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Adventure Nannies On Air
The team behind Adventure Nannies is joined by industry experts and dear friends to share anecdotes and resources for nannies, childcare providers, and families. Adventure Nannies is a nationwide agency that helps humans find the support and tools they need to build their dream lives. They have been featured in the New York Times, Forbes, Fortune, and Marie Claire and are well-known in the industry as being progressive innovators and advocates.
For more, visit adventurenannies.com or email marketing@adventurenannies.com to learn how to become a guest on the show.
Disclaimer: The views, opinions, and information expressed by the gu in this session are solely their own and do not represent those of Adventure Nannies. Adventure Nannies does not verify the accuracy of the information presented and is not liable for any errors, omissions, or for any actions taken in reliance on this content. This session is for informational purposes only and is not a substitute for professional advice.
Adventure Nannies On Air
Cultivated Care: The Evolution of Childcare Operations in Private Homes
The Evolution of Childcare in Private Homes with Dr. Virginia Schwager
Welcome to Adventure Nannies on Air, our ongoing educational webinar series aimed at supporting nannies and professional childcare providers in enhancing their careers. In this episode, hosted by Reagan Fulton, Marketing Director for Adventure Nannies, we dive into the evolving landscape of childcare in private homes. Our special guest, Dr. Virginia Schwager, shares her profound insights from her extensive experience and academic background in counseling psychology. Dr. Schwager discusses the challenges and systems necessary to support both children and caregivers, the impact of the pandemic on childcare roles, and the need for advocacy and professional management in high net worth family environments. If you're interested in advancing your childcare career and understanding the complexities of modern childcare dynamics, this episode is a must-watch. For more, visit adventurenannies.com/summit-sessions and subscribe to our YouTube channel.
🗣️ Professional Development Opportunity Alert! We're excited to offer a 25% discount to take this course, brought to us by @formatorinstitute, one of our sponsors for Nanny Camp 2025! 🏕️ Are you a nanny or childcare professional seeking to elevate your career? The Certified Formator™ Course will equip you with the skills needed to specialize in HNW/UHNW private family homes! ⭐️ The first 150 Adventure Nannies who register using the code LAUNCH25 by September 10th will get 25% off!
00:00 Introduction to Adventure Nannies on Air
00:50 Virginia's Background and Journey into Professional Nannying
04:40 Evolution of Modern Family Travel and Its Impact on Childcare
10:17 Why Great Nannies Leave: Understanding Burnout and System Breakdowns
15:36 Scope Creep and Job Description Challenges
21:21 Managing Consistent Care Across Multiple Properties
25:52 Balancing Professional Systems with Personal Connections
33:24 Upcoming Training Program for High Net Worth Family Childcare
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Welcome to Adventure Nannies On Air. Today's episode was recorded live during one of our Summit Sessions as a part of our free ongoing educational webinar series to support nannies and professional child care providers to elevate their careers and enhance their skills. If you like what you hear, you can catch the full episode on our YouTube channel or register for our next Summit Session at AdventureNanniescom slash Summit dash Sessions. Welcome to this Summit Session. My name is Regan Fulton and I am the marketing director for Adventure Nannies and I'm going to be tonight's host. I'm so excited to dive into a topic that's super important for creating truly thriving environments the evolution of child care in private homes. We are talking about how to build systems that not just support the children but also professionals who care for them, preventing burnout and fostering true household harmony.
Speaker 1:We're delighted to have the incredible Virginia Schroeger here to share her profound insights, so we are so glad to have her here.
Speaker 1:She is a powerful perspective in the world of child care and I'm excited to give her background and the gotcha at the end, because not only does she have a doctorate in counseling psychology, extensive hands-on experience family environments that has helped her understand intricate dynamics at play in caregiving relationships, but she's used her background in psychology to help her grasp the deeper emotional and relational aspects, and her work as a nanny and child team leader has given her the firsthand knowledge and practical challenges households face.
Speaker 1:She has developed a operational system for high-profile family child care systems with multiple properties, witnessing how excellent caregivers can struggle without the proper support. So with her work with her company, cultivated Care, virginia is dedicated to bridging the gap simply between having a great staff and creating truly functional child care systems where everyone thrives. Also, she is an Adventure Nanny alumni and we just absolutely love her and are so sad to let her go into the world but are excited to bring her back to talk. So welcome Ginny in Virginia. Ginny is fine. Yeah, a little bit about, just before we dive into the topic at hand, your childcare journey, your experience as an adventure nanny, and then we'll dive in.
