New Work+Life Flex Normal by Cali Yost

12:15 pm | 0 recommendations | 1 comment

My Voice: Lost and Found

Raise your hand if you think talking is something you do without considering the mechanics of the process.  Well, until I lost my voice in early November, that’s what I thought.  And the very unscientific poll I’ve conducted since that fateful day confirms I was not alone in my ignorance. 

Good news!  Two months later my voice is better than ever; however, I thought I’d share some of the surprising insights from the recovery process to help others avoid the loss of their voice—something most of us take for granted.

Lost

First, the backstory.   I love to talk.  Anyone who knows me will confirm I’m a talker.  Whether it’s one-on-one, or delivering a speech to 500 people, talking is something that’s always come very naturally to me.  My voice has also been an Achilles heel.  If I get a cold, you can immediately hear it in my voice.  If I talk too much at a party, I feel it in my voice.  But it was never a major problem until the speech I gave in early November. 

The room was beautiful, but the acoustics terrible.  The 300 people in the audience were eating lunch which normally wouldn’t be a problem, but the sound system wasn’t working very well.  The speaker who went before me struggled mightily to be heard throughout her presentation, so shouting was the only option.  I wasn’t worried because I have a loud voice, but I was fighting a cold and had just delivered five others speeches in the weeks prior.  So, I stepped to the podium and began to speak as loudly as possible.  About five minutes into the speech I felt a pull or “snap” in my throat. 

I didn’t think much of it at the time because the volume of my voice was unchanged so I knew it probably wasn’t a vocal chord.  But when I got home, I could tell something was very wrong.    

In addition to the usual hoarseness I felt if I overdid a speech with a cold, I couldn’t sustain talking for long periods of time.  In other words, while I might not have sounded all that different, I had to exert an increasing amount of effort the longer I spoke. 

At first I thought it would get better on its own, like it always did.  I waited and continued going about my business, which I realized involves a lot of talking whether it’s talking to a client on the phone, or coordinating the day-to-day care of my family. 

I communicated as much as I could via email.  I matched the number of speeches I gave and calls I made to the stamina of my voice in an attempt (not always successful) to limit the amount of talking.  But after two weeks, there were no visible signs of improvement.  Needless to say, I panicked.  I finally did what I probably should have done ten years ago—I called a doctor.  And the amazing recovery process began.

And Found…

I’m going to save the details of what transpired over the last six weeks, and cut right to the main insights that might helpful, or that I wish I'd known.  I’m not a doctor, so this it not medical advice.  It’s my layperson’s interpretation of what I’ve learned from the ear, nose and throat doctor, voice/speech therapist, and pilates instructor (yes, my pilates instructor) who’ve been helping me:

1. Most of us don’t breathe correctly, and as a result, we don’t access the power of the breath when we speak and put unnecessary strain on our voices.  Turns out that I am an upper-chest breather, which I’ve learned is the way most people breathe, especially women.  And it’s wrong.  We should all breathe deeply from our diaphragm, especially if you’re someone who speaks for a living.  You put less strain on your voice and you can sustain speaking for longer periods of time.  In the three weeks I’ve been working with the voice/speech therapist and my pilates instructor to shift my breathing, I’ve noticed a huge difference.  It helps that I understand what deep, diaphragmatic breathing feels like from meditation, but once you consciously start breathing this way while sitting at your computer, driving in your car, and working out, you will begin to feel the difference in how you talk.
2. There are over 20 muscles and tendons wrapped around your voice box—who knew!  That snap or pull in my throat was one of the many muscles and tendons that wrap around your voice box.  Because my voice was already weak from the cold and my previous speaking engagements, that extra exertion caused me to pull a throat muscle/tendon which then contributed to the weakness I felt.  Now that the muscle is healed, I am much more aware of why singers warm up their throat muscles before a performance.  I realize now that I was like a long distance runner who never stretched.  Recipe for disaster.
3. Untreated acid reflux causes many voice problems.  My brother, the doctor, thinks that every ENT is too quick to attribute all voice problems to untreated reflux but in my case it is.  It turns out that there are two types of reflux, one you feel and one you often don’t feel.  I have the later type which is why I was never treated.  Now on Prilosec for four weeks, I’ve noticed a big improvement.  Here’s a clue this might be your problem:  do you clear your throat a lot?  If you do, it might be reflux.  I always thought my throat clearing was allergies, which brings me to the next insight…
4. Food allergies can contribute to weakness in your voice.  I’ve always known I’m sensitive to wheat and dairy, but I finally eliminated them from my diet.  This dramatically reduced the overall amount of congestion and general stuffiness that always made my voice have to work harder.  I thought this was normal.  Turns out it isn’t.
5. Tea with lemon, honey and turmeric is the magical throat elixir.  Drink as many cups of this as you can stand and it will work wonders.  (Thanks to Judy Martin for this tip).

