As we wrap up a busy and successful year in the childcare industry, it’s the perfect time to reflect on our achievements, assess challenges, and prepare for the year ahead. At IntelliKid Systems, we’re excited about the innovations we have in store for 2025 and the positive impact they’ll have on childcare centers and the dedicated professionals who lead them. We recently hosted a webinar, “A Look Ahead: IntelliKids.ai and What to Expect in 2025,”  where we shared key insights and gave our community a sneak peek into the future of childcare management. If you missed the live session, don’t worry—we’ve got you covered! Catch the full recording here  and discover how our upcoming tools and technologies will support your center’s success in the year ahead. Here’s a quick rundown of what we covered during the webinar: 2024 Highlights: A Year of Progress and Innovation This year has been full of growth and progress, and we took the time to reflect on the major releases of 2024 that have already had a positive impact on our IKS community. These innovations have helped childcare centers streamline operations, reduce administrative workload, and focus more on providing the highest quality care for children. From new features in our platform to enhancements that make daily tasks easier, 2024 has been a year of transformation. We’re proud of the work we’ve accomplished and even more excited about what’s to come. Exclusive Sneak Peeks: Meet IntelliKids.ai One of the most exciting advancements we’re unveiling is IntelliKids.ai , our AI-powered product designed to act as a virtual assistant for childcare centers. IntelliKids.ai doesn’t just automate basic processes—it works alongside you, helping manage essential tasks so your staff can focus on what matters most: providing high-quality care for children. This powerful tool will revolutionize how your team handles administrative duties, freeing up valuable time to devote to the success of your childcare center. From managing enrollment inquiries to automating follow-ups and organizing scheduling, IntelliKids.ai is designed to support every aspect of your center’s operations. What’s Next for 2025? As we look to the future, we’re focused on providing even more ways for childcare professionals to thrive in 2025. The innovations we’ve shared in this webinar are just the beginning, and we’re excited to continue supporting you with powerful tools, thoughtful strategies, and expert guidance. Let’s Shine and Thrive in 2025!  Watch the Webinar Recording If you missed the live session or want to revisit any part of it, the webinar recording is now available! Take the opportunity to watch it at your convenience and gain a deeper understanding of how IntelliKid Systems can make your work more efficient, impactful, and successful in 2025. Watch the webinar recording here . At IntelliKid Systems, we are committed to empowering childcare professionals, helping you achieve your goals with innovative technology and resources. If you have any questions or need further information about the new tools and features mentioned in the webinar, feel free to reach out. We’re here to support you every step of the way! Stay tuned for more exciting updates, and let’s make 2025 a year to remember!

In the dynamic world of childcare management, every decision holds the potential to shape the success of a center. That’s why the IntelliKid Systems Academy was thrilled to host Brian and Carol Duprey for our recent webinar, Avoiding Costly Mistakes . With decades of experience and a passion for empowering childcare leaders, Brian and Carol delivered invaluable insights to help center owners and directors navigate the complexities of running a successful business. Meet Brian and Carol Duprey: Champions of Childcare Leadership Brian and Carol Duprey are no strangers to the challenges and rewards of the childcare industry. With 27 years of experience running 10 highly successful childcare centers in central Maine, they have turned their hard-earned lessons into a mission: to help other childcare leaders thrive. As Certified John Maxwell Child Care Coaches and creators of Child Care Genius—the world’s #1 community for visionary childcare leaders—Brian and Carol have become trusted advisors in the field. Their approach combines practical strategies with a focus on mindset, profitability, and growth, making them a beacon of wisdom for childcare professionals everywhere. Key Takeaways from the Webinar The webinar was packed with actionable strategies and real-world examples to help attendees sidestep common pitfalls. Some highlights included: Navigating Financial Challenges:  Brian and Carol emphasized the importance of understanding financial metrics, controlling costs, and ensuring sustainable growth. Their insights on avoiding overspending and maximizing resources were eye-opening for both new and seasoned leaders Building a Resilient Team:  Effective leadership begins with creating a positive and empowered workplace culture. The Dupreys shared their proven methods for hiring, training, and retaining high-performing staff, while avoiding the costly mistakes that can lead to turnover. Streamlining Operations:  From licensing compliance to daily operations, they highlighted the importance of systems and processes that prevent chaos and save time. The Power of Community:  One of the standout themes was the value of learning from others. “Learning from your own mistakes is experience; learning from others’ mistakes is wisdom,” Brian and Carol reminded us. Their dedication to fostering a collaborative community through Child Care Genius is a testament to this philosophy. A Bright Future for Childcare Leadership Brian and Carol’s passion for helping others succeed is evident in everything they do. Their deep understanding of the industry, combined with their approachable and relatable teaching style, has transformed the way many leaders think about childcare management. As we look ahead, the insights they’ve shared serve as a roadmap for avoiding common pitfalls and building thriving childcare businesses. Their message is clear: with the right guidance and a commitment to continuous learning, every childcare leader can achieve their goals. Our Gratitude to Brian and Carol A heartfelt thank you to Brian and Carol Duprey for sharing their expertise and inspiring us all to lead with wisdom and confidence. Their impact on the childcare community is immeasurable, and we’re honored to have had them as part of IntelliKid Systems Academy webinar guests. If you missed the webinar or want to revisit their insights, watch it here . Schedule a demo with IntelliKid Systems here .

