Many teachers explore franchising (or self-employment) for various reasons: a better life, more flexibility, more headspace, time back with family or because they want a new challenge after teaching.

For some teachers, the first step into business becomes the start of a new kind of leadership. Built around your values, your wellbeing, and your own definition of success.

In this session, we were joined by two former teachers who have scaled their franchises in a way that felt refreshingly grounded:

• Hanna – former secondary languages teacher, now running a Kidslingo territory with a growing team.
  

Katherine – former Head of Geography (MAT-wide), now running Nature Makers and building a network of freelancers across a large territory.

Watch the webinar here:

Here are some of the key themes we took away.

1) Teachers don’t leave because they “can’t cope”; they leave because they care

Both Hanna and Katherine spoke with real love for teaching. They weren’t running away from the classroom; they were responding to the reality that education can become so restrictive it stops you from doing the job the way you know children need.

Hanna described the “hamster wheel” feeling, always on, always catching up, and trying to do that while exhausted and sleep-deprived as a parent.

Katherine described the pressure of trying to meet the needs of students and her own child and the stress of feeling like she couldn’t do either to the standard she held herself to.

2) The “right fit” franchise feels like your personality, passions and values

Neither speaker chose their franchise randomly.

Katherine chose Nature Makers because it matched her values: connection to nature, wellbeing, creativity, and a wider sense of social and environmental purpose. It felt like “the best bits of teaching geography” but outside the classroom and with far more freedom.

Hanna found Kidslingo by spotting a gap in the market (Spanish early years classes) while attending baby groups. She was drawn to the structure and credibility of a franchise, resources, curriculum documentation, and support, while still having creative room to deliver sessions in her own way.

3) Scaling didn’t start with ambition; it started with demand

One of the most reassuring messages of the night was this:

Neither Hanna nor Katherine began with a master plan to “build a big business.”

They started by delivering sessions themselves. Then the enquiries came. The opportunities expanded. And scaling became a practical decision:

• Katherine realised she couldn’t fit everything into one timetable and still pick up her child, which was the point of the change in the first place.
  
• Hanna started with baby classes, then followed demand into after-school clubs.
  

Growth wasn’t rushed. It was earned.

4) Hiring is emotional

Both speakers were honest about what many people don’t say out loud, that hiring can be hard, not just logistically, but emotionally.

Hanna talked about how difficult it was to hand classes over when you’ve built relationships with the children, and how you have to let others deliver in their own style.

Katherine shared that stepping back can feel nerve-wracking… but also unexpectedly proud. Watching others deliver sessions made her feel proud of the business she’d built, and she learned new approaches by observing her team.

5) “Bring your child along” is not a simple yes/no

This was one of the most useful reality checks of the webinar.

Many teachers look for roles where you can bring your child with you, but both Hanna and Katherine explained how this changes as children get older.

It might work brilliantly in baby classes. It might feel impossible with a Year 1 child who doesn’t want to “share mum,” or whose behaviour changes when you’re leading a session.

The takeaway: flexibility exists, but it evolves. Plan for different seasons.

6) Slow growth protects quality and reputation

Hanna’s approach to growth was particularly grounded. She knows there is plenty of business available, but she is cautious about expanding too quickly because hiring the wrong person can damage trust with schools and undermine long-term potential.

When you work in schools, your reputation is everything. Both speakers highlighted that scaling only works when quality stays high.

Katherine echoed this too: she grew “one person at a time” so she could train properly, keep standards consistent, and protect the experience for families and schools.

7) Teachers already know how to lead; they just need a new context

A subtle but powerful theme running through the whole session:

Teachers are already skilled leaders.

They manage time. Train others. Build relationships. Create structure. Lead behaviour. Adapt constantly. Think strategically. Communicate with different stakeholders.

Katherine even pointed out that while employing people felt like a new challenge, she did have leadership experience, just in a different context.

And Hanna’s story of recruiting a Spanish-speaking TA she met in a school corridor was a perfect example of teacher instincts: noticing talent, building rapport, moving quickly, and creating opportunity.

8) “Work-life balance” becomes more than balance; it becomes ownership

Both speakers described something teachers rarely experience in schools: the ability to switch off without guilt.

Hanna shared that she feels she has her life back and that thinking about work now is different, because it’s driven by choice rather than pressure.

Katherine spoke about having weekends again, not spending day one of the holidays recovering from stress, and having more control over time and energy.

It wasn’t that they didn’t enjoy teaching. They did, but the new model gave them something teaching couldn’t: ownership.

Conclusion

You don’t have to scale fast to scale well.

You can grow slowly, with purpose, and still build something bigger than you imagined.

Whether you’re considering a franchise, building your own business, or simply exploring what else is possible, learning from former teachers who have made the leap is one of the most useful (and reassuring) steps you can take.

If you want to know more about either franchise, both Katherine and Hanna would be more than happy to have a chat with you, you can find their contact details in the comment section of the YouTube Video.

To explore more franchises that value teachers’ skills, please visit our dedicated page: Franchises, or take our Franchise Selector Quiz to see who might be a good fit for your lifestyle.