Our Trainings


ECLC's  Early Care Management Training, Director's Institute and workshops support child care center directors in all counties across the state by training both new and experienced child
care center directors in all topics essential to running a safe, high quality program.

Directing a child care center is a complex and demanding job. Directors must have an in-depth understanding of how to provide children with high quality, developmentally appropriate early care and learning experiences. At the same time, they must master an array of skills needed to operate their centers efficiently.

Supported by the New York State Office of Children and Family Services (OCFS), the Early Care & Learning Council's Management Training workshops provide training and technical assistance designed to help center directors meet these challenges. These programs are offered to all center directors and CCR&R staff members at no cost.

Contact Abbe Hahn Hook for more information.

About Abbe Hahn Hook

Abbe Hahn Hook

Abbe joined the Early Care & Learning Council (ECLC), in 2000, as a trainer. Currently, as the Director of Programs and Services, she is chiefly responsible for managing and overseeing all activities related to the delivery of training, technical assistance and data collection by ECLC Staff for all Child Care Resource and Referral(CCR&R) agencies and some child care center directors in New York State. As the Director of Programs and Services, she also assists in the development and implementation of ECLC Membership services and benefits. Abbe holds a Bachelor's degree in Psychology with a concentration in Management and a Master's degree in Early Childhood Education. Abbe is a Certified PITC (the Program for Infant and Toddler Care) Trainer for Modules I-IV and holds a NY State Training and Technical Assistance Professional Credential.


Positive qualities of mind, like compassion, patience, forgiveness and empathy are cultivated through daily practice. The more we nurture healthy mental habits in ourselves, like mindfulness, our capacity to enjoy life expands. Regardless of what’s transpiring externally, when a mindfulness practice is firmly rooted in our lives, we are able to experience more joy, and greater resilience. Rather than being caught in a loop of anxiety over past events or worrying about future what-ifs, we become more aware and awake to the present moment, to this moment. Happiness then, depends upon our willingness to create a routine built around mindfulness and simple awareness. When we commit to creating this reality for ourselves, our experience of life shifts.

“Mindfulness meditation doesn’t change life. Life remains as fragile and unpredictable as ever. Meditation changes the heart’s capacity to accept life as it is.”

~Sylvia Boorstein

In this training, long-time meditator and teacher, Jeannie Thomma, will guide you through a series of exercises that will serve as the foundation for creating a mindfulness practice. Meditation is an essential element of any mindfulness practice, and in this workshop, you’ll be introduced to a variety of tips, tricks and tools you can use on your journey to nurturing a calmer and more peaceful you. You’ll experience a variety of basic meditation techniques, each of which will offer you a slightly different point of entry into this powerful practice. By experiencing a collection of techniques, you’ll be able to choose those that you like best to build your own healthy mindfulness routine. With regular practice, you, too, can train your mind to focus on the positive aspects of your life, and become a happier, kinder, more compassionate person—toward yourself and others.

To learn more about how to bring ECLC’s Mindfulness and Meditation Training to your organization, contact Jeannie here.


About Jeannie Thomma

Jeannie Thomma

Jeannie Thomma is the Infant Toddler Coordinator at The Early Care and Learning Council (ECLC) in Albany NY. Jeannie provides and oversees the delivery of the agency’s support services for Regional Infant/Toddler Center Specialists and staff of CCR&Rs providing infant/toddler services within a community. Services include professional development opportunities, communications, resources and technical assistance on a broad range of topics with particular attention to quality services and standards for infants and toddlers statewide. In addition, Jeannie coordinates the initiatives of ECLC’s CACFP Grant, which is about to enter its fourth year. She holds a Master’s of Science in Teaching from Pace University and spent many years in the classroom prior to joining ECLC in 2015. Jeannie has been studying and teaching the practices of Mindfulness and Meditation for over a decade.


It is mandatory that all employers in NYS conduct anti-Sexual Harassment training for all employees by Oct 2019. After obtaining permission from NYS OCFS for funding to conduct training, we invited a consultant from HR on the Move to deliver a Train the Trainer (TOT).

The training covered all aspects of the Model Sexual Harassment Policy mandated by Governor Cuomo.

Every employer in the New York State is required to adopt a sexual harassment prevention policy. An employer that does not adopt the model policy must ensure that the policy that they adopt meets or exceeds the following minimum standards.