The holiday season is a time of joy, celebration, and reflection. For young children, it can also bring disruptions to routines, heightened emotions, and the challenge of managing excitement and change. As educators and caregivers, we have the opportunity to help children navigate this season while building resilience—an essential skill for their emotional well-being. Why Resilience Matters Resilience helps children cope with challenges, adapt to change, and develop confidence. These qualities are vital during the holidays, a time filled with both anticipation and unpredictability. By fostering resilience, we can help children embrace the season’s joys while managing its complexities. Holiday-Themed Strategies to Build Resilience Incorporate Holiday Routines: Keep routines as consistent as possible while weaving in festive traditions. For example, designate a daily storytime to read holiday-themed books that explore themes of kindness, perseverance, and family. Stories like How the Grinch Stole Christmas!  or The Mitten  offer great opportunities for discussions about emotions and problem-solving. Create a Calm Corner with Seasonal Touches: Set up a "calm corner" decorated with soft, holiday-themed items like plush snowflakes or wintry colors. Stock it with sensory tools, such as fidget toys or stress balls, to help children regulate emotions when they feel overwhelmed. Encourage Gratitude and Giving: Help children develop a positive outlook by focusing on gratitude and giving. Create a "kindness tree" where children can add leaves or ornaments noting acts of kindness they’ve performed or received. This activity reinforces connection and empathy. Involve Families in Resilience-Building Activities: Host a family night where caregivers and parents can join in creating "resilience jars." Each family decorates a jar and fills it with affirmations or strategies for handling stress, like deep breathing or counting to ten. Plan Festive Group Activities: Collaborative holiday projects, such as decorating cookies or creating a mural of winter scenes, help build teamwork and a sense of belonging. These activities foster peer connections, which are critical for resilience. Model Holiday Stress Management: The holidays can be stressful for everyone, including caregivers. By demonstrating calmness and flexibility during busy times, you show children how to handle unexpected situations. Share simple mantras like “We can figure this out together” to reinforce problem-solving skills. Looking Forward to a Resilient New Year As the holiday season transitions into the new year, consider ways to make resilience- building an ongoing part of your program. Introduce monthly themes, such as perseverance in January or kindness in February, to keep emotional well-being at the forefront. This holiday season, let’s give the gift of resilience. By helping children develop these critical skills, we’re empowering them to embrace life’s joys and challenges with confidence. Together, we can make this a season to remember—for all the right reasons.

