Centre Director Interview

[Bensos]

Im currently 2IC & Ed Lead in a 65 place centre. I have a Diploma in Childcare as i retrained when i had my children 10 years ago. Prior to that i was a Manager but in a different industry, very well respected and was head hunted twice to other companies because of my performance. Over the past 10 year in the field i feel i have developed a reputation as a hard worker and a positive mentor for my team.

I have been approached by a different centre (100 places) to apply and interview for their centre director role. Im excited by the prospect of a new challenge but have some concerns i just need to sound out. My current CM would be "supportive" but every team member that has resigned from our centre has had to endure their leave notice with lots of passive aggressive and vindictive behaviour. I have called it out in the past and she apologises but has never improved. I dont feel i have any colleagues at present that i could sound this out to.

So my thoughts - as i said i just need them out there - feedback would be appreciated but it isnt required.

What if i quit and am not up to the new job? Im not sure going back would be an option. I dont know if i would even want to. I love my current roles but they arent challenging me and despite lots of progress made - I know i cant progress at my current centre without completely relocating which isnt an option.

I love my team and my kids and will miss them so much, what if i get the job and the staff at the new centre hate me?

Im concerned about how they heard about me. I work for a large chain (think good start/G8) which are quite insular - and i haven't been actively looking for work. The initial communication did come via a job hunting website but my profile was inactive and resume not up to date.

Ive done my research on the centre but dont know why the current director is leaving. Is this a red flag? Im really up to date on EYLF v2.0 & VEYLDF (perks of being ed lead), but what are some good questions to ask?

What do i even wear to an interview?

[ratketyree]

Im currently 2IC & Ed Lead in a 65 place centre. I have a Diploma in Childcare as i retrained when i had my children 10 years ago. Prior to that i was a Manager but in a different industry, very well respected and was head hunted twice to other companies because of my performance. Over the past 10 year in the field i feel i have developed a reputation as a hard worker and a positive mentor for my team.

I have been approached by a different centre (100 places) to apply and interview for their centre director role. Im excited by the prospect of a new challenge but have some concerns i just need to sound out. My current CM would be "supportive" but every team member that has resigned from our centre has had to endure their leave notice with lots of passive aggressive and vindictive behaviour. I have called it out in the past and she apologises but has never improved. I dont feel i have any colleagues at present that i could sound this out to.

So my thoughts - as i said i just need them out there - feedback would be appreciated but it isnt required.

What if i quit and am not up to the new job? Im not sure going back would be an option. I dont know if i would even want to. I love my current roles but they arent challenging me and despite lots of progress made - I know i cant progress at my current centre without completely relocating which isnt an option.

I love my team and my kids and will miss them so much, what if i get the job and the staff at the new centre hate me?

Im concerned about how they heard about me. I work for a large chain (think good start/G8) which are quite insular - and i haven't been actively looking for work. The initial communication did come via a job hunting website but my profile was inactive and resume not up to date.

Ive done my research on the centre but dont know why the current director is leaving. Is this a red flag? Im really up to date on EYLF v2.0 & VEYLDF (perks of being ed lead), but what are some good questions to ask?

What do i even wear to an interview?
https://aussiechildcarenetwork.com.au/f ... view-15098

Congratulations on the chance! Given your concerns about your present CM's actions and the uncertainties of the future role, you're justified in having second thoughts. Consider consulting a trustworthy mentor or professional coach for outside perspective. The interview can be prepared by reading the centre's beliefs and mission, rehearsing behavioral questions, and dressing professionally but authentically (e.g., wear what makes you feel confident and comfortable). Good luck!"

[Lorina]

It's understandable that you're feeling both excited and a bit anxious about this potential new role. Here's a breakdown to help you navigate your thoughts:

1. Assessing Your Fit for the New Job:

Given your experience and reputation, it's clear you're highly capable. Still, it's normal to doubt ourselves. Consider these steps:

Reflect on your strengths and past successes.

Research the centre thoroughly to understand their expectations and align them with your skills.

If possible, talk to someone who works there or has knowledge about the centre's environment.

2. Handling Potential Challenges:

Your concerns about your current CM's behavior are valid. When transitioning, be sure to maintain professionalism and focus on your future rather than past grievances.

3. Leaving Your Current Team and Kids:

Leaving a beloved team and children is tough, but think about the impact you can make in the new centre. Building new relationships takes time, but with your experience, you’ll foster a positive environment.

4. How They Found You:

It's possible they heard of your reputation or found your profile through professional networks. This can actually be a testament to your well-regarded standing in the industry.

5. Current Director Leaving:

It’s wise to inquire about the current director’s departure. It could be due to various reasons, not necessarily negative. Ask during the interview to get a clearer picture.

6. Good Questions to Ask:

What are the biggest challenges currently faced by the centre?

What is the management's vision for the centre over the next few years?

How do they support professional development for their staff?

Can you describe the team culture and how staff are supported?

7. Interview Attire:

Opt for professional attire that reflects your serious intent while being comfortable. For example:

A tailored dress, skirt and blouse, or slacks with a blazer.

Overall Tips:

Preparation: Know your resume and experience inside out, and be ready to discuss how your skills can benefit the new centre.

Confidence: Believe in your capabilities. You've been headhunted before for a reason.

Network: Since you don't have colleagues to sound out, consider reaching out to a mentor or professional network.

Your experience and dedication shine through, and embracing this new opportunity could be a significant step forward in your career.

,
Lorina