How does the leadership gap impact you?

by McCormick Center Staff

August 3, 2017

Teri Talan, our Senior Policy Advisor, spoke recently at New America in Washington D.C. at an event called The Power of Leaders in Early Learning. As part of the panel, she shared her insight into how states and organizations can better prepare leaders through policy for the early childhood workforce.

Watch below to hear from Teri about her experience and how she believes the early childhood landscape can be improved using efforts such as the L.E.A.D. Clearinghouse to change policies and grow leaders in the field.

5 Responses to “How does the leadership gap impact you?”

  1. Karla Berra says:

    Thank you for be a key player in the collaboration efforts and focusing attention on ECE leaders to close the training gap.
    I also like the “living document” concept – so helpful for our business and keeping up with current trends.

    I look forward to more collaboration with the ECE field on the policies and qualifications for ECE leaders. It’s something we have to get right.
    thanks again.

  2. Teri Talan says:

    Karla, we know a lot about what teachers need to know and be able to do to support young children’s development and learning. We have yet to be so definitive about what program leaders need to know and be able to do to support teachers and families so young children thrive. It is exciting to be working towards a unifying foundation for program administrators and directors as well.

  3. Laurie says:

    I have three teaching credentials and a Program Director Permit for ECE, yet still do not have a Master’s Degree which is needed to be a Director in school districts. The alignment of requirement do not match across states and among organizations. We must create a state/national standard that aligned with K-6 teaching.

    For me, with over 120 post bac units but no Master’s, I am shut out of many significant leadership opportunities that I am qualified for via professional experience but not by degree. I/WE cannot afford to pursue a Master’s on ECE wages. There must be grants and funding for those who seek leadership tracks to earn Master’s degrees in ECE/CHDV.

  4. Daniel Dinnell says:

    It would be closer to true ECE collaboration with families and professional leaders to have parents involved as co-presenters/instructors of professionals during their early years in the educational system, showing how working together as collaborators can benefit the outcomes of families and their children.

    Just my perspective, as a parent.

  5. I love the work the McCormick Center is doing! I so hope I get to work with you guys on something sometime. I’ve been in the Early Childhood field since 1990 and I have my doctorate in Leadership. I’ve been saying for YEARS that we needed to take a serious look at this issue. Anecdotal evidence suggests that many coordinators and directors entered the field of leadership because they are good providers which led to them being promoted to a direct leadership position with little or no training and no aptitude assessment or inventory of leadership skills.

    In regards to the home visiting field in Arkansas we are being intentional about leadership development.
    • We developed an invitation only Leadership Academy for New and Emerging Home Visiting Leaders.
    • We provide annual focused leadership development to current coordinators and directors through an annual leadership retreat and through our annual home visiting conference.
    • We continue the professional development of leaders through voluntary quarterly leadership book club meetings. Book club conversations are structured around content discussions of the book with a focus on application in home visiting programs of the lessons learned.

    We believe a well-trained and competent workforce is critical to the success of any profession, including home visiting. Across disciplines, professional development plays a key role in increasing professionalism, improving services, and reducing staff attrition. As the field of home visiting advances, it will be increasingly important for us to be more intentional about the training and professional development we provide to staff at various stages of their career. Such a multi-level and coordinated approach to professional development would allow home visitors to more clearly see the potential for career advancement within the home visiting field rather than having the leave the field for career advancement. Increased funding and interest in home visit since 2011 has led many states to conduct needs assessment and consider core competencies for home visitors, supervisors, and other home visiting leaders within their state. This type of information is critical to developing an effective professional development program.

    LOVE your conversations! Don’t leave home visiting providers out of the conversation. We need leaders too. :^)