As is often the case in life, one of the most frustrating experiences has turned into a gift.  My voice is even better than before, and hopefully what I’ve learned might help someone else who struggles with voice-related challenges, especially as we move into cold and flu season.  Here’s to speaking with strength and clarity in 2009!  Happy New Year!

03:34 pm | 0 recommendations | Be the first to comment

I Repeat...Flexibility is More Than an Isolated Alternative to Layoffs, It's a Broad Business Growth and Cost-Cutting Strategy

With a front page article in this week's New York Times, the use of work+life flexibility as an alternative to layoffs continues to gain momentum.   However, as I noted last week, four-day workweeks, reduced schedules, sabbaticals, telecommuting and flexible scheduling are not just isolated, downsizing tactics.  They are part of a broad, coordinated growth and cost-cutting business strategy with multiple benefits that include, but are not limited to, creative downsizing.  We are missing an important opportunity by not discussing flexibility in this larger context. 

Since August 2008, I have written (here, here, here, and here) and spoken (here), about work+life flexibility as critical strategy that allows organizations and individuals to rapidly and flexibly adapt to challenges that are presenting themselves at an accelerated rate.
 
In fact, the findings from the September, 2008 CFO Perspectives on Work Life Flexibility that we conducted with BDO Seidman, LLP were some of the earliest results to confirm that CFOs--the financial leaders in organizations--view flexibility as a strategic lever with a broad range of business impacts.  And, approximately one-quarter were ahead of the curve by incorporating different forms of flexibility in past downsizing strategies.
   
Why does this matter?  Because today we are grappling with how to respond to the recession, but after that, it will be something else.  Using strategic flexibility to rethink the way work is done, life is managed and business succeeds will help us not only survive, but thrive in an environment where change will be the only constant.  But we won't be able to use work+life flexibility as a business growth and cost-cutting strategy to respond to these changes if we don't see the possibilities.
 
My hope for the New Year is that we pull back the lens, connect the dots and begin to understand the other potential business and individual benefits of strategic flexibility.  In the meantime, let's at least celebrate the tactical use of flexibility to help people keep their jobs.

One final note, these are difficult times, but if you read the comments posted in response to The New York Times article, many people see silver linings of flexible downsizing beyond lost wages.  They talk about the shared sacrifice in difficult circumstances, and more time for their personal lives.  That’s an example of flexibly redefining “success,” which is another aspect of flexibility that’s even more important today.   

Note: Here's an interesting historical perspective on "voluntary reduced work time" from Kathie Lingle's Work-Life blog.   

05:21 pm | 0 recommendations | 1 comment

Make Alternatives to Layoffs Part of a Broader Work Life Flexibility Strategy

Thankfully, the call to reduce unemployment by rethinking traditional all-or-nothing downsizing is gaining traction.  Hooray! According to recent articles in the Wall Street Journal, the New York Times, and Wharton’s Knowledge at Work, more experts and business leaders are recognizing something I’ve been blogging about since the summer which is that there are alternative, more flexible approaches to reducing overhead costs. 

What’s interesting is that few, if any, of the articles discuss these alternatives in the context of a comprehensive work+life flexibility strategy.  They are presented as isolated tactics, and not as part of a broader strategic use of flexibility in where, when and how work is done and life is managed.  This strategic application of flexibility would allow organizations and individuals to adapt and respond to a broad range of business challenges and opportunities simultaneously.  Not just one. 

