Up to this point, we’ve focused on personal leadership—your habits, your presence, your clarity. As a result, trust is starting to grow. That trust opens the door for feedback to be seen not as criticism, but as coaching.

Today, we break the cycle of silence and avoidance. Many directors wait for the annual review—or the next blow-up—to finally speak their truth. But by then, it’s too late. We're shifting to a feedback culture where issues are addressed within 24 hours. Because clear is kind. Unclear is unkind.

The Lesson: Feedback is a Deposit, Not a Withdrawal

We avoid giving feedback because we fear damaging the relationship. But silence creates a leak in your culture. When you don’t address an issue, you give your silent permission for it to continue.

Healthy culture isn’t built on compliments—it’s built on clarity. Feedback delivered with respect builds safety, not fear. If you’ve been making regular deposits (see Day 10), your staff is ready to hear the truth.

The Strategy: The “I Noticed” Script

Today, if you see something that drifts from your standards, do not wait. Address it before the day ends.

Use this 3-step script:

The Observation – “I noticed [Specific Behavior]…”
The Standard – “…and our standard here is [The Why or Intent]…”
The Pivot – “…how can we make sure that happens next time?”

Example:
“I noticed you were on your phone while the kids were at the art table. Our standard is active engagement so we can prevent incidents and keep kids safe. How can we make sure the phone stays in your locker until break time?”

The Practice: Personas and Feedback

Firefighter – Stop giving feedback on the fly. Don’t shout it as you walk away. Stop, make eye contact, and stay present for the conversation.
Peacekeeper – Skip the “compliment sandwich.” Just be clear and kind. Fluff confuses the message.
Perfectionist – Watch your tone. Make sure your body language says “I’m on your team” even while your words say, “This needs to change.”

Exercise: The 24-Hour Challenge

Identify one “small” thing you’ve been ignoring. Maybe it’s a staff member’s tone, their dress code, or how a room is being cleaned.

The Action: Use the “I Noticed” script before the end of the day.
The Reflection: Notice the relief. The weight of the unspoken thing is gone. Most of the time, the staff member will simply say, “Oh, okay!” and adjust.

Director’s Journal Prompt

“Today, I gave feedback to [Name] about [Issue]. Their reaction was [Response]. I am learning that speaking up with clarity and respect builds trust—not tension.”

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