The holiday season is a magical time filled with joy, but it can also be a time of learning and connection. In a world rich with diverse cultures and traditions, child care centers have the unique opportunity to celebrate inclusivity by honoring the varied ways families mark this special season. Here are some practical strategies to create a holiday environment that respects and celebrates the beautiful diversity within your community. 1. Learn About the Families You Serve The first step to honoring diverse traditions is understanding the cultural and religious backgrounds of the children and families in your center. Send out a simple questionnaire or have conversations with families to learn about their holiday practices. Showing interest sets the stage for an inclusive and respectful celebration. 2. Incorporate Multi-Cultural Decor Move beyond traditional holiday themes by incorporating symbols and decorations that reflect various cultural celebrations. From Diwali lamps to Hanukkah menorahs, Kwanzaa kinaras to Christmas trees, your center can become a visual celebration of diversity. 3. Host a "Traditions Around the World" Event Invite families to share their holiday customs, foods, or stories during a special event. This could include craft stations where children can create items like paper lanterns, dreidels, or unity cups, fostering hands-on appreciation for different traditions. 4. Read Inclusive Stories Books are a wonderful way to introduce children to different holiday traditions. Consider adding titles like Latkes, Latkes, Good to Eat  (Hanukkah), Li'l Rabbit's Kwanzaa , or The Legend of the Poinsettia  (Christmas) to your storytime rotation. These stories not only entertain but also educate. 5. Be Mindful of Language Use inclusive language when discussing holidays. Instead of saying “Merry Christmas” as a default, consider phrases like “Happy Holidays” or “Season’s Greetings.” This small shift acknowledges the variety of celebrations happening at this time of year. 6. Highlight Common Themes Focus on universal holiday themes like kindness, giving, and family. These values resonate across cultures and can create a shared sense of community, even as individual traditions are celebrated. 7. Engage Staff in Inclusion Planning Encourage your staff to brainstorm and contribute ideas for inclusive holiday activities. Their input, especially if they represent diverse backgrounds, can enrich the experience for everyone. 8. Keep Communication Open Ensure families know your center’s goal is to celebrate inclusivity, not to impose specific beliefs or practices. Be transparent about your plans, and invite feedback to ensure all voices are heard. 9. Respect Those Who Don’t Celebrate While celebrating holidays can be exciting, it’s important to respect families who don’t observe certain traditions for personal, cultural, or religious reasons. Offer opt-out options for activities and create alternative plans to ensure all children feel comfortable and included. 10. Model Curiosity and Respect Children learn from watching adults. Model genuine curiosity and respect when discussing different traditions. Emphasize the value of learning about and appreciating what makes each family unique. By thoughtfully incorporating diverse traditions into your holiday celebrations, your center can become a beacon of inclusivity. When children see their own cultures reflected and learn to appreciate others, they grow into empathetic and open-minded individuals—a gift that will last a lifetime.

The holidays are a time of wonder, connection, and celebration—a perfect opportunity to bring families, children, and staff together in the spirit of community. In child care settings, fostering these joyful connections can create lasting memories and strengthen the bonds within your center. Here are some simple and meaningful ways to celebrate the season with families and staff while building a sense of togetherness. 1. Highlight Diverse Traditions The holidays mean different things to different families. Create an inclusive environment by inviting families to share their traditions. Consider hosting a “Holiday Around the World” week, where children and staff can learn about and participate in diverse cultural celebrations. This not only fosters inclusivity but also enriches the learning experience for everyone. 2. Organize a Family Giving Project Nothing brings people together like giving back. Collaborate with families and staff on a community project, such as collecting toys, coats, or food for local charities. These acts of kindness can instill a sense of purpose and unity, reinforcing the true spirit of the season. 3. Host a Cozy Holiday Gathering Invite families to a low-stress holiday event, like a hot cocoa and storytime evening, or a cookie decorating party. Keep the focus on connection rather than perfection. Simple, heartfelt activities go a long way in making everyone feel included and valued. 4. Celebrate Staff Contributions Your team works hard all year—use this season to show your appreciation. Host a staff luncheon, give personalized thank-you notes, or surprise them with small tokens of gratitude. Even a few heartfelt words can make your team feel recognized and valued. 5. Create Keepsakes with the Children Holiday crafts, such as ornaments or handprint art, can double as treasured gifts for families. These simple activities not only engage the children but also provide parents with a tangible reminder of the joy their child experienced at your center. 6. Deck the Halls Together Transform your center into a winter wonderland! Get children, staff, and even families involved in decorating. From stringing lights to crafting paper snowflakes, the process can be just as enjoyable as the end result. 7. Prioritize Connection Over Perfection The holiday season can feel overwhelming, but it’s important to focus on connection rather than perfection. Keep celebrations simple, focus on shared experiences, and remember that the warmth and joy you create are what matter most. By embracing the holiday season as an opportunity to celebrate together, you’ll not only create joyful moments but also build stronger relationships within your child care community. Let the season’s magic remind us all of the power of connection, generosity, and shared purpose. Wishing you and your child care family a holiday season fill ed with joy and togetherness!

