Am I ready to be a director?

When I was thinking about how to categorize the situations into the three different areas of the triangle, I just couldn't figure it out. I wanted to be able to categorize them, but they all seemed to fit together in the same areas and the same suggestions came up, even after I reread all the characteristics for each side of the triangle. Am I the only one that is having this problem? I feel like the role of managing and overseeing would be the easiest side of the triangle for me, because it is more about dealing with the business side of the preschool, where I plan training courses, meetings, and evaluate the staff. That part is easier because it is somewhat more set in stone than the other two sides. In the book it states "your managing and overseeing role has limitations when it comes to applying what is known about adult learning theory and effective staff development work." That is very true because if a preschool was more about paperwork, then it would be a business rather than a preschool. I would not know how the staff run the classroom and not know much about the children and the way that the staff teach, which would cause me to be stereotypical and go based on research and what is expected in the children through studies. Without the other two sides of the triangle, I would not be able to make the program a program about the children and the staff. However, the managing and overseeing side is important because it is the foundation to what the staff do with the children because I plan training classes for the staff, what they learn in the training will be applied to the children, so it is important to know the children well and get insights from staff member, which means I need to form bonds and be in the classroom.

"If supervisors can just get their staff to remember all the regulations and guidelines, or if they purchase a research-based curriculum, they will have a quality program." Directors who believe that if they train their staff enough or if they buy expensive and well noted handbooks, it just takes a lot of time and is very useless for the program and the staff. Learning how the staff teaches and how they work in the classroom is important because it can help you build a program that is fun for the staff and the children. It makes the staff feel important, because they are, they are there to teach the children to their best potentials. With being able to show the staff that their teaching style is important to you, then it makes them feel like they are doing well and you are willing to work with them. "Adult learning theory suggests that as a director you must be mindful of the family and cultural backgrounds and the life experiences that the staff bring to your program." With the different cultures and the different backgrounds that the staff have, there can be many different ideas and thoughts that come with it, which is great because not everything will be one-sided. Staff are more willing to work together when everyone is eager and come with different ideas, which they can bounce off each other. I feel that this would tie together with the building and supporting community, because with everything together, support for the teachers will make them feel comfortable and willing to explore outside of their comfort zone.

I think that the most important thing is to build a strong bond with the staff to make them feel comfortable, and to base the program off the values and the teaching styles of the staff, also to avoid bias because we want to make all families and staff from different backgrounds to feel comfortable. It is just important to me to make sure that my staff feel welcomed and work well together because if staff members do not work together than it just becomes a and environment for everyone.