The Simple Leadership Habit That Changed My Team—and Can Change Yours Too

The Simple Leadership Habit That Changed My Team—and Can Change Yours Too

By Monique Reynolds

When I ask childcare professionals what they wish they had more of from their leaders, the answer isn’t higher pay, fancier titles, or better parking spots. It’s something far simpler: “I wish someone would notice what I do.”

In my years working in childcare, I’ve learned that feedback… real, specific, thoughtful feedback, is one of the greatest gifts a leader can give. Too often, teachers only hear from their leaders when something is wrong. And even when they do hear something positive, it’s vague: “Good job today.” While nice, it doesn’t tell you what you did well—or how to keep doing it. Specificity matters. Instead of general praise, I recommend that leaders focus on concrete examples of effort and impact. “Thanks, Ms. Smith, for always arriving on time and ready to make a difference for the children we serve. Your reliability helps everything run smoothly.” It’s a small comment that communicates a powerful message: “I see you—and what you do matters.”

That’s why I made feedback part of my everyday leadership with my team. One of the tools I use is a quick weekly “impact report”. It’s nothing complicated, just a short check-in where they share what went well, where they struggled, how they interacted with others, what support/training is needed, and their overall rating for the week. It keeps the conversation open, timely, and meaningful rather than waiting for an annual review.  And here’s the part I think is just as important….I ask my team for feedback on me, too. Not just “You’re a great boss,” but why they feel that way. “You’re a great boss because you always take time to answer my questions without judgment. I feel safe talking to you.” This keeps me growing, too. As a leader, I strive to find ways to say “yes” to my team without compromising organizational policies. And it’s equally important that when feedback is given, actionable steps are taken, so your team knows you listened and that their input truly matters.

Making feedback a regular part of our rhythm has completely changed the way we work together. My team feels more confident, supported, and willing to be honest and share new ideas. Problems don’t fester because we address them right away, modeling the kind of culture we want to foster. And perhaps best of all, everyone feels like their contributions matter….because they do.

If you want to have a team that feels recognized, supported, and motivated, start providing and receiving regular feedback. Make one thoughtful comment. Have one specific conversation. Keep it going. It doesn’t have to be perfect; it just has to be consistent. These small habits create a culture where people feel valued and will show up! It’s a leadership habit worth cultivating, one meaningful moment at a time. Your team will notice, and so will YOU.

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