The field of early care and education as a whole is recognized as an optimistic profession, but it is stuck in a system that some feel is hopelessly malfunctioning. In a report by the Center for the Study of Child Care Employment (2009), the total replacement needs for child care workers were 29.5% in 2006. Hiring and training new staff every year (usually 30%) is a costly and difficult problem for directors that can result in low staff morale, reduced teacher effectiveness, and drains on one's budget. Children and families are also affected when there is a high turnover rate as they lose established relationships. This affects the social system and changes the organizational outcomes as a whole. The author suggests the profession should look to centers' strengths to promote change. There are six steps in the process of managing change in programs. In this article, the author looks at each one in turn. She discusses how one center's efforts to institute center- and community-wide change.