Flexible hours, reduced schedules, compressed workweeks, job sharing, flexible staffing, and telework can reduce layoffs, but they can also achieve other important goals at the same time.  Here’s an example of the targeted impacts that one organization expects from its work+life flexibility strategy: 

Work Better/Smarter – Improve workflow planning and improve communication
Manage Talent—Reduce real estate costs; manage headcount but without layoffs
Reduce Costs—Control health care costs by lowering the level of stress
Individual Work+Life Fit—Help people manage their dependent care responsibilities, and retain pre-retirees
Customer/Client Service—Extend coverage beyond standard hours
Environmental Sustainability—Cut energy use by reducing unnecessary commuting

In other words, while this company is using flexibility to manage headcount and reduce layoffs, that same strategy is also:

• Helping employees manage their dependent care responsibilities which makes them more productive, and allows them to bring the best of themselves to a challenging work environment;
• Providing coverage for clients beyond the company’s standard 9-to-5 EST workday which makes clients happier;
• Improving the way people communicate, coordinate and plan their work which improves productivity;
• Reduces real estate costs as people work remotely, shift hours and share offices; and  
• Allows individuals who are close to retirement to reduce their schedules and salary, but continue to earn an income which retains their knowledge and reduces costs. 

The isolated, tactical focus of the downsizing articles is understandable given the urgent struggle with unemployment.   However, it also reflects a broader bias we found in the recent CFO Perspectives on Work Life Flexibility survey conducted earlier this year with BDO Seidman, LLP:

• Only 13 out of the 100 top CFOs surveyed worked for an organization with a formal approach to flexibility and with a senior leadership team who saw flexibility as a strategy for managing costs, talent and workflow; 
• The remaining 87, or 87%, of the CFOs surveyed worked for organizations with no formal approach to flexibility and/or with a leadership team that saw flexibility as an informal “perk.”   

The CFO responses reflect the broader understanding of work+life flexibility.  And they also represent costly missed opportunities, which organizations and the individuals who work for them can’t afford especially in this recession.  We need to connect the dots.

As Anat Lechner, a clinical associate professor of management at NYU’s Stern School of Business, noted in the New York Times, when you consider the expenses for planning, legal fees, severance, outplacement, the redistribution of work, the reduced productivity on the part of “survivors” and the cost of recruiting and training new workers when business picks up, layoffs “simply do not make sense.”  The strategic application of flexibility can avoid many of these unnecessary costs, but it can also do so much more. 

So the next time you read an article about how organizations are using flexibility to avoid laying people off during the recession, shout “hooray,” but also hope they know how many more benefits they could be realizing.  Because I'm afraid most don't.

Do you think companies are considering flexible alternatives to downsizing?  And if they are, do you think they see them as isolated tactics or as part of a broader work+life flexibility strategy with potential benefits in multiple areas of their business?  If not, why? 

10:01 am | 0 recommendations | Be the first to comment

Recession Silver Lining: No More Excuses Not to Make a Work+Life Fit Change

By nature, I am a glass half-full person.  So even though there are many dark clouds hanging over this long and painful recession, I continue to look for the silver linings.   And I believe this recession is going to force some people to finally find the work+life fit they really want.

The other day I had lunch with Bob, the brother of a friend, to help him think through a difficult work+life fit decision.  A year ago, Bob negotiated that in January 2009 he would take a package and leave the job he’d held for 10 years with the same company.  While he had been very successful, a change in leadership and the sense he needed a new challenge made the package seem like a perfect segue into the next phase of his life.  Then the recession hit full-force, and now he is reconsidering.

He doesn’t want his current job anymore and his employer wants him to stay.  They have offered him a few alternative jobs none of which are particularly appealing.  But Bob has a 15 year old going to college soon, and a large portion of his college fund was lost in the market downturn.  Bob is concerned that there won’t be any jobs out there, which is understandable given the unemployment figures. 

He’s stuck in an all-or-nothing quandary—do I stay and have salary, or do I leave and face a financially scary unknown.  This is where I come in.  We talked, and ultimately Bob realized that maybe there was a middle way work+life fit.  Here are some clues from our conversation that helped Bob begin to see the possibilities:

“They’ve offered me a lower level job I could do in my sleep.  It would give me money, and a lot of flexibility to investigate other opportunities, but my ego would take a big hit.”   Maybe Bob doesn’t have to quit.  He could try take this lower level job, do what he needed to do, but use the autonomy and flexibility to beginning setting up his next career move.