The policy must:

  • Prohibit sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights
  • Provide examples of prohibited conduct that would constitute unlawful sexual harassment
  • Include information concerning the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws
  • Include a complaint form
  • Include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties
  • Inform employees of their rights of redress and all available forums for adjudicating sexual harassment complaints administratively and judicially
  • Clearly state that sexual harassment is considered a form of employee misconduct and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue
  • Clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful


Assessing your cultural diversity efforts can sometimes be quite daunting, right? How do we know if we’re making impact with our training efforts? Well, the Intercultural Development Inventory (IDI) Assessment is a great tool used to identify where an individual or group’s cultural sensitivity lies.

The IDI is a statistically sound, cross-culturally valid assessment that measures an individual’s or group’s specific level of cultural competence. As part of the assessment process, individuals are asked to complete a 50-item, online assessment. Although the assessment is completed individually, the results can be disseminated as a group report or individually.

An in-depth explanation about IDI can be found

5d14b90c-7382-466a-80fc-4380bd0dfbc7cultural diversity1
e81625d6-6959-4d6a-971b-1114905a3556adult learninh styles


Participants will:

  • Discuss adult learning styles and techniques when providing technical assistance and training diverse participants
  • Identify personal learning style, generationally
  • Discuss role personality plays in learning


This workshop identifies generational differences as they currently exist in today's workforce. It examines four generations: Traditionalists, Baby Boomers, Gen X'ers, and Gen Y’ers populations. Participants learn how age differences in the workplace can positively impact productivity, quality and the relationships between work teams and managers. Each generation's value system development is explored with regard to its behavioral influences at work. Through the use of varied activities, and discussions; participants learn and further develop strategies to motivate and interact with generation more effectively.

180b0be0-a034-4e93-a89f-5fbf824aba504 generations

Areas to be covered:

  • Characteristics of each generation
  • Understand the impact of historical events on the development of generational characteristics
  • Core values of each generation
  • Personality of each generation

Photo Source: The Atlantic



What is Generational Poverty? This term, coined by Ruby K. Payne in her book, Bridges Out of Poverty, defines Generational Poverty as groups of people having been in poverty for two to four generations. There are “hidden rules” that impact generations of poverty. These are unspoken cues and habits of a group, and exist amongst racial, ethnic, and economic groups. Each class has their own culture and hidden rules that are not known by the other class. For example, poverty is not just a condition of not having enough money. It is a realm of particular rules, emotions, and knowledge that override all other ways of building relationships and making a life. The Middle Class has little understanding of why Generational Poverty Class behaves the way they do and vice versa. Both classes are looking at the world through two very different sets of lenses. We often find these misunderstandings playing out in various settings and in our community outreach efforts.

All too often we stereotype groups and behaviors without the complete story. Stereotyping involves making a judgment or assumption about a person on his/her behavior not on the basis of knowing that person, but based upon generalized observations or beliefs about the group to which this person belongs. Stereotypes often contain a “kernel of truth” which has been over-generalized or exaggerated to the point of distortion.

Contact Fannie Glover for more information. ​


Attendees will learn the importance of the first five years of a child’s life are most critical for investment. The ROI in early investments is at its highest return than any other time in life. This presentation will provide statistics from Dr. James Heckman and NYS Child Care Economic Impact Study. High quality early learning provision plays a major role in closing skill gaps while addressing current employees absenteeism rates.

Contact Fannie Glover for more information. ​

pig bank

​About Fannie Glover

Fannie is the Director of Special Projects for a statewide network. Ms. Glover also manages the coordination, recruitment and development of business leaders’ work groups, statewide. She has developed and facilitated management and leadership training, strategic planning retreats, keynote speaker, board development and presented at national, regional, and state meetings and conferences. She also directs all activities around equity, diversity and inclusion efforts-for the Child Care Resource & Referral Statewide Network.

Early Care & Learning Council

Fannie has over 15 years in Human Resources and holds a degree in Organizational Development. To complement her training she is a trained facilitator for Anti- Defamation League (ADL)- an organization designed to build bridges of communication, understanding and respect among diverse groups), attend national conferences, and participated in national focus groups, to enhance her continuous learning process.

Fannie was selected from a national pool of applicants as an Equity Leaders Action Network (ELAN) Fellow- representing NYS as part of a national team to advance racial equity in early childhood systems/industry.

Fannie is a board member of NYS Society Human Resources Management (NYSSHRM), NYSSHRM Workforce Director. She is past NYSSHRM Diversity Conference Chair/Diversity Director, and SHRM National Top Diversity Professional Workgroup Taskforce; founder of the Capital Region Human Resource Association Top Five Spectrum Award initiative. She is past V.P. of AIM Services Inc. board of directors, (an organization serving individuals with disabilities and brain injuries). She is also a member of several associations and organizations associated with equity, diversity and inclusion efforts.​