As early childhood leaders, we know the emotional weight of our roles and how easily stress can become a constant companion. Consider the theme of this year’s World Mental Health Day, "Mental Health at Work," on 10th October 2024 as it is a timely reminder that we must prioritise not only our own mental health but also that of our employees.
In my work as a leadership coach and training facilitator, I’ve seen the impact of stress and burnout in early childhood services. It’s no surprise that leaders and educators alike are under significant pressure, balancing the needs of children, families, and regulatory requirements. But what I’ve also seen is that leaders who actively prioritise mental health and wellbeing within their teams foster more supportive, productive, and resilient environments.
Why Mental Health at Work Matters
Early childhood professionals face some unique challenges that put their mental health at risk. The emotional intensity of the job, paired with high expectations and constant demands, can lead to burnout and high turnover rates. In fact, Be You reports that many educators struggle with stress due to the complexities of managing children’s needs, interacting with families, and meeting ever-growing administrative and compliance requirements.
As a leader, you set the tone for the entire service. When mental health and wellbeing are prioritised, the ripple effect is powerful. Staff who feel supported are more likely to stay engaged, perform at their best, and deliver higher quality care to the children in their charge. On the other hand, when mental health is overlooked, it leads to staff burnout, low morale, and ultimately affects the quality of service you provide.
Incorporating Good Practice Around Mental Health and Wellbeing
So, how can you ensure that you are supporting your team’s mental health in a meaningful way? Here are a few strategies that I regularly recommend to early childhood leaders:
1. Create a Culture of Openness and Support
Make mental health part of the regular conversation. One tool I often recommend is using Judith Glaser’s Conversational Intelligence® (C-IQ) tool called Double Clicking. You could, for example, write the word Mental Health in the centre of a page and invite your team to share what mental health means to them. Write their responses around the word and use this as a way to open up a conversation about mental health in a safe, sensitive manner. This exercise provides an opportunity for your team to explore an important topic together, building a culture of openness and support.
Encouraging these types of open conversations about mental health can also help reduce the stigma around it. The World Health Organization (WHO) highlights that reducing stigma is key to creating mentally healthy workplaces. By modelling openness, you invite your team to do the same.
2. Promote Self-Regulation and Emotional Wellbeing
As leaders, practicing self-regulation is crucial. When you can manage your own stress, it sets a powerful example for your team. Self-regulation is the ability to understand and manage your emotions, thoughts, and behaviours in ways that support wellbeing.
I’ve seen this in action in my work with City of Canada Bay Children Services, where we implemented a two-hour workshop on Self-Regulation in Practice. The workshop focused on increasing the team's capacity to maintain a state of self-regulation, helping them navigate the inevitable stresses of personal and professional life in more resourceful ways.
The outcome has been a measurable shift in the wellbeing of the team. Educators reported that their services felt calmer, and they were able to practice self-regulation in their own unique ways. With an increased awareness of dysregulation, they were able to quickly reset and support each other.
To help teams consistently engage in self-regulation practices, I’ve developed Self-Regulation Practice Cards, designed as simple, effective tools to use in everyday situations. These cards offer practical prompts to guide educators and leaders through quick, mindful self-regulation strategies, whether they’re starting the day or winding down after a tough conversation. The cards are a great resource for supporting emotional resilience, reducing workplace stress, and maintaining well-being. To access my FREE Self-Regulation resources follow the link here.
3. Align with Health and Safety Legislation
In Australia, the Work Health and Safety (WHS) Act and the Work Health and Safety and Other Legislation Amendment Act 2024 emphasize the need to address not only physical safety but also psychological safety in the workplace. This includes managing psychosocial hazards, such as stress, workplace bullying, and mental health risks.
By incorporating mental health policies and practices into your workplace, you’re not only supporting your team but also ensuring compliance with these laws. This might involve offering mental health days, introducing flexible working arrangements, or simply creating a culture that values wellbeing as much as performance. The Australian Work Health and Safety Strategy 2023–2033 sets the agenda for promoting safer and healthier work environments, with a significant focus on psychological wellbeing.
4. Invest in Professional Development Around Wellbeing
Ongoing learning is critical to keeping your team motivated and mentally healthy. Investing in wellbeing-focused professional development can help staff develop coping strategies, improve emotional intelligence, and learn practical tools to manage stress.
Consider offering workshops or training on mental health awareness, self-regulation, or Conscious Communication. This professional development not only help staff manage their own mental health but also improve team dynamics and communication.
5. Lead by Example
As the leader, your approach to wellbeing will shape the culture of your service. If you prioritise your own mental health, take breaks when needed, and encourage others to do the same, your team will feel more empowered to care for themselves.
As Dr. Stuart Shanker, D. Phil. (Oxon) research professor emeritus of psychology and philosophy from York University shares in his work that when leaders practice self-regulation, they create environments where others can co-regulate. The calm and composed presence of a self-regulated leader sets the emotional tone for the entire team.
Reflecting as We Approach the End of the Year
As we head into the final months of the year, the “festive season” begins to loom, bringing with it added pressures. Now is the time to take a step back and assess how you’re supporting both your own mental health and that of your team.
World Mental Health Day is an opportunity to reflect on how we can do better—how we can create workplaces where mental health is a priority, not an afterthought. Ask yourself:
What can you do now to ensure your employees feels supported as we move into one of the
busiest time of year?
It’s not just about surviving the end-of-year rush; it’s about creating sustainable, long-term practices that protect the wellbeing of those who are the heart of your service.
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