But taking this lower level position will require him to redefine success.  Chapter 9 in my book, “Work+Life,” is devoted to challenging the Success Roadblock by rethinking what success means to you.  In Bob’s case, he may no longer have the same title or level of responsibility but he will be taking the steps needed to succeed in his next job while continuing to have an income.  But he has to feel okay about that change.  Redefining success can open up work+life fit opportunities that we may not have otherwise considered. 

“I LOVE going in and setting up high functioning sales teams.  And my specialty is the hardest, prospects and sales.  Those are my favorite.”   When Bob said this I stopped him, “Did you hear what you just said?”  I could see he was confused.  I continued, “When you say, ‘I love..’ that begins to tell you where you want to go next.”  He thought for a moment, and agreed, “You know I would love to consult with companies looking to take their sales teams to the next level…” and with that we began to identify a number of potential avenues for him to investigate while he continued to work for his current employer in some capacity.

“You know if it wasn’t for this package and the fact that in this economy my compensation isn’t going to be terrific, I’d never consider leaving this job.”  It is very hard to walk away from a “good” job with a good salary to pursue what you love without a compelling reason.  This is especially true if you have a family to support.  But Bob began to see that maybe this package was a blessing that would force him to finally go and do something new.  When times are good, and bonuses are high, in some ways it’s harder to walk away from a senior-level position.  But if Bob takes the lower level job, he’ll make money while putting the wheels in motion for his next opportunity. 

Sometimes tough times can force us to make the work+life fit changes we’ve been too afraid to pursue.  And, as Bob discovered, the choice is not all-or-nothing.  Even in a recession, there are many potential work+life fit options.  It’s a matter of seeing the possibilities, challenging your fears, redefining success, figuring out what you want and creatively making it happen.  The good news is, everything I shared with Bob can be found in my book, “Work+Life: Finding the Fit That’s Right for You.” 

For another interesting perspective on using "/" careers to manage your work and life in the recession, check out an interview with and blog by Marci Alboher, author of One Person/Multiple Careers, on the "The Takeaway" radio show site.  And follow Marci, the former New York Times Shifting Careers blogger, at heymarci.com. 

Keep looking for the silver lining.  I know I will, and I’ll share what I see.  Have you seen any work+life fit bright spots in the recession?   

09:48 am | 0 recommendations | Be the first to comment

Michelle Obama as Post-Balance Rorschach Test

In September, I predicted, “Sarah Palin’s and Michelle Obama’s impact will be a subtle yet powerful shift away from the “balance” mindset and the “all or nothing” work life dichotomy that drew the battle lines of the unwinnable mommy wars.  They have the power to usher in the post-balance era of countless work life fit choices based upon our unique work and personal realities, and finally begin a productive discussion about the way work is done, life is managed, and business operates.” 

Now Barack Obama is the President-elect, and my prediction is coming true.  How we perceive Michelle Obama’s choices as she moves her family to Washington, and begins her new job as first lady is a rorschach test for our post-balance approach to managing work and life.  Most of us still think in outdated “all or nothing” terms, judging Michelle Obama’s choices from a simplistic viewpoint.  Consider the following myth-based responses: 

Myth #1: She’s being forced into a more “traditional” role

According to a recent article in the International Herald Tribune, “While Obama has publicly embraced her soon-to-be-assumed role as first lady many women remain deeply divided over whether she will become a groundbreaking pioneer, or a dispiriting symbol of the limitations of modern-day, working motherhood.”  Why does it have to be all or nothing, ground-breaking pioneer or dispirited symbol?  Because this is how we think, and in doing so, we label ourselves and others in ways that are often inaccurate.  Michelle Obama seems to understand.  She told the Washington Post, “My view on this stuff is I’m just trying to be myself, trying to be as authentic as I can be.  I can’t pretend to be someone else.” 

Like all of us, she is a complex individual whose choices aren’t going to “fit” neatly into any simple category.   I believe she’s going to be a ground-breaking pioneer, who will help us all envision unique possibilities of working and having a life. 

Myth #2: She has “sacrificed” her career, which women are expected to do

Cherie Blair, the wife of England’s former Prime Minister, Tony Blair, offered her perspective in The Times of London, “It is something of an irony that in these days of pushing for equality, those of us married to our political leaders have to put their own ambitions on hold while their spouses are in office and keep their views to themselves…I, at least, had my career.  That is not an option for Michelle Obama.” 

