Navigating Friction with Co-Workers

Not every teammate is a perfect match. Different styles and paces can create friction, but the goal isn’t to change your coworker—it’s to manage your response so the room stays steady. Before labeling someone as "difficult," pause. Have you actually taken the time to get to know them, or did you write them off because they do things differently? We often mistake a different style for a bad attitude.

A lot of tension fades when you shift the focus from the person to the process. Remember: the more energy you give conflict, the bigger it gets. Instead, shift your focus back to the children and use these professional tools:

Use "We" Language: Instead of "You did that wrong," try: "I’ve noticed transitions feel a bit chaotic. Any ideas on how we can handle them differently to keep the kids calmer?"

Go to the Source: Avoid side conversations. Go directly to your teammate with a simple, direct observation focused on the children's needs.

Give the Benefit of the Doubt: Assume you both want a successful day. It’s amazing how much friction disappears when you truly connect.

If things still aren't improving, bring in your director for support. Stay professional, stay consistent, and keep your focus on the children.