Chanie Wilschanski is an Early Childhood Leadership Coach and the CEO of Schools of Excellence. Chanie has worked with hundreds of ECE Directors and School Owners who are working to build a School of Excellence with higher staff retention, teacher motivation, parent partnership, and collaborative culture. Re-watch the recording HERE . If you have previously registered, it will launch right away; if not, just re-register and it will immediately play! On our webinar A Conversation with Chanie: Creating Culture and Community in your Center, Chanie shared her thoughts on: Gratitude Matrix Turnover is a problem in every industry. The average turnover rate in early childhood is about 30%, but most schools have an average turnover rate at 50%. The more you increase in gratitude, the less call outs you will see. The change that you want to see starts with the leader. There is a difference between gratitude and appreciation. Gratitude is specific. If you praise a teacher and can go to the next teacher and say the exact same thing, it is appreciation. Appreciation is also gift cards, candy, lipsticks etc. They have their value, but gratitude costs nothing and once mastered has a lasting effect that will change the culture in your school. Gratitude is giving specific details to the teacher about what you saw, heard and felt about what the teacher did. Gratitude lets the teacher know: “I see you, I hear you and I value you”. When teachers are truly valued and feel that they are an important part of the organization, they are less likely to call out sick. They feel a part of something, understand that they make a difference and bring value to the organization. Myth of the Open Door Policy Most early childhood centers pride themselves on having an open door policy that allows the school leader to be available to everybody at all times. Chanie believes a leader that is always available isn't listening. Leaders need to set boundaries on their time and provide specific one-on-one time for their teachers. If a teacher knows that there will be a specific time that she can express her ideas and concerns, she has less need to interrupt the leader. Leaders that have the focus to get tasks done are then able to give attention to their teachers at specific times. Giving from a place of generosity, not obligation. Conflict Resolution During difficult conversations, it is human nature to protect yourself. 4 shields we use to self-protect are: Blaming Crying Deflection Victimhood When there is blame, there is no learning. When we blame, we don’t take ownership for our mistakes. When counseling staff members that are blaming, think about the following: What information am I missing? What pressure is this person under personally or professionally? What possible policy or culture might be influencing their behavior?

Brandy Woods-Smith is a charismatic and passionate educator, entrepreneur, speaker, and consultant. She is known as a thought leader, change agent, community developer and, to many, she is hailed the “Millionaire Midwife”. Ms. Woods-Smith attended Jarvis Christian College in East Texas. She finished her Master in Education Administration in 2005. After serving the public school system for 13 years, Woods opened Imagine Me Academy in 2013 and now has multiple locations. In her quest to help other aspiring entrepreneurs achieve success, she founded Powerhouses United and Childcare Millionaires: business incubators designed to give education, resources and teaching financial literacy to entrepreneurs. Click here to rewatch the webinar. On our webinar “Transform your childcare business in 100 days with Brandy Woods”, Brandy shared her thoughts on: Self-Talk: Self-talk can be both positive and negative. It influences how we respond to situations. Negative self-talk, such as “You're going to look foolish,” “Who’s going to pay for this?”, “You don’t have what it takes,” can destroy you, if you let it. To combat negative self-talk, Brandy suggested facing it head on. Ask yourself: what's the worst that can happen in this scenario? “Could I lose my home?”, “What if I lose all my savings?” Look at the worst-case scenario to deflate your fear. Then, face that fear with facts and positive affirmations. A simple “I can do this” repeated again and again allows your subconscious mind to begin to see yourself doing it. Zone of Genius: What is it that you can do that other people find difficult? This is your zone of genius. Your zone of genius is the area where you are highly skilled and proficient. Do what you are good at and delegate or hire someone for all the other tasks. As owners, directors and leaders your time should be spent on the thing that you do the best. In order to move your vision forward, you must be able to work on sharing that vision with others in ways only you can do. Technology is the bridge to wealth: For child care entrepreneurs, embracing technology is a must. Tech tools help you leverage limitations on your time and energy. They are always working. Technology is the key to saving time and an inexpensive way to overcome obstacles and mistakes. Operational Plan: An operational plan is more than a business plan. It comprises all the elements of the business plan, but also includes how it will be done and who will execute it. The plan must include every facet of your business, from the simplest tasks to an exit strategy. Accountability Plan: Personal accountability is the key to creating the discipline needed to reach your goals. List everything that you need to do within a 10-day period and, at the end of that time period, calculate your completion score. If you have ten things to do in that time period and you completed seven, then your completion rate is 70%. In order to really be effective in business, you need to accomplish your tasks at an 85% rate. Don’t forget to delegate to elevate your score. By combining 10-day periods into 100 days, you can transform your business.