First, let’s talk about how she has sacrificed her career.  As of 2006 Michelle Obama made $300,000 a year as a senior executive in a large city hospital.  She left this job to work (albeit unpaid) with her husband in a non-stop, arduous, two-year effort to become President of the United States.  She used every ounce of her professional know-how as she traveled and spoke on his behalf.  I would argue that the campaign was a career in and of itself.   

Now, she is getting ready to be the First Lady of the United States.  In this capacity, she will oversee a substantial staff and independent initiatives of her choosing.  As Karen O’Connor, director of the Women and Politics Institute at American University noted, “Let’s face it: If he serves one or two terms, when she leaves the White House she’s going to be made a partner at any law firm in the country.”   All of this begs the question: where exactly has she sacrificed her career?

Reality is that her husband now has a very big job that requires their family to relocate to Washington D.C.  Unless she wants a commuter marriage, she can’t continue in her old job unless the University of Chicago Hospital lets her telecommute.  But I would guess that being the VP of Community and External Affairs requires being present in the community.  Also, to attain his big job, her husband needed all the help he could get.  So, being a smart man, he looked around and saw his intelligent, dynamic, beautiful, impressive wife and he wanted her on his team.  They did this together—working side by side.

Again, most importantly, she doesn’t think she’s made an all or nothing sacrifice.  As Michelle Obama told CNN, “I miss my colleagues.  I miss my work, I enjoyed what I was doing…But this is really pretty significant.  My view of career is that I can always have whatever career I want.  That’s why I don’t question that I can go back to that job, or go back to something else interesting.” 

While the research will show that women do “give up” their employment and earning potential more than men, this is no longer the hard-and-fast rule it used to be.  These days, it goes both ways.

For example, our friends Denise and Joe moved to Europe when she got a new international marketing job.  In their case, he decided to quit his full-time job, and become a freelance graphic artist.  He also took on the primary responsibility of transitioning their two children into their new environment.  Far from being a sacrifice, their joint-decision opened up a whole new set of career possibilities for Joe that he probably wouldn’t have explored otherwise.  

Then, there’s Dan Mulhern.  Like Michelle Obama, he graduated from Harvard Law School in the late 80’s, and is the spouse of a national politician.  As the husband of Governor Jennifer Granholm, Mulhern is the “First Gentleman” of Michigan.  And in that capacity, he runs the First Gentleman’s Club, a vehicle he uses to promote the causes he is passionate about—developing great workplaces in Michigan, increasing the number of male mentors, and hosting a nightly radio show discussing leadership. 

Instead of seeing the changes in their lives in terms of an all-or-nothing sacrifice—he/she wins, I lose--like Michelle Obama, both Joe and Dan saw it as an opportunity to embrace and leverage a new work+life fit. 

Myth #3:  By publicly focusing on her kids during their transition to a new home, school and community, she seems less serious and professionally ambitious which reflects badly on other working moms 

In her Washington Post column, Ruth Marcus wrote, “When Michelle Obama took to describing her new role as mom in chief, my first reaction was to wince at her words.  My second reaction was to identify with them….I was okay, actually with what Obama said.  But I worried: Did she have to say it out loud, quite so explicitly?  Is it really good for the team—the team being working women—to have the “mommy” stamp so firmly imprinted on her identity?” 

But she is a mom.  And she’s a highly successful professional, who has made a child care decision with her husband.  Right now, Michelle Obama is candidly acknowledging that her daughters are her primary focus.  But that doesn’t make her any less professionally committed or ambitious. 

Someone needs to be there for the girls, but it’s not all she will be doing and it won’t last forever. While she is getting her daughters organized, Michelle Obama will be setting up her office, meeting with her staff, deciding what to focus on.  In other words, she will be working.  And when things settle into a routine, once again, Michelle Obama will redefine her work+life fit.  

Whether she realizes it or not, Michelle Obama through her words and actions is busting a number of our longest-held biases about the way we manage work and life.  She is showing us that there are no right answers, that change is opportunity, that just because one partner “wins” doesn’t mean the other has to lose, and that shifting focus onto the personal areas of your life doesn’t mean completely eliminating your professional identity.  It’s not “all or nothing,” it’s work+life fit.  And it’s going to look different for all of us.

What do you think?  How are Michelle Obama’s decisions regarding her work and life causing you to think about your own choices? 

