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Leadership Skills For Child Care Professionals

Open Door Policies
Julie Bartkus

A leader told a new staff member:  “I have an open door policy.  Please feel free to come to my office any time you need to discuss an issue or if you have an idea you would like to propose.”  The new staff member says to herself: “This is great!  I have a leader who’s approachable, personable, and cares about her team.  I’m going to like working here.” 

It’s true an open door policy helps leaders become visible – which helps them project a leadership style that’s approachable and personable. 

However, there are a few guidelines that one should put in to place when implementing an open door policy - guidelines that will help make open door policies as effective as possible.   

In many organizations I’ve worked with, I’ve found that open door policies are being used inappropriately.  Staff members utilize the time to vent, complain, or to chat about their personal lives.  Some staff members seek to get therapy about personal problems.  While other staff members use the time to gossip about co-workers.  And then staff get frustrated with their co-workers when they “run and tell” their leader about a situation before an effort is made to resolve the problem directly with the other parties involved.  This often causes the organization’s morale to be much lower than it can be.  And leaders who experience these situations feel an insurmountable amount of stress and frustration. 

To help you make your open door policy as effective as possible - here are a few guidelines for you to consider communicating with your team.  

1. During “open door” times please talk to me about the health, safety, and/or education of the children, a difficult situation with a parent, a difficult situation with a co-worker.  This can include ideas and issues. 

2. Before you come see me with an issue, write it down on a piece of paper.  (This will help team members identify if there really is an issue that needs to be resolved or discussed.)

3. When you come to me with a problem, I will ask you about the solutions you’ve contemplated.  So please have some recommendations ready.  If you’re totally in the dark about what to do – I will help you brainstorm for solutions. 
   (This will help empower team members to think – so eventually they can resolve more issues without your help.  Yes – this eventually frees up more of your time!)

4. Do not come to me with a problem someone else is having – unless someone’s health and safety is in jeopardy or if it’s another crisis situation.

5. Since time in our profession is very valuable and it’s hard to get enough coverage in classrooms so that everyone can see me individually, please save issues that can be addressed during a staff meeting for our next staff meeting.  If you don’t feel comfortable bringing up the issue or topic, please write me a note with the issue or topic and I’ll add it to the agenda. 

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