Karen Blatter, IKS Director of Support, and Karen Titolo, IKS Academy Director, discuss the tools needed to manage crucial conversations. How can you step up to life's most difficult and important conversations, say what's on your mind, and achieve positive resolutions. What is a crucial conversation? Karen Blatter defined a crucial conversation as any time there are strong emotions involved, positive or negative, and there is something at stake or something that could be lost. Watch recording webinar recording here . Crucial conversations can be stressful. Typically, there are two ways that we deal with stress. Silence (withdrawing) or violence (becoming verbally aggressive). It's important that you know how you typically respond in these kinds of conversations, so that you can start to see those triggers and avoid them. Before you start a critical conversation, Ask yourself 3 questions about what you want from this conversation. What do I really want for myself? What do I really want for others? What do I really want for the relationship? Once you’ve asked yourself what you want, add one more equally telling question. How would I behave if I really wanted those results? To begin, share your facts. Start your crucial conversation by building trust with observable facts. To succeed in crucial conversations, we must really care about the interests of others - not just our own. Review the observable facts (what you saw and heard). But be very careful that you are not confusing how you see things as facts, or your opinion as facts. Facts tell us what happened and can be proven true or false. Dates and times are facts that can be proven. Opinions are attitudes or judgments that can’t be proven right or wrong. I like vanilla ice cream. Next, tell your story in a respectful way. Our story comes from our personal experiences, perceptions and beliefs and it drives everything that we do. When we see and hear something that affects us, we tell ourselves a story explaining what happened, which then drives how we feel and behave. So, remember your heart and mutual respect. If you move away from those guiding principles, focus the conversation back to those principles. What do I want for myself? What do I want for others? What do I want for the relationship? And am I being respectful while telling my story? Contrasting statements. Practicing contrasting statements is one of the most important crucial conversation skills. When someone in a crucial conversation mistrusts your motives, you can use the technique of contrasting to help reassure them and get the dialogue back on track. You do it by first stating what you don’t want or intend, followed by what you do want. I don’t want you to be hurt or us to just argue. I want us to be able to find a conclusion to this. Talk Tentatively. When you ask others to share their story, how you phrase your invitation makes a big difference. Not only should you invite others to talk, but you have to do so in a way that makes it clear that no matter how controversial their ideas might be, you want to hear them. Talking tentatively helps build trust. It shows concern for another person and may help address your meaning. Move to action. The two riskiest times in a crucial conversation tend to be at the beginning and at the end. The beginning is risky because you have to find a way to create safety or else things go awry. The end is dicey because if you aren't careful about how you clarify the conclusion you can run into violated expectations later on. Decide how to decide. Who will make a decision and when? How will you follow up? Does anything need to be recorded? Focus on your desired result and decide on the next steps. Hold people accountable to their promises. STATE is an acronym and stands for: State your facts S hare your facts T ell your story A sk for the others’ stories Ask Mirror Paraphrase Prime T alk tentatively E ncourage testing Agree Build Compare Patterson, Granny, McMillian, Switzler. (2012). Crucial Conversations: Tools for talking when stakes are high (2nd ed.).