11:08 am | 0 recommendations | 3 comments

Work Life Flex is Even More Important In a Recession

We could all use some good news, especially as it relates to our work+life fit.  I’ve spent the last few weeks traveling the country delivering one simple message to a diverse group of business leaders, employees, academics and government leaders:  Now more than ever, work+life flexibility is a core strategic lever with broad bottom line impact that allows organizations to not only survive the recession but thrive by:

• Controlling or reducing costs in many operational areas,
• Working better and smarter,
• Providing better customer service across time zones,
• Helping all employees manage their work+life fit to bring the best of themselves to a tough work reality,
• Managing talent and headcount (e.g. creative downsizing) and
• Continuing environmental sustainability efforts.

For more information about the business applications I’ve been discussing, check out the blog post I did for the Sloan Work and Family Network blog.

The good news is that the response to this message from all groups has been overwhelmingly positive.  This, in spite of the fact, that many of the leaders admitted later they’d arrived skeptical.  They believed that work+life flexibility might be a “perk” or nice thing to do that they could no longer afford.  What they heard changed their mind.

And individuals confessed that they arrived thinking all was lost with regard to their work+life fit until the economy turned around.  But hearing how to frame their case for flexibility as a win for them personally, but also as a way to benefit the business in the recession gave them hope.  It wasn’t just about helping them manage their work+life fit. But how could their flexibility cut costs, service clients better, and help them work smarter?

Flexibly rethinking the way work is done, how life is managed, and business is run addresses many challenges facing organizations in a world where rapid change is the only constant.  The innovative application of telecommuting, flexible scheduling, reduced schedules, compressed workweeks, and contract workers is an effective way to achieve diverse business outcomes.

The fact is, however, that the initial response of many leaders and organizations will be that flexibility is an unaffordable “perk” they can no longer afford.  But the economic downturn offers a unique opportunity to challenge their thinking, because change only happens when there’s either a compelling vision of the future or overwhelming pain.  Right now there’s a lot of pain, so my goal is to switch focus onto the untapped possibilities that strategic work+life flexibility offers businesses and individuals.

Work life flexibility is much more than a “nice thing to do,” or the “right thing to do.”  It’s a strategic lever that addresses a broad range of business challenges that are particularly relevant in the current environment.  Today, it’s the recession.  Two years from now, it will be something else.  Increasingly rapid change is the only constant.  The most adaptable and flexible organizations and individuals will not only survive, but thrive.  Let’s start now.  Unfortunately, I only reached 600 people in my travels so help me spread the word!

What do you think?  Share your stories about how strategic work+life flexibility is helping your run your business and manage your work+life fit differently in this recession.

03:59 pm | 0 recommendations | Be the first to comment

Economic Crisis Transforming the "All or Nothing" Work+Life Mindset

Listen to Cali on Wed 11/19 at 4:00 pm ET talk with Maggie Mistal about Work+Life Fit in a Recession on Sirius Radio's Martha Stewart Network!  "Making a Living with Maggie" inspires, educates and entertains listeners so that they feel empowered to make a great living doing work they are passionate about that fits into the lifestyle they desire.  Join Maggie every Wednesday at 4pm eastern/1pm pacific on SIRIUS 112 and XM 103.  For a free trial of SIRIUS visit http://www.maggiemistal.com/radio.htm

Now back to the blog...

More people are moving beyond the traditional “all or nothing” choice about whether or not to work when they experience a major work+life transition as a result of the economic crisis.  Out of necessity, more retirees are “working” in retirement; more mothers are seeking alternatives to opting out; and eldercare providers are trying creative ways to work and share care responsibilities.    

As I discuss in my book, seeing all of the possibilities that exist between the two extremes of “all work” and “no work” is not easy because it’s not how we typically respond to work+life challenges.   When I give speeches, I ask the audience, “You’re having a bad day trying to manage work and your personal life, what’s your first thought?”  Everyone laughs, because they all have the same first thought, “I’m out of here!”  All or nothing.  You can’t see the work+life fit possibilities if your default response is, “I’m out.”  But the economic reality is making it increasingly difficult to stop working even for a short period of time.  As a result, more flexible and creative ways to retire, be a mother or father and care for an adult relative while working are emerging.   

