McCormick Institute for Early Childhood

BY Linda Butkovich | February 25, 2020

Early childhood programs are active places with teaching, administrative, and support staff working with children and families. Everyone is so busy focusing on day-to-day responsibilities that it is easy to lose sight of the larger organization. Jon Gordon says “You’ll never have a committed team without connection . . . The more connected you become, the more committed you’ll be.” One important way to connect with staff is to schedule centerwide meetings for all employees to come together. Sounds simple, right? Unfortunately, this is often easier said than done. Time pressures and conflicting schedules are just some of the barriers that may get in the way of this goal. It can definitely be a challenge to find time for all staff members to come together; however, the effort will pay off in better communication, collegiality, and connection to the organization.


Centerwide staff meetings are addressed in Item 9 of the Program Administration Scale (PAS). This item focuses on Internal Communication. At the minimal level, “there are at least two regularly scheduled, centerwide staff meetings per year” (Talan & Bloom, 2011). It is important that all staff members have the opportunity to discuss and learn about the center together, as a team. Centerwide staff meetings offer staff the opportunity to interact with staff members they may not typically interact with, get to know one another, share ideas, hear the same information, make decisions, problem solve, revisit how the work they do intersects, share leadership tasks, and build relationships.


Once you have decided to commit time, energy, and resources to bringing all of your staff together for a meeting, the next step is to plan the agenda. Staff are the pulse of the center, therefore involving them in planning centerwide meetings makes sense. It is a good idea to send out a draft of the agenda early and ask staff if they have any items to add. You may also consider asking members of the staff to join you in planning the meeting. When staff are involved in planning the content of meetings, they are more likely to be engaged, participate in discussions, and be invested in decisions.


Centerwide staff meetings provide great opportunities for staff to get to know colleagues they do not typically interact with and to get to know staff they do interact with on a daily basis in a different way. Warm-up activities can be a fun way to begin a meeting. Here are some questions that can help team members learn more about each other:

  • What rhyme or poem can you still recite from childhood?
  • What is your favorite children’s book?
  • What was the first music concert you attended?
  • Name something on your bucket list.
  • If you could have dinner with anyone in the world, who would it be?
  • What do you appreciate most?


Meetings may also be a wonderful way to encourage leadership skills among staff members. One way to do this is to ask for their participation in facilitating agenda items. For example, staff who have attended a conference could share what they learned, teachers could come prepared to share something fun or exciting that has been going on in their classrooms, administrative staff may share a technology tip, or the bus driver may share ideas about how to prepare for winter driving. Another way to encourage leadership is to provide staff with the opportunity to participate in centerwide decision making, such as planning a special event for families, selecting artwork or displays for the center entryway, reviewing public relations materials, or brainstorming field trip options. For some staff facilitating meetings, or a portion of meetings, might be a goal in their individual professional development plan. If you decide to use meetings as a way to build leadership among staff, be prepared to provide feedback. Reflecting on My Facilitation from the Making the Most of Meetings book may be used as a self-assessment for staff who facilitate meetings and a discussion starter when providing reflective supervision.


Finally, be sure to use centerwide staff meetings as a time to recognize important milestones and celebrate accomplishments. Have any staff members recently earned a degree or credential? Any births or marriages to celebrate? Has your center achieved accreditation or received an award? Any special work anniversaries to celebrate?


I hope the next time you are faced with whether or not to hold a centerwide staff meeting you will look forward with excitement to this opportunity to connect with your staff and build leadership among them!


Are you interested in learning more about meetings? Attend the 28th Taking Charge of Change Leadership Academy at the McCormick Center or inquire about having the McCormick Center come to you for training on the PAS or the Making the Most of Meetings books by emailing McCormickCenter@nl.edu.


References

Bloom, P.J. (2011). Making the Most of Meetings: A Practical Guide (2nd ed.). Lake Forest, IL: New Horizons.

Talan, T.T. & Bloom, P.J. (2011). Program Administration Scale (2nd ed.). New York: NY: Teachers College Press.


Linda Butkovich, M.S.Ed., is Report and Certification Manager for the McCormick Center for Early Childhood Leadership. In this role, Linda oversees the Program Administration Scale (PAS) and Business Administration Scale for Family Child Care (BAS) certification system. Linda is also a national reliability anchor for the PAS and BAS. She holds a master’s degree in early childhood special education. Prior to joining the McCormick Center, Linda worked as a developmental therapist with children birth to three years of age and their families. She has also been director of an NAEYC-accredited program, teacher, and family child care provider. Linda also provides training, consultation, and mentoring for early childhood program administrators.

