It’s the moment every provider dreads: the phone rings. The Ofsted call.

Now, some level of nerves? Totally normal. It’s a big deal. But if your organisation spirals into chaos, last-minute PowerPoint decks, people staying late to "tidy" paperwork, staff frantically asking, "What do I say?", then we need to talk.

Because that reaction? That’s not just fear. It’s a sign of deeper issues. Not personal ones, organisational ones.

Let’s break it down.

1. If you’re scrambling, your processes aren’t embedded

Outstanding organisations don’t rely on a 'show'. They rely on consistent systems. If policies are only dusted off when the call comes, or if you’re having to remind people of procedures they should know by now, that’s a flag. Not a failure—just a flag.

Inspection shouldn’t require a makeover. It should be a moment to show what’s already there.

2. Panic often = weak culture

If your team go into overdrive, it can suggest they don’t feel confident that what they do every day is “good enough.” That’s not on them, that’s a cultural issue.

People panic when they feel like they might be blamed, exposed or caught off guard. A strong culture means people understand their roles, feel safe to speak honestly, and trust the systems around them.

If you’re fixing the fear, you’re not fixing the inspection - you’re firefighting trust.

3. Policy enforcement shouldn’t rely on performance

If staff only follow safeguarding protocols, assessment plans, or curriculum structures in the week before inspection, the issue isn’t their capability - it’s leadership.

Leadership isn’t about writing a policy and assuming it’s happening. It’s about checking, supporting, refining. It’s about regular QA that’s proportionate and purposeful. Not micromanagement, but engagement.

Inspection week isn’t the time to start enforcing policy. That work should be already done.

4. If you’re prepping people on "what to say" - ask yourself why

I’ve seen it. You’ve seen it. Sessions titled "How to speak to Ofsted." Role-play scripts. Panic around phrasing.

It’s well-meaning. But also? It’s a symptom of leadership gaps.

Staff shouldn’t need coaching on their lived experience. If they don’t know why they teach what they teach, or how it connects to outcomes, that’s not their failure, it’s a signal the organisation hasn’t built a culture of shared understanding.

Instead of scripts, we need ongoing, supportive conversations about quality, curriculum, and impact. Way before the call.

5. A calm inspection week starts six months before the call

It’s not sexy. It doesn’t go viral on LinkedIn. But boring things like:

• Bi-annual safeguarding reviews

• Deep dives with feedback loops

• Live SAR and QIP cycles

• Honest learner voice …these are the things that make inspection week feel like any other week.

When you build a calm, accountable, clear culture year-round, the call becomes a signal - not a storm.

What’s the fix?

First: no shame. The scramble is common. I’ve seen it. I’ve done it.

But the solution isn’t better prep the week before. It’s better systems six months before. It’s:

• Clarity over performance

• Ownership over panic

• Routine over reaction

Because when Ofsted calls, your culture picks up the phone.

And if the place goes into meltdown? That’s the bit to fix - not the script!