Day 6: Radical Ownership
The Pivot: Own the problem, own the solution
It is easy to blame a "bad hire," a "difficult parent," or a "lack of funding" for the stress in your center. But as the Owner or Director, if you blame someone else, you give away your power to fix it. Today is about Radical Ownership. When you own the problem, you own the solution.
The Lesson: The Mirror vs. The Window
Poor leaders look out the window to find someone to blame when things go wrong. Great leaders look in the mirror and ask:
"How did my system, my silence, or my lack of clarity allow this to happen?"
If a teacher is gossiping, it’s because you haven’t made “No Gossip” a non-negotiable standard. If a parent is ignoring the late-pickup policy, it’s because you haven’t enforced the consequence.
Radical ownership moves you from being a Victim of Circumstance to the Architect of Culture.
The Strategy: The “I am the Root” Scan
Pick one recurring issue in your center that’s been frustrating you for weeks. Instead of focusing on what others are doing wrong, ask yourself:
- Did I train them specifically on this? (Or did I just "tell" them once?)
- Have I been inconsistent in enforcing the standard? (Did I let it slide because I was tired?)
- Is there a system flaw making it hard for them to succeed?
The Practice: Personas and Ownership
If you are a...Your Goal during Radical Ownership is:
Firefighter-Stop the "Quick Save." Every time you fix a mistake, you’re owning the task but disowning the leadership. Own the training, not the task.
Peacekeeper-Own the Silence. Avoiding conflict allows toxic behavior to grow. Speak clearly and calmly.
Perfectionist-Own the Atmosphere. Your high standards are valuable, but your delivery might be creating tension. Set the tone, not the fear.
Day 6 Exercise: The Public Reset
Respect comes from honesty. Today, find a moment to reset the standard with your team:
Script:
"I’ve been reflecting on [The Problem], and I realized that I haven't been as clear with the expectations/systems as I should be. That's on me. Moving forward, I want to make sure you have what you need to succeed. Let’s reset the standard together."
Watch their shoulders drop. When you take the blame, they stop being defensive and start being helpful.
Director’s Journal Prompt
“The one thing I have been blaming others for is [Issue].
Today, I realized my part in it was [Your Lack of System/Clarity].
By owning this, I now feel [Emotion] because I have the power to change it.”