Here are some of examples of how the economy is driving people to rethink the “all or nothing” mindset: 

Reinventing Retirement:  According to a number of surveys, more and more “retirees” are working in retirement, either in paid or unpaid, full-time or part-time positions.  In other words, either out of choice or necessity, the decision to retire is no longer “all or nothing.” 

A couple of weeks ago I spoke to a group of 300 New York Federal Reserve Bank retirees.  As I walked in the building, the security guard asked who I was.  When I said, “I am the speaker at the retiree luncheon and I am talking about work+life fit in retirement,” he laughed, “Well, I’m a perfect example.  I retired from the New York City Police Department three years ago, and am now working full-time for the Fed as a security guard.” 

Later at the luncheon, I asked the 300 retirees to raise their hands if they were as busy or busier with some form of paid or unpaid work now that they were retired.  A large majority of the group raised their hands.  Clearly, they were not experiencing their parents’ retirement of a gold watch and golf.   

Mothers Rethinking Completely “Opting Out”:  The economic ramifications of “opting out” in terms of job re-entry and earnings capacity are increasingly a topic of discussion as the economy forces more mothers (and fathers) to start thinking differently and more flexibly about how they can work while caring for their children:

• In September, an academic symposium at Columbia Business School examined the heavy earnings penalty women experience when they leave the workplace even for a brief period of time.
• In her last Life’s Work column for the New York Times, Lisa Belkin reflected on how the moms she covered in her “Opting Out” article would fair if they tried to re-enter the workforce and had to compete with laid off workers for increasingly scarce jobs.
• And on the Oprah Winfrey Show, Suze Orman told a mom who was pregnant with her second child and worked four-days a week that she couldn’t afford to stay home full-time unless she dramatically reduced her family’s budget.  She explained that, even with the cost of child care factored in, the extra money she made every month was critical for her family to pay their bills, save for retirement and college.  (Interestingly, before Orman shared her verdict about whether or not the mom could stay home full-time, she presented her financial reality and asked the audience to vote.  A majority of the audience—including me watching from home—voted “yes.”  So it was surprising and thought-provoking for everyone, including the mom, when Orman’s answer was “no.”)

Creatively Managing Eldercare and Work:  New York Times Columnist, Jane Brody, discussed the ways caregivers for adult relatives are trying to creatively manage their care responsibilities because most can not afford to quit working. 
 
Retirement, motherhood and eldercare are just three examples of how economy is forcing us to move beyond the traditional “all or nothing” mindset of “I have to quit” in response to a major change.  Out of choice or necessity, more people are seeing the work+life fit possibilities and flexibly rethinking how, when and where work is done, because economically, not working at all is not longer an option.   

What do you think?  Are you or people you know “working” in retirement, rethinking whether or not to “opt out” when they have children or need to care for an aging relative?    Is so, what are they doing?

01:43 pm | 0 recommendations | Be the first to comment

The Wrong Time For Work/Life "Balance," The Right Time For Work+Life "Fit"

John Challenger, the CEO of Challenger, Gray & Christmas, a global outplacement firm, was recently quoted as saying, “Holding on to your job right now is more important for many than getting more work/life balance…This is not the right time to be negotiating those sorts of things.” 

With regard to “balance,” I agree with Challenger.  This is not the time to being talking to your employer about balance.  Why?  Because all your employer will hear is “I want to work less,” even if all you want is to work differently by telecommuting or shifting your hours. In today’s economic climate, any discussion of balance could be misinterpreted as not being willing to go the extra mile.  And we all need to go the extra mile. 

Here’s where Mr. Challenger and I disagree:  I believe that, now more than ever, we all need to actively and consciously manage our work+life “fit” so that we bring the best of ourselves to a difficult situation. 

When times get tough, many of us work harder, longer or faster thinking it will save our job.  This may work in the short-term, but ultimately we’ll burnout and start the downward spiral of working harder, getting burned out, having less energy, becoming unproductive, so we work even harder and on and on. 

Strategically managing your work+life fit, means you work and manage your personal responsibilities smarter and better.  Here are three tips for managing your work+life fit in a way that meets your needs as well as the needs of your employer during the economic downturn:

1. Focus on small changes in how, when and where you work—they make a big difference!  You don’t have to propose a big, formal flexible work arrangement to manage your fit.  Make small adjustments and choices.  For example, pