Conscious Communication In Early Education

Did you know that every conversation we have evokes either trust or mistrust?

In early childhood settings, where relationships form the foundation of teamwork and collaboration, understanding how our brain responds to communication can be a game-changer for leadership, team dynamics, and the quality of education and care provided to children.

The Science of Trust and Mistrust

The brain processes trust and mistrust in two separate areas. When we feel mistrust, our amygdala, the more primitive part of the brain, activates a threat response. This leads to the release of cortisol, our stress hormone, which puts us into fight, flight, freeze, or appease mode. In this state, access to the higher-level thinking areas of the brain becomes restricted. We struggle to think clearly, problem-solve, or communicate effectively.

On the other hand, trust activates the prefrontal cortex, where higher-order thinking happens. This part of the brain is responsible for integrity, empathy, strategic thinking, and problem-solving. When trust is present, oxytocin, the "connection hormone", is released, enabling collaboration, creativity, and effective leadership.

The Impact of Distrust in Early Childhood Services

If an early childhood service operates in a culture of mistrust, team members may:

Feel disconnected from leadership and decision-making
Struggle with change and resist new ideas
Find it difficult to engage in constructive conversations
Experience low morale and heightened stress levels

For leaders, this means staff are operating out of their emotional brain, limiting their ability to work at their full potential. This directly impacts relationships with colleagues, children, and families.

Creating a Culture of Trust in Early Childhood Teams

So how can early childhood leaders intentionally create an environment of trust, ensuring their team is engaged, adaptable, and high-performing?

In my leadership and coaching programs, I integrate Conversational Intelligence (C-IQ), a powerful framework developed by Judith E. Glaser, which is used by Fortune 500 companies worldwide. These neuroscience-based tools help leaders:

Shift from a directive leadership style to a relational one, fostering collaboration and shared ownership
Develop communication competencies that promote trust and engagement
Navigate difficult conversations with confidence
Strengthen their team’s ability to embrace change rather than resist it

The Role of Communication in Change and Leadership

Change can be challenging, particularly when team members feel excluded from decision-making or believe change is being imposed on them. This creates a stress response, with staff operating out of their amygdala rather than their prefrontal cortex.

The result? Resistance, disengagement, and frustration.

Instead, early childhood leaders can upregulate oxytocin and foster trust by:

Listening to understand, not just to respond
Being transparent and open in communication
Recognising and appreciating team contributions
Involving educators in co-creating new ideas and approaches

Are You Creating an Environment of Trust?

Take a moment to reflect: Is your leadership style unintentionally creating mistrust? Or is it creating fostering connection and collaboration?

By expanding your neuroscience knowledge and leadership toolkit, you can transform your service’s communication culture, increase staff engagement, and enhance overall team performance.

An Invitation to Strengthen Your Leadership Approach

I invite you to identify three simple shifts you could make in your service to build a culture of trust. It could be:

Asking more open-ended questions to spark meaningful dialogue
Practising listening to connect, rather than simply giving directions
Starting team meetings with a check-in, acknowledging how everyone is feeling

Prioritising trust-building conversations is one of the smartest leadership choices you can make. The impact? Stronger teams, higher motivation, and a more engaged workplace culture.

About the Author

Sarah Moore is the Director of Early Education Leadership, specialising in facilitation, coaching, mentoring, and training that supports early childhood professionals in leading with confidence and connection.

Sarah was part of the first International Conversational Intelligence for Coaches Program in 2016 and became Certified in Conversational Intelligence (C-IQ). She now integrates neuroscience-based tools developed by Judith E. Glaser into all her work with early childhood leaders and teams.

If you are experiencing communication challenges in your team, or want to raise the standard of communication in your service, reach out to explore how C-IQ can support your leadership journey.

Follow the link here to learn more about Sarah’s Leadership Coaching Programs.