say:  
“Teacher health and wellbeing is not optional. It’s our strategic plan to secure the ECE industry.”
 
So now I’m curious…
Are you one of those confidently assertive ECE leaders?  

What’s one bold change you’ve made (or want to make) to strengthen teacher wellbeing, retention, or team connection?

P.S. This is a family photo from our cruise Thanksgiving week.  Can you guess the theme for this night?

𝗪𝗼𝗻𝗱𝗲𝗿𝗶𝗻𝗴 𝗶𝗳 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝙖𝙘𝙩𝙪𝙖𝙡𝙡𝙮 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗘𝗖𝗘 𝘁𝗲𝗮𝗺?

I broke down the possibilities for this in my webinar last week.

But even if you didn't catch my webinar, I’m guessing you’ve still got some big questions swirling around in your mind.
Wonderings like:
👉🏼 Why do our wellness efforts crash after a few months? 
👉🏼 What would it take for my teachers to genuinely feel supported—not just hanging on until the next break? 
👉🏼 What would happen if we stopped reacting to burnout and actually prevented it?

If these questions are alive for you right now, you’re exactly where you should be.

Because here’s the truth: 
You’ve probably tried a lot of things that 𝘴𝘩𝘰𝘶𝘭𝘥 help—gratitude bulletin boards in your school lobby, self-care baskets, mindfulness trainings, Teacher Appreciation Week gifts.

And for a moment? 
It feels uplifting.

Until everything slips right back into the same patterns.

Not because you’re doing anything wrong. 
But because most wellness efforts treat the 𝘀𝘆𝗺𝗽𝘁𝗼𝗺𝘀 of burnout, not the 𝘀𝘆𝘀𝘁𝗲𝗺 that created it.

So let me ask you:
✨ What’s one pattern on your team that keeps showing up, no matter what you try?
✨ How much is that cycle costing you—in time, money, and emotional energy? 
✨ And what would it mean for your teachers (and for 𝘺𝘰𝘶) if it finally changed for good?

Drop your thoughts in the comments or DM me.

I’m genuinely curious and would love to start the conversation.

𝗬𝗼𝘂 𝗸𝗻𝗼𝘄 𝘁𝗵𝗮𝘁 𝟲:𝟬𝟬𝗮𝗺 𝗽𝗵𝗼𝗻𝗲 𝗰𝗮𝗹𝗹 𝗜’𝗺 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝗮𝗯𝗼𝘂𝘁. 
The one that starts with a tired teacher saying, “I’m really sick… I think it’s the flu.”

You tell her to rest, to take care of herself (and you 𝘮𝘦𝘢𝘯 it).

But as you hang up, the familiar math starts running in the back of your mind: 
➡️ Who can cover her shift? 
➡️ How much will the sub cost?
➡️ What does this do to the day’s schedule?

You sigh, take a deep breath, and start rearranging your morning before it even begins.

Here’s the thing—of course teachers get sick. 
They 𝘴𝘩𝘰𝘶𝘭𝘥 take time off to rest. 

But when absences start stacking up week after week? 
That’s not just flu season. 
That’s a 𝘄𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝘀𝘆𝘀𝘁𝗲𝗺 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Because when teachers feel connected, supported, and emotionally grounded in their work, they 𝘴𝘩𝘰𝘸 𝘶𝘱. 

And when they don’t? 
Exhaustion spreads. 
Morale drops. 
Attendance dips. 
The burnout cycle tightens its grip.

That’s 𝘦𝘹𝘢𝘤𝘵𝘭𝘺 why I created the 𝗘𝗖𝗘 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗔𝘂𝗱𝗶𝘁 — to help you uncover what’s 𝘳𝘦𝘢𝘭𝘭𝘺 behind those call-outs so you can stop bleeding money on subs and start investing in what actually sustains your teachers.

If you’re a visionary ECE leader who is ready to tackle burnout at the root (not just manage the symptoms), I’m opening up just 10 spots for wellbeing strategy sessions this week. 

Together, we’ll explore your big vision for your program, where your teachers might be feeling stuck, and whether the 𝗘𝗖𝗘 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴 𝗔𝘂𝗱𝗶𝘁 is the right next step.

Get on my calendar here: https://lnkd.in/gkPUHrFU

Your teachers deserve support. 
Your program deserves stability. 
And your budget deserves a break.

P.S. I recently chatted with a center director who has already spent $6,000 on subs since September.  What about you?  Are subs your biggest budget buster too?

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