Speaker 2:Yeah. So I think you know people hear, oh, she's got a doctorate and she's a nanny and the first thing is like it piques curiosity, like did I hear that correctly? So my journey really started in my early teens and 20s. I loved in-home child care, but I was also good at school, so I kept getting degrees and I really viewed it as in-home child care was my full-time job and school was my part-time job and so I just I think the longest I went without being a nanny as an adult was six months and I just kept returning to it and whenever I had longer stretches without it I felt like a big piece of me was missing. So I was about six months out of graduating with my doctorate and I informed my family that upon graduation I was going to return to nannying and make it a full-time career, and I haven't regretted it since.
Speaker 2:I love being in a private home, that intimate setting, working with children and parents and figuring out the family systems and family dynamics and how I can best support the family, and each family is different. So that's I mean, and my psychology background definitely helps. I get to work with very unique family situations, very unique children. I can approach child care in a different way than somebody else who might not have that psychology background. So it all meshes well together. And then right now I'm very excited about pivoting a little bit within my career to more management, consulting and training for child care providers, and that is what that is looking like, is really helping the profession move along a little bit. Helping especially when we're talking about high net worth and ultra high net worth teams. Helping to create the infrastructure behind the childcare teams so that they're sustainable jobs and there's not burnout and turnover. That's a big passion of mine right now.
Speaker 1:So I love it so, so much and that is such a great, you know, such a great and needed aspect in our especially this kind of niche the high net worth high, more high, demanding jobs.
Speaker 2:Yeah, no, and honestly, like I love one-on-one conversations.
Speaker 1:Amazing. So let's dive in a little bit and get some background and then we'll dive into Q&As. But what are the biggest shifts you've observed on how high performing households really manage their child care teams? You've been in the industry for a while. You've kind of seen compared to five, 10 years ago, and as this industry is evolving and growing, what are those shifts that you've seen?
Speaker 2:Yeah, so the pandemic definitely shifted the atmosphere more towards travel. That has not really slowed down and that's where I'm seeing a lot of burnout with my colleagues is you know it might be the same hours, but you are geographically in different places. You are not only now the child care provider, but you are also the children's PA and hacking for them and itemizing and stocking and trying to keep up with those household systems that nobody has trained you on in order to keep up with all the properties and all the travel. So that is the biggest thing that has shifted in the past five to 10 years is how often and how frequent families are traveling.
Speaker 2:And I think and I've talked about this in other podcasts and talks as well is we have not seen the development within the child care industry that other aspects of the private service industry has, for example, wealth management or even estate management. There have been better hierarchies and support systems that have emerged to meet the needs of this more affluent lifestyle, but child care and it's nannying we'll say nannying hasn't evolved. It has really remained the same in public perception and also in job description until you're in it largely remain the same for the past 200 years. So that's a big concern, and there aren't any standards either for our industry. So there's no. I mean there are certifying bodies, but there's no collective organization and regulations that really help protect us as nannies and domestic workers. So those are the biggest shifts I've been seeing.
Speaker 1:That's really interesting and I don't mean to derail. So hopefully this is a good observation. But when you were talking about the way that the families are traveling more, I'm curious if it has to do with the generational change and the way families are moving away and parents are moving away from the children should be, you know, kind of left at home, not, you know, like not be seen. You know children should be seen and not heard and kind of that mindset moving away from that. I think of like even Sound of Music and the Von Trapps and he's going off and traveling and going to meet but she's at home with the kids. I'm curious of a shift in kind of family dynamics and the new generation of parents and wanting to be with their children more and having more informed you know of child development more and having more informed you know of child development psychology and how it affects children to not you know. I'm curious if that, if you've seen that kind of shift, and if that influences how much nannies are expected to travel with the families now.
Speaker 2:It 100 percent does, and there will always be generational changes and part of our job as nannies is to keep up with that, but part of our job is also to advocate for our needs. So, yes, I would say, in general parents want to be more involved, which means they want their children closer, but they also want to embrace the fact that they can travel globally very easily and that it does sound easy Hop on a jet, pack everything in the jet and you go and you go to the next place. But I think where the communication and the reality kind of falls short is the toll that it takes on everybody. It's not just the toll on the nannies who are prepping and executing all of these movements, but it is also on the children. With time zone changes, with elevation changes, all of these little things affect a child's physiology and emotions and cognition and, like their whole being, can be affected by travel. And so, while I never and I'll never tell a parent not to travel with their child but I will spell out especially, like my specialty was birth to three if we're working, if I'm working with a six-month-old and it's a weekend getaway in Montana, I'm going to strongly advocate that I stay home with the baby until the baby, developmentally, can handle a quick trip like that better.
