By Dr. Carrie Hepburn
Recently, I started a new nutrition plan. My old one wasn’t cutting it—my body was changing, and my needs were different. I spent hours researching, weighing options, and finally made the commitment. New plan, new me—right?
Then reality hit.
Tracking every macro, meal prepping, reading food labels, swapping out my favorites for unfamiliar recipes—it was overwhelming. I went from fired up to fed up in a matter of days. I wanted to quit. I told my husband, “This is ridiculous. Nobody used to track all this stuff. Why does it have to be so hard?”
What was going on?
My stress response had kicked in. Fear of failing. Fear of the unknown. Loss of control. I bounced between fight (“This is dumb!”) and flight (“I’m done!”). My brain was doing what all brains do under stress—spotlighting the negative, ignoring the progress, and craving the comfort of old routines.
Sound familiar?
What Teachers Are Facing Right Now
Right now, in your district, teachers are in a similar space. They’ve been handed new curriculum, new systems, new expectations—and the stress is real. Planning is taking longer. Resources feel unfamiliar. They’re in their own version of “this is dumb, I quit.”
And if you’re a district leader, you’re probably catching it from all sides: teachers, admin, parents, maybe even the union. You’re tempted to hit the brakes. Maybe even reverse course.
But here’s the thing: this is a predictable part of change.
Brains don’t like uncertainty. People feel safe in routine. When we introduce new systems, we’re not just changing instruction—we’re triggering emotion. Fight or flight isn’t bad. It’s human. It means people care.
What Leaders Can Do
So what now? Here’s what helped me push through my nutrition plan—and what can help you lead through district-wide change:
1. Acknowledge the Stress
Let people feel what they feel. Don’t rush to fix or defend. Listen, validate, and name it: Yes, this is hard. Yes, it’s a lot. Emotions shrink when they’re seen. They grow when ignored.
2. Reframe the Mindset
Look for what’s working—and amplify it. Highlight small wins. Share impact stories. Progress doesn’t need to be perfect to be worth celebrating.
3. Control What You Can
Can you offer more support? More planning time? Coaching? Then do it. Leaders can’t remove all discomfort, but we can remove unnecessary barriers.
4. Build Community
Encourage team collaboration. Pair teachers up. Let people lean on each other instead of carrying the load alone.
5. Celebrate Growth
One small group a day is a win—even if the goal is three. Recognize effort and momentum. Normalize the messiness of early implementation.
6. Model the Work
If you really want to build trust, get in the trenches. When we rolled out new resources, I co-taught in classrooms weekly. I navigated the same lessons, made the same mistakes, and reflected openly with staff. That kind of vulnerability builds credibility fast.
Don’t Quit
In week two of my nutrition plan, I was ready to walk. But I didn’t. Now, two months in, I feel stronger, more energized—and most days, the routine feels second nature.
Your teachers are in week two. They’re exhausted. Emotional. Unsure if it’s worth it.
Your job? Stay steady. Stay supportive. Don’t quit.
Because three months from now, what feels overwhelming today will become the new normal—and the kids will be better for it.
