Leadership in Education: How to Make Tough Decisions Without Losing Your Team

"We need to completely change the course format. All the materials you’ve been working on for the past six months will have to be redone." These were the words I had to say to one of my best curriculum developers. How do you tell someone they need to overhaul their work without losing them in the process?

Anna was our lead curriculum developer. Her Python course was a hit among students and parents. The teaching team was running like clockwork, and even competitors admitted her program was one of a kind.

Then the market shifted. Parents began asking for shorter, more intensive programs. The traditional deep-dive approach wasn’t cutting it anymore.

At first, I tried to protect the team and their work. "We’ll just tweak the program a bit," I said during meetings. But deep down, I knew that small adjustments wouldn’t be enough. Radical change was necessary.

The tipping point came when I saw Anna trying to transform a three-month course into a three-week intensive. She worked late into the night, reworking materials endlessly, but the results weren’t what we needed.

That experience taught me some valuable lessons about leadership and managing change effectively.

Context is Everything

What seems like essential change to a leader can feel like the collapse of everything familiar to the team.

Ego Gets in the Way of Empathy

Sometimes we’re so committed to our vision that we forget to truly listen to the concerns of our team.

Flexibility is More Important Than Being Flawless

Recognizing a mistake and shifting direction isn’t weakness—it’s strength.

Instead of forcing Anna to rework her course, I offered her the chance to create something entirely new. She took the lead on a new initiative for express programs, where her expertise proved invaluable.

Now we offer two formats:

• A classic course for students seeking in-depth knowledge
• An express program for those who want quicker results

Not only did Anna stay with the team, but she also spearheaded a new and thriving direction within CODDY. For me, it was a revelation: the best solution is often giving people the chance to shine in new ways.

For anyone managing an educational team, here are a few lessons I’ve learned:

• Listen to Your People. Your team often has insights you might overlook.
• Be Willing to Change Plans. Adaptability is key to survival.
• Find Opportunities in Challenges. Every problem can lead to growth.
• Put People First. Processes can always be fixed—teams are much harder to rebuild.

Final Thoughts

At CODDY, we firmly believe that people are the heart of any company. Markets evolve, and so do we. But we never lose sight of the incredible individuals who make our programs special.