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The Ants Go Marching

By Cara Murdoch • February 16, 2026
In early childhood education and care (ECEC), we know that some of the simplest ideas can carry the biggest lessons—and many of us have been singing “The Ants Go Marching” for years without realizing it might also be a leadership guide. Ants may be tiny, but their colonies run on teamwork, communication, flexibility, and a clear sense of purpose—all things ECEC programs rely on every day. By taking a closer look at how ants work together to support their colony, early childhood leaders can discover practical and familiar ways to strengthen teamwork, value every role, and lead programs where everyone is marching in the same direction for children and families. Ants are busy creatures; they work with a purpose and know their jobs in the colony. Ants exhibit teamwork and collective effort. Ant colonies demonstrate intelligence, division of labor, communication systems, and cooperative behaviors. They can recognize and respond to the colony's needs. They overcome their challenges through trial and error, learning from their experiences, and sometimes even develop innovative strategies. In the ant colony, individual ants work together as a unit, each with a unique role that determines the colony's survival and success. The ant colony functions just like a superorganism, where the actions of each individual ant are a part of the highly efficient system that supports the whole colony. This concept of collective action is closely related to human teamwork! Ants have a lot to teach us, as we work in ECEC. teamwork Just as ants collaborate, relying on their communication and coordination to complete tasks, humans thrive when working together, as each individual brings their own unique skills and perspectives to their “colony.” Ants depend on each other. Each ant has a specialized job, and the colony relies on the cooperation and coordination of all its members to thrive and survive. Each ant’s contribution, no matter how small it may seem, is vital to the success of the colony as a whole, and the strength of the group is built on the cooperation of each individual. Similarly, in ECEC programs, teamwork — working together and helping one another —leads to better results than trying to do everything alone! When we collaborate, we pool our strengths, share our knowledge, and support each other, which can lead to more creative and efficient solutions. Each person in the program brings unique skills and perspectives, filling gaps and helping compensate for one another’s weaknesses. This shared effort allows your program to tackle tasks and achieve goals that would be difficult, if not impossible, for one individual to accomplish on their own... just like in an ant colony! Adapting to face challenges Ants are highly adaptable creatures. Have you ever watched a disrupted colony hurry to move the uncovered eggs to a protected space? They respond quickly to changes or disruptions in their environment. Their ability to quickly assess new situations and adjust their behavior will help the colony continue to function efficiently, even when the unexpected happens. Their adaptability is the key to their survival, allowing them to overcome obstacles and thrive. Early childhood programs also need to adapt to challenges. When unexpected changes occur, each person needs to be flexible and find new ways to contribute to the program's success. Just as ants adjust, programs must reassess their strengths, collaborate, and develop alternative solutions. Adaptability is essential for proper teamwork! honoring individual roles In an ant colony, different ants take on very specific roles. There are worker ants, soldier ants, and the queen ant. Each ant’s role is crucial to the success and survival of the colony, and all roles are interdependent; they work together to achieve common goals. This division of labor that exists in an ant colony can be compared to the different roles and unique talents found in an ECEC program. Just as ants rely on each other to perform specific tasks, each ECEC team member brings their own expertise and skills to the program. In a project or workplace setting, one person may excel at brainstorming creative ideas, another might be skilled at organizing tasks and managing timelines, and someone else may be particularly adept at technical skills or problem-solving. This diversity of roles within a team ensures that every aspect of a project or goal receives focused attention. In center-based programs, there are the director, teachers, kitchen staff, and other roles as needed. The diversity of roles in a program helps to ensure that the program is successful and thrives. clear purpose and goals In an ant colony, survival is the common goal. The colony’s success depends on each member performing its specific role. Their unwavering focus on the survival of the colony is connected to their success. It demonstrates the power of their collective action, driven by a clear and unified goal. ECEC programs thrive when they are aligned around a shared and clear purpose and goals. When program members understand and commit to their common goals, the well-being and growth of children and families, their efforts will become more effective and coordinated. Just as ants bring different strengths to the program, each person brings different strengths to the program. It is alignment around shared goals that enables the program to overcome challenges and succeed. When everyone in the program is clear on the goals and helps work together toward them, the whole program becomes more focused, resilient, and motivated - just as an ant colony becomes stronger when every member is working toward survival! Ants work together harmoniously to achieve their common goals; they set aside individual competition in favor of colony cooperation. Each ant focuses on its specialized task. This spirit of ant cooperation is key to the colony's survival and success, as it enables the colony to accomplish more complex tasks than any single ant could manage alone. ECEC programs can benefit from adopting a similar approach that emphasizes collaboration and shared goals over individual achievement. In an ECEC program, when members support each other and work together, they can leverage each person’s strengths to accomplish more than they could individually. Instead of competing for recognition or resources, each member can focus on the program’s success, fostering a more positive and productive environment. learning from ants Ants have so much to teach ECEC programs when it comes to cooperating and working together as an effective team. Whether it's knowing your own role and abilities, supporting each of your fellow team members, communicating clearly and effectively, being flexible, or avoiding competition, the ant colony is an excellent example of these qualities! Let your ants go marching!!! Ant Life, author unknown I am just an ant, A small life is what I live, But I have dreams for bigger things And so much more to give If only I could grow A foot or two would do I could live a life That others look up to.
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