Beyond the Bucket: From crabs to crowns in early childhood teams

In 2018, I wrote an article for The Spoke titled ‘Crabs in a Bucket’, exploring workplace culture in early childhood education. I used the metaphor of crabs in a bucket—where individuals pull each other down to prevent anyone from rising, to highlight the ways some workplace environments foster competition and negativity rather than collaboration.

This analogy helps to explain subtle yet harmful behaviours such as:

 

• Thinly veiled insults or passive-aggressive comments.
• Talking behind colleagues’ backs or ceasing conversation when they enter.
• Eye-rolling and dismissive body language.
• Ignoring, failing to respond to emails, or withholding information.
• Resisting change and new ideas.

 

Though often subtle, these behaviours contribute to a toxic culture that stifles innovation, personal growth, and ultimately, the quality of education children receive. They reflect a form of horizontal violence, a phenomenon in which peers—not superiors—perpetrate psychological harassment. Research suggests that such dynamics are particularly prevalent in female-dominated professions, including early childhood education.

 

Beyond Competition: A Culture of Support

 

The phrase “fix another person’s crown without telling the world it was crooked” speaks to an ideal of quiet support and professional generosity. However, workplace dynamics are rarely that simple. The culture of an early childhood workplace is shaped not just by policies and pedagogy but by daily interactions, subtle gestures, and unspoken norms. How we choose to engage with our colleagues—whether through encouragement or subtle acts of undermining—fundamentally shapes our professional environments.

 

In early childhood education, the way we support or diminish one another influences not only our colleagues but also the children and families we work with. This is where the concept of Crown Straighteners and Crown Tilters becomes useful.

 

A Crown Straightener recognises the value in themselves and others. They offer support and encouragement, understanding that success is not a limited resource. 

 

These individuals:

 

• Celebrate the achievements of others without feeling personally diminished.
• Share knowledge generously, recognising that collective growth strengthens the team.
• Provide constructive feedback with the intent to build rather than break.
• Identify and nurture potential in colleagues, creating opportunities for them to shine.

 

Conversely, a Crown Tilter—whether consciously or unconsciously—engages in behaviours that erode trust, create division, or obstruct professional growth. These behaviours may not always stem from malice but can be ingrained in workplace culture, personal insecurities, or fear of change. Signs of disruption include:

 

• Undermining others’ confidence, either subtly or overtly.
• Withholding information or resources that could support a colleague’s success.
• Resisting change when it originates from someone else.
• Engaging in negative talk that fosters division rather than unity.

 

Building a Culture of Support

 

Creating a workplace where we straighten rather than disrupt each other’s crowns requires intentional effort. When we prioritise collaboration over competition, we create environments where educators, children, and families can all thrive.

 

As we begin a new teaching year, it is an opportune time to reflect on the culture we are cultivating within our teams. Consider these questions in your next staff meeting:

 

• When was the last time I actively supported a colleague’s success?

• Do I celebrate others’ achievements, or do I feel threatened by them?

• How do we, as a team, ensure that everyone feels valued and included?

• What are the unspoken norms in our workplace—do they encourage growth or competition?

• How do we navigate difficult conversations? Do we seek solutions, or do we reinforce division?

• Who is intentionally silenced, and how can we create space for their voices?

 

By engaging with these provocations, we can work towards a more positive and productive workplace culture—one where crowns are straightened, not knocked askew.