Speaker 2:If it's a couple weeks in Europe, that gives you time to get the baby to get acclimated and accustomed to their new environment. It still takes a toll but it also. You know they're with their family and so you have to. You always have to balance. What are the benefits from the child's perspective of joining the family on specific trips and in specific locations? So and I try to have those conversations frequently with parents and for the most part I've been receptive and sometimes they just say no, we really want the baby to come because the weekend in New York is a family weekend and I know it's going to be a quick trip but it's important that the whole family's there. Okay, let's make it happen and let's try to figure out the best way to go about this so that the child is impacted the least.
Speaker 1:You know, with all of this, why do families with seemingly great nannies, who you know they come in? You know you touched a little bit on like the things that can happen to the kids, but like why do they still experience breakdowns in their childcare systems? And how does you know why do they still experience breakdowns in their child care systems and how does you know?
Speaker 2:professional management or systems like how can you change that?
Speaker 2:Yeah, so I think there's a big misconception still and it's related to the terminology within our industry that a nanny in an affluent family's household with multiple properties and lots of travel and big departments that we have to integrate into that, that nanny role is the same as a nanny role, say, with two working parents who need you.
Speaker 2:They're nine to five and and that's your, you have autonomy throughout the day and you're not always doing a balancing act with other staff members and travel. So the first myth that really needs to be debunked is like that that nanny role, the nine to five role with full autonomy, is the same energy output as being a nanny for a more affluent, worldly, cosmopolitan family. And so and I'm kind of going that, I think, is a huge piece of this puzzle, and when we're looking at turnover and burnout it comes down to they might have 40, 50 hours a week, but those 40, 50 hours are extremely draining and how are we supporting them so that they can show up to work energized but also like excited? You know you want them to be content and energized and that means you need to recognize that this lifestyle, which has so many benefits can be extremely draining on staff.
Speaker 2:So that's a big piece.
Speaker 1:Yeah, so like what are, what are some of the systems that are like you know, how does professional management kind of change that and allow for a change in that?
Speaker 2:Yeah. So the best the team that I have worked with that I've seen last the longest and also just function the best have a, have a child care, at least a child care lead who takes on that advocacy role and almost that administrative role to make sure that all the nanny's needs are met for whatever location they're at. So whether it's a child care manager, a late nanny, somebody who is spearheading communication with the estate staff and home office if there's a home office of okay, we're going to the Hamptons for two weeks in August, it's, you know, it's now, maybe May we need to start thinking about that now. Where are the nannies going to stay? What are their hours going to look like? You know, even simple check-ins.
Speaker 2:I think it is highly underutilized checking in with nannies and I can understand it from an estate staff point of view, especially like a house manager. They are pulled in so many directions. The last thing they want to be dealing with is the chaos and messiness of the child care departments. And, zoya, I'm just encouraging a lot of families. Think about having a child care manager who really likes working with that atmosphere.
Speaker 2:Children are always developing and always changing, which means you need to be proactive in how you're not only caring for the children but how you're helping the child care providers sustain their energy. You know what happens if a nanny gets sick. Do you have backup like on-call protocols? It is by having simple protocols and procedures and systems in place, you are taking a huge weight off of your child care staff because everybody knows the expectations, everybody knows how they're supported and also they know where the boundaries are within a home office and in a state staff. You know is they know they're just giving them more knowledge and more power to have a say in their atmosphere and what's going on is crucial and that happens with management.
Speaker 1:I love the idea of the lead nanny role and kind of that child care manager role and especially, you know, I see that being such a great path for nannies who really love and don't want to stop working with children, who still want to be in the trenches, like you, obviously, be in the trenches every day, but also have more. I'm just saying more. I don't want to be in the trenches like you, obviously, yeah, in the trenches every day, but also have more. I'm just saying more. I don't want to say more to offer in a way that you know that those nine to five nannies aren't offering something. You know it's that something different to offer and something dynamic and want some some diversity in their day and and want to utilize a different part of their brain, um, in their work. I, I really love the you of going that, you know, because a lot of nannies just want to feel like they need to leave, because they need to grow.