This webinar was a lively discussion between Karen Titolo, IKS Academy Director, and Rachel Supalla, owner and founder of Discovery Kid Zone. In 2009, with a background in preschool, Rachel Supalla founded Discovery Kid Zone, which quickly grew from a small center in Rachel's basement to multisite centers in multiple states. In 2020, Rachel and Discovery Kid Zone were named Innovative Business of The Year. Rachel holds a Master’s degree in Early Childhood Administration and is internationally trained on child care methods, such as Montessori, the Reggio Emilia approach, and social-emotional development. Rachel has a passion for mentoring, coaching and teaching. She loves to collaborate and work with fellow business owners, directors and leaders. Rachel also works as a child care success coach with the Child Care Success Company. The following are some highlights from the webinar: Rachel reminds us that creating a positive school culture, even in this great resignation employment environment, is still one of the most powerful tools for attracting and retaining ECE employees. As owners, directors and mentors, our job is to unleash the tools within our staff. This is when people are at their best and they want to come to work. Paying a competitive wage and finding ways to increase benefits is expected. When we rely only on financial incentives, our focus switches from a positive culture to a culture that has lost its passion, and this often leads to low morale. Our focus should be on providing a competitive living wage and creating a positive culture. Your culture is your brand! Rachel reminds us that the 6 most important incentives a company can offer are: Intentional company communication Company sponsored events and activities Recognition programs Incentive programs Skill development Wellness programs Rachel creates an “Intentional” culture by planning a yearly calendar of events that connects people. Connection reminds us WHY we are doing what we are doing. When culture is your driver, employees have a connection to the “why” behind something and a deeper connection to each other and the company emerges. Rachel suggests using the “one word that will change your life” approach for creating a unified vision within the staff and across multiple schools. Rachel has found that the simple power of one word is that it impacts all six dimensions of life: mental, physical, emotional, relational, spiritual, and financial. Rachel, also, bases her fun connection activities on the 5 love languages . She regularly plans activities that appeal to all love languages: Acts of service Receiving gifts Quality time Words of affirmation Physical touch Some things that Rachel has done include the following: To keep the word going throughout the year, Rachel plans a specialized focus of the word every quarter. For example, if the word is “Thrive”, then for the first quarter, the focus will be on: “You deserve to thrive”. All staff and parent activities will focus on mental health and how you deserve to thrive. The next quarter would be “thriving in the classroom”. Activities would focus on classroom environments, curriculum, and how we can help parents to understand the curriculum better. The next quarter would be “thriving outside”, and the focus would then be on outdoor classrooms, outdoor parent events, etc. The last quarter would focus on “thriving in our community” and events would be taken into the community. Rachel then plans the monthly or weekly staff appreciation activities, the monthly staff training activities and the monthly parent and community event activities using the word for the year. A monthly calendar showing all the parent/community activities is produced and distributed to the parents. The staff calendar includes the parent activities and the additional staff activities, such as, the scheduled one-on-one times for the director and each staff member. Every year Rachel does a leadership retreat. During the retreat, the strategic planning is done, as well as choosing the word of the year. Themed staff training is done yearly. These activities are included in the annual budget. Rachel reminds us that the activities don’t need to be expensive, but they must be planned and budgeted for. “When you work for a purpose bigger than yourself, it’s not just about money, it’s about where you’re going and who you are going with.” – Rachel Supalla For more information contact Rachel Supalla rachel@discoverykidzone.com

In this webinar, Christina Villa, Director of Sales for IntelliKid Systems, and Samantha Kloorfain, Success Engineer for IntelliKid Systems, demonstrated how IntelliKid Systems Employee Management System (EMS) brings communication and marketing automation to your recruitment efforts. They demonstrated how candidates move seamlessly through the hiring process from submitting applications through on-boarding and even post-employment communication. Christina explained how the five pillars of EMS help users stay relevant and current in today’s very competitive fast-paced world of hiring and employment. Capture the details of each incoming candidate through multiple sources. By adding EMS-provided landing pages to your website or on your careers page you can automatically capture all candidate information. Digitally advertise through Indeed, Facebook or Google Ads and EMS will capture the candidate’s information. The EMS platform automatically records incoming calls to the designated marketing line for training purposes as well as accurately capturing all candidate details. Communicate with your potential candidates through their preferred method of communication. Two-way