Getting back to the ‘series’ of What To Do If blogs. Let’s talk about dealing with the other adults in the early ed environment. This one is about the Boss.

What do I do if my Boss is Wrong? – This happens more than you would think, unfortunately, and it is ALWAYS uncomfortable.

Firstly – Remember that this person –  Lead Teacher, Education Director, Unit Supervisor, or Program Director – IS the boss and as such, deserves the respect the POSITION should be given. We need to presume that the person in the position of authority has earned that respect unless there is evidence that her words or actions prove her unworthy. As professionals, we need to respect her automatically as a fellow professional, and as a simple matter of her holding authority over our employment, we need to be careful in our words and actions toward her.

Secondly – Just as we do with child behaviors, prioritize or do a triage system that tells you if this is an action that is merely annoying, a personal variation on what is normally done, or truly harmful. If it’s annoying or ‘different’ from your way of doing things, ignore it. If it is harmful in any way, take action.

Thirdly – Try VERY hard NEVER to gossip about her actions, words, mistakes, ineptitude, lack of knowledge or professionalism with your coworkers unless there is reason to collaborate about a serious infraction that endangers the children in your care.

We use a system of assessing child progress we call OCDRP – Observe, Collaborate (in complete confidence and professionalism), Document, Refer, and Plan. OCDRP may work well with this issue too. If you observe the actions/words of your supervisor and find there is something that goes against what you know to be good, proper, appropriate, and ‘right’ for the children and parents in your program, and you honestly feel action needs to be taken, you might ask a coworker (collaborating in complete confidence) to observe and see if their feelings are similar to your own. If you see anything that causes harm to child, parent, or program, then document your observations.

Next – Be brave and take your concerns (including your observations and documentation and any brave collaborating coworkers) directly to the boss in a private closed-door conversation. Just as you would do in a parent-teacher conference, begin with the positive strengths you see in the way she manages the program. (‘I do so love working here. The parents and other teachers are wonderful’). Then be as honest as possible in telling her your concerns. (BUT, I have a real concern in the way you. . . and I need to talk to you about it).

There are a few things that can happen with this conversation. The boss may agree that she is in error, apologize and make changes; she may suggest a compromise in her actions that will satisfy both of you; (here you make a plan for improvement) or she may say you are wrong and since she is the boss, things will be done her way. If you are not happy with this last option, you refer to the boss’s boss for assistance.

– If the boss or ANYONE in your center is doing something that harms children, you must immediately speak up to your supervisor and if action is not taken, you must go to the proper authorities according to you licensing procedures.

Some examples I’ve encountered: Director passing by litter on the grounds saying, “Not my job to pick up trash”; Lead Teacher taking coffee breaks while Assistant Teacher handles all children alone on playground; Head Master remaining in office all day leaving Office Assistant to handle all parent concerns; Program Director ignoring ‘favorite’ teacher’s inappropriate methods of handling discipline; and Education Coordinator refusing to train or reprimand teacher for not understanding the need for/not using DAP.