Speaker 2:But when you have somebody, who gives more oversight for a child care team, that person becomes much more intimately connected with the child care providers, which means they get to see everyone's strengths and everyone's areas of growth and that is just. It's validating. But it also provides the space for that professional development and that creates contentment within a job. You know a lot of nannies and child care providers want to feel like they're growing and ever evolving, and recognizing you can provide that within a role within a private home is really critical to their success long term and short term.
Speaker 2:I love that. Scope is a huge one. So we talked about burnout. Another piece is scope. I mentioned earlier that nannies especially with larger estates and larger family offices there's a big scope creep. So you're no longer just doing childcare, you are also, you know more of a PA house manager person as well. Where you are, you know ordering things. So that means you're in your charge of budgeting. You're doing vendor coordination, coordinating with tutors, and you know recreational activities. And you're doing vendor coordination, coordinating with tutors and recreational activities, and you're doing calendar management. All of those things are well beyond the scope of a traditional nanny.
Speaker 2:And so what I find, when child care providers get in a role and those things were not listed in their job description, or they were, but they didn't realize how much time and energy would be going to those things that becomes an issue because again we're talking about sustainability and really like, what does one person have the ability to do long term? And unfortunately, yes, it's not great right now. You know, I'll have them bring in job descriptions. I'm like, okay, what do you see in this job description? And I'm going to tell you what I see. And when you're in a negotiation you really need to advocate for a clearly defined scope, Because that gives you more buying power. Later on, If there is scope creep, you can ask for raise. You can tell them honestly. You can say no, I do not have it in. Like, I cannot add this to my list of things that I have to do because I I will burn out, let's hire someone else.
Speaker 2:Yeah, exactly so. So it really like I always encourage, when you are considering changing jobs or even having a conversation with your employer about your current role, have data. You know what I like to take a job description and try to map out. Okay, direct child care is maybe 80%. Okay, so we're talking like at a 40-hour work week, at least 30 hours is going directly to child care. Ok, what are all these other things that are listed and how much time are you thinking it's going to take? And this from my personal experience. I know how long it's going to take, which means my 40 hour a week job just went to 60 plus.
Speaker 1:That's. That's a great tip. I love that, just like estimating all of those other things that aren't. Yeah, because people you know you think you've got 40 hours, but no, if you're really engaging with the children, the way that you're being paid to, you don't have time to also sit and do the packing list and do the grocery list and things, and then you have to have that time dedicated. So Right.
Speaker 2:And then it does become this mental game and for me, honestly, every job I've been in, two things have exhausted me the most and it was never the children, it was engaging. You're going to have an energetic drain by balancing everything, by balancing professional communication with culinary security, housekeeping. It takes a lot of mental shifting throughout the day. Your attention is almost never going to be 100% on the children unless you protect that time and that space within your contract.
Speaker 1:That's amazing, and that was the only other thing I wanted. Yes, the job description, but also make sure that scope is really hammered down in your contract. Make sure you read the final version before you sign it all the way through. Yeah, um, that is one thing I've seen. You know, people try to sneak things in. I'd be like I didn't know this was in my contract.
Speaker 2:I didn't know that I signed something that said I would do this like yes, that final version before you sign it every time right, and I mean you can always get a free legal consultation, but, honestly, the first thing you should be doing in the 21st century today is taking your contract and like in a secure AI format, but running through AI, ask AI. Ok, I'm expecting this out of this role. This is what the contract says. Can you see any discrepancies? And AI is going to point it out right away. And so it's almost it's.
Speaker 1:Just use your resources and really take the time to do this research ahead of time so that in six months, you're not in a pickle a secure AI one step farther and say make sure that when you are putting the contract in, you are putting a redacted version of the contract that does not have any family information Yours as well, I mean, that's if you want to protect your own information. But more importantly, I think, is making sure you're not putting the family's information in there.
Speaker 2:Yeah, I love that tip, but I just want to like, just add that to the really, really hone in on that, like copy and paste the pieces that you might be concerned about, but, yeah, make sure you're protecting everybody's confidentiality different staff, different properties or, like we talked about travel, but not just travel to vacation and going on trips, but actually having multiple homes and going between different staff and things like that.
Speaker 1:How do you balance that?
Speaker 2:Yeah, I think and this I mean this goes directly. You know, right from the last conversation we had about you are no longer just a child care provider, you know, as somebody who is taking care of a child. You, your main job is their security, safety and trying to help them thrive. Which means when you're transitioning properties, your job is trying to make a space that is consistent with the last place and developmentally appropriate. So in my last job my favorite thing I kind of became the operational lead for our team. I would advance the family. I loved going ahead a week in advance or even months in advance. We'd start the process and I'd fly out to the next location and I would scope it out. Ok, we've got a budding toddler, we've got some elementary kids. What do their spaces need? And you know how are we stocking? Are we, are we duplicating? You know their material or are we packing? So really thinking through those processes, but again, like that is something I signed up to do and I advocated for myself, like this is a strength of mine, I'd love to do it. Can I take on this project? Yes, and understanding like it means I'm going lot of times. You don't have the staff to figure that out. So what's happening is you're relying on EAs and PAs and house managers, who don't have a child care background, to try to figure these things out.
Speaker 2:I remember walking in to a location and we were using a Montessori day bed or like a little floor bed for the infant and for the toddler and the estate manager we had them order the bed. This picture went viral. But they put a mattress on top of the floor bed so the mattress was like two feet off the ground when they didn't. So essentially they didn't order the right bed. But that's I'm like, how did anybody think that that was going to work? Like, why would you have a piece of plywood on the floor and then a mattress on top and expect a baby to sleep in it?
Speaker 2:But so it's just. When you don't have people who know children, know their developmental needs and you're expecting them to set up these places, you're going to come across issues. It's a guarantee. So my biggest thing, when I talk to parents and you know estate, you know staff who have the resources to beef up their child care team a little bit or even do trainings for their house manager on, okay, let's have a meeting to discuss what the developmental concerns are and how we're going to address it at this property, but I think it's never underestimate collaboration, communication and then seeking out an expert consultant or somebody who has the knowledge in order to pull these transitions off appropriately for children.
Speaker 1:Absolutely. I think that's outsourcing and finding an expert and, honestly, when you're working with families who can afford it and I think that's something that I've heard from very wealthy people who are telling about how do they maintain their lifestyle and all the busyness and everything and I hear over and over again well, I outsource, I hire people who are good at that thing rather than trying to do it all, and I think that a child care professional can say that if, even if setting up the rooms aren't your expertise, that's not your thing, say, ok, we need to. Before we go to the new house, we need to hire an organizer or somebody to do it. Yeah, I think it's.
Speaker 2:It's clearly communicating what the children's needs are. That's the first step and that is your job as a child care provider. If you get into a family, you've gone on a couple trips and you're realizing there are significant issues with the transitions. That is affecting the children. You, you're more stressed, which means you're not going to be providing the best child care you can. So you need to be advocating, essentially in a roundabout way, for the children for these transitions to be smoother. Meaning outsourcing, meaning having a team member go out ahead and freeing other team members up to take on a child care portion while they're gone.
Speaker 1:Yeah, it's, it gets messy it does, and you know, I think that the trickiest part of this career for any nanny, but especially in these types of systems, is balancing these professional systems, relationships advocating on a professional level, but also there is no way to escape the intimate family relationships that happen when you are a nanny. Often it happens with the principals too. But even if it doesn't, you're going to create a bond with those children that is deeper than a professional type of no one outside of. I feel like nannies all get it. We know what we're talking about, but it's hard to explain that it is. You have to do it with love to do it well. So how do you balance that advocacy and the professional systems with that deep love and connection that make these child care relationships so special? How do you balance?
Speaker 2:that I'm taking a deep breath because I think it gets harder the more. That's expected of you no-transcript.
Speaker 2:I try as much as I can to separate the operational components of my job from my mind when I'm with the children. If the parents are around, if the children are distracted, I might take it as an opportunity to look at my packing list. You know I specialize in infants and toddlers, so I would heavily utilize nap time and people would think, oh, she's, you know, in the den just relaxing. No, I'm on the computer planning out how we're going to make this.
Speaker 2:So it's using your time very wisely, being very intentional with the children, because you're again, again, your number one goal is helping them develop, which means you need to be modeling appropriate behavior, which means you can't appear stressed out, you can't be distracted. You know their safety and their development is your number one concern. And it's good because, on the flip side, by forcing yourself to be more present with them, you also are enjoying your time more, you are giggling with them, you are seeing their personalities emerge and you are helping them work through difficult emotions. But again, it's a balancing act and that's why I find at the end of a 10, 12 hour shift, I am done. I have been doing that balancing act of being a great child care provider, enjoying their presence, helping them through whatever they're going through with figuring out how to support them in their lifestyle and in the family dynamics. So, yeah, it gets exponentially harder and.
Speaker 2:I think we need to be very transparent about that when we are talking to nannies who are interested in working in more complex home settings.
Speaker 1:Do you have any tips or what do you do for refilling and outside of the career? I'm curious, especially with your experience in these more complex homes. Is there anything that you can give as advice for how to refill that cup and on your off time kind of reset?
Speaker 2:Yeah, I think for me, I mean, one of the reasons I loved psychology was because, honestly, it wasn't so much helping others but it was also helping me figure out who I was and how I operated, and operate.
Speaker 2:And so I know I am an introvert.
Speaker 2:I think sometimes people are surprised because I can be very sociable and I can make it through a 12 hour day and socialize the whole time.
Speaker 2:Hour a day and socialize the whole time. But what that means is my days off. I am pretty much spending them alone and it is, it's a necessity for me, especially when I'm in a high demand, high profile job and it can. It can be very hard and for me that's also a burnout factor. If I am giving 100 percent of my social energy to work and I don't feel like I have any social energy left to give to my family, to give to my friends, to give to my other passions tennis I love, I'm creating a training curriculum right now and I'm working with a team of branding partner and I love projects If I don't have the energy at least some energy to also engage in those things, then I know the job isn't going to be sustainable, and I have taken jobs where I know that's going to be a risk and most likely I will hit a point where I need to isolate myself more on my time off.
Speaker 2:But I go into that knowing myself and knowing that I will have to have remediations so that I can sustain the job. So I think it is knowing yourself, knowing how your energy is affected, knowing what other priorities are in your life.
Speaker 2:You know it's one thing to have career aspirations and to love traveling, and especially with Adventure Vannies, a lot of people come to it because they want to travel and see the world. Okay, that's great, but also understand like traveling with the family is not the same as traveling on vacation. If, in fact yeah, in fact, it's my least favorite part of working with like ultra high network families is actually being a private jet and working in a private jet and and I would tell that to my brothers and they're like do you hear yourself? Do you hear what you're saying? I'm like, no, I do. Yeah, they don't like the private jets. No, and it's an amplified couple of hours where you are in close, just very close quarters with everybody and it feels very high stake. You feel like eyes are on you all the time and it's because nobody can look anywhere else.
Speaker 2:But yeah, so I think, know yourself as much as possible, be honest with yourself about your capabilities and also just advocate for your needs and if you're having a hard time figuring out any of that, find resources. There are great coaches. Even within our industry there are great coaches and just colleagues you can lean on and be like I am really exhausted right now. I don't know how I'm going to make it through this next property transition. Lean on your colleagues, find resources and utilize your benefits. If your job offers benefits, like I. My last role offered so many benefits and I was like a stickler. I'm like I'm going to use them all because you don't get that very often and I had teammates who wouldn't even utilize the health care benefits. I'd be like go get your annual physical done. I'm like shh, so utilize your benefits and advocate for her. If you really love the family, if you feel like you're doing a good job, they'll want to keep you and they'll want to hear how to make, how to help make your job and life better.
Speaker 1:Tell us a little bit about, like, what you are doing. You've transitioned into this cultivated care space. What are you doing with that? Tell us a little bit about that and how we can connect with you there.
Speaker 2:Yeah, I don't have social media, but I do have LinkedIn. I started about four months ago. I'm pretty proud of it, but I haven't had social media for over a decade and that won't change, hopefully. My website is cultivated-carecom and that also. It spells out what I offer families. So if you're feeling like your family needs a bit more of child care, team direction or oversight or management, you can check out those resources. Also. I am partnered this is a thing that we haven't heard talked about very much but payroll companies. If you're ever questioning, like what's in your contract or what the proper payroll structure is, especially with rotational positions, reach out to a payroll company. They have like the legal backing to really figure out how to do that and how to protect yourself. But you can find those resources on my website as well. And lastly, in September I'll be launching a training program.
Speaker 2:And it's a training program specifically for nannies and child care providers in high net worth and ultra high net worth spaces. So there's a lot of what I've talked about today. I'm going to be going into detail with of like, how do you understand household operations better so that you can help the children thrive in their environment. That I'll be announcing in about a month. A bit more information, and then September will launch and it'll be self-paced. At the end of it, you also get another coaching session with me, so yeah, thank you.