texting captures candidate information and displays on the timeline so you can communicate in real-time conversations. EMS will sync candidates' profiles with completed applications and automatically send receipt confirmations or any other customizable return communications that you desire. Organization is the key to running any business, but is extremely important in the fast-paced child care industry. Using EMS search and quick search features allows you to find the candidate and information you are looking for quickly. Filters can be customized based on your center's needs and the state's requirements. For example, if you want to search for all candidates that are CPR certified you can easily find all candidates with just a couple of clicks. EMS candidates are organized by status, or, in other words, where the candidate is at in the application process. Is the applicant a potential candidate (PC) or have they submitted an application (AS) or is the first interview scheduled (1IS)? Based on status, marketing automation will send out your preferred communications. One great feature of EMS is the ability for the candidate to self-schedule their interviews based on your predetermined availability. Simply changing the applicant status triggers marketing automation that invites the candidate to self-schedule their interview and sends confirmations and reminders to the candidate. This time-saving feature is appreciated by the candidate and saves you time. Engage and manage your current employee information. By using customizable data fields you are able to keep track of all employees and potential employees certifications, and requirements for employment. You can easily find who needs updated CPR or whose teaching certificate may be expiring and send them an engaging text and email. Analyze statistics to determine the health of your business and the health of your employee hiring efforts. Analyze how many candidates applied in a certain time frame, how many were scheduled for an interview and how many were hired. This analysis can help you get the best ROI for your employee hiring efforts and determine where your ad dollars are best spent. By analyzing the Co-hort analysis report, you can see where candidates might get stuck in the hiring process and alter your procedures if necessary. Below are Christina's tips for users. Be sure to check the following things every day. It only takes a few minutes a day. New - Daily review new applicants and change their status as needed. Scheduled - Check who is scheduled for an interview. Actions to Take - Help you know what actions to take to help move the candidate along the hiring process. Hot - These are the people you really, really want to hire! Incomplete - These are profiles with incomplete information. Check and complete daily. Candidates will not get any marketing information if left in this status. Marketing automation is the brain of the EMS system and workflows are the timing of the system. Christina demonstrated how the workflows are set up in easy-to-understand language. For example, if the status is changed to Potential Candidate (PC), a previously created SMS and an email will be sent out immediately. A reminder to schedule the interview SMS and email will also be sent out 2 days after the status change. EMS provides out-of-the-box templates that were created based on our years of experience and best practices. Every business and state have different requirements, so the templates are easily customized for your specific business and needs. Christina reminds us to create and use templates that are your business voice, that attract the candidates with qualifications that you want to employ. Engage your candidates by creating colorful, bright, eye-catching, interactive, engaging emails that show candidates your individual culture, personality and school. For example, add a video of a virtual tour of the center and show candidates why they want to work for you. EMS Campaigns allow you the ability to reach a large number of people with exciting, interesting and engaging email information. Christina recommends sending out Monday Memos for the staff with photos and videos of adventures and activities that happened during the week. You are able to see the deliverability and who opened and read the email campaign. Hiring employees has become very competitive. Other types of businesses and industries are offering higher wages for what may be perceived as less work. What can you do to attract and retain employees? Christina's tips for setting your brand apart: Figure out what makes you a better place to work. It could be the flexibility in schedule. Nights and weekends off. Develop your culture. Provide lunch for everyone at least monthly. Show respect. Give payday candy bars on pay day. Give lifesavers with a card saying “you're a lifesaver”. Give lip balm with a card saying “you're the balm”. Value your employees' ideas. Listen to your employees and, if appropriate, make changes based on the suggestions. Get to know your staff, build a connection and nurture those relationships. Take baby steps. Relationships take time to develop. Not everything has to be done today. Once someone finds a great place to work, it's harder for them to leave. Christina's final tip is to create a careers facebook page. Ask your current staff to post examples of their daily routine and why they like working at your school. Testimonials are the best form of referrals. Cost of EMS: Current LMS customers: $55.00 per location per month. Just want EMS? Cost is $110.00 per location per month. Schedule a demo here . Recording of webinar here .

In this webinar, Beth Cannon, a sought-after speaker, coach, consultant, and creator of a variety of strategy development and training programs discussed how to recruit and retain child care employees. Key takeaways from the webinar: Why Your Core Values and Culture Matter. Understanding Your Talent Attraction Strategy. Creating an Applicant Tracking System. Orientation Vs Onboarding. Benefits of Online/Digital Training Options. Top 3 reasons educators want to leave: Excessive workload and insufficient time to provide quality care. Low pay. Feeling undervalued. Your goal as an early childhood leader is to hire teachers who are a good cultural fit for your school. It is important to be clear on what attitudes, thoughts and behaviors are expected. Develop your own ideally-defined employee before you start the hiring process. Components of Retention: Attract - Identify your talent by defining what character, competence, chemistry and culture you are looking for. These employee traits need to fit within your school culture and your staff brand. Your talent attraction strategy should display exactly who you are as an employer to the talent that you want to attract. Engage - The Discovery process is the process of interviewing and getting to know your candidate. Best discovery questions: Tell me about a time… Reflect on what you could have done better… Scenario… Values-based Inquiries… Skill Assessment… Train and Retain - Onboarding can significantly improve employee engagement and reduce turnover within your organization. Onboarding is a series of events, including orientation, that helps newly-hired employees understand how to be successful in their day-to-day job and how their work contributes to the overall business and culture of the school. IntelliKid Systems Employee Management System (EMS) brings communication and marketing automation to your recruitment efforts. Candidates move seamlessly through the hiring process from submitting applications through onboarding and even post-employment communication. One of the best features of EMS is the ability for the candidate to self-schedule their interview with your availability by only having to change the candidate's status! As Beth says, "figure out what you can automate'', so let us help you automate the hiring process. Didn’t make the webinar or want to see it again? Here are some resources for you: Re-watch the recording HERE . If you have previously registered, it will launch right away - if not, just re-register and it will immediately play! The Ultimate Guide for Turning Manuals to Modules - https://m2mchecklist.bethcannonspeaks.com/ Enroll in Stuck to Strategy Academy - https://bethcannonspeaks.com/stucktostrategy Get a hold of Beth on Facebook, Instagram, or LinkedIn - @BethCannon​Speaks

In the world of early childcare, staffing challenges can feel like an uphill battle. With so much movement in this field, finding, training, and keeping great team members can be tough—but it’s also one of the most crucial components of a successful center. That’s why the IntelliKid Systems Academy recently hosted a webinar with childcare expert Aleta Mechtel, who shared game-changing strategies that every childcare leader should know! Aleta, with nearly 30 years of experience in roles ranging from teacher to business coach, understands the unique challenges of staffing in childcare and has a proven track record of scaling successful centers. Her insights gave us practical, actionable strategies to create a staffing structure that supports consistency, builds a strong team culture, and minimizes disruptions. Here are some of the key takeaways from Aleta’s session: 1. Build a Reliable Substitute Pool Aleta’s first recommendation was to create a dependable network of substitute teachers. Having a substitute pool is a game-changer when it comes to handling unexpected absences and keeping classrooms running smoothly. She highlighted some creative ways to attract and maintain a roster of on-call staff, from leveraging social media to connecting with local colleges. The goal is to create a list of reliable substitutes so that last-minute challenges don’t disrupt the learning environment. 2. Master Onboarding and Training A successful team starts with a strong onboarding process. Aleta explained that thorough onboarding and initial training can make all the difference in setting new team members up for success and longevity. Aleta shared tips for implementing an engaging onboarding process that includes a warm welcome, clear expectations, and practical training that aligns new hires with your center’s mission. Investing time upfront in a smooth and supportive onboarding process can lead to stronger retention and a more cohesive team. 3. Create a Culture That Retains Great Staff In childcare, retention is about more than just keeping positions filled; it’s about creating a motivated, engaged team that wants to stay for the long run. Aleta emphasized that nurturing a positive culture is essential. Her suggestions included holding regular team check-ins, celebrating small wins, and encouraging open communication. By fostering an environment where staff feel valued, appreciated, and connected to a shared purpose, you’re not just building a team—you’re creating a community. Putting It All Together Staffing will always be a challenge in early childcare, but with the right strategies, it’s possible to build a team that’s both strong and flexible. Aleta’s approach to staffing offers childcare centers a way forward, even in the most challenging times. If you missed this session, watch it here . If you would like to get ahold of Aleta, her email is: Aleta@theteachersfortomorrow.com   Thank you, Aleta, for inspiring us to tackle staffing challenges with confidence and creativity! Schedule a demo with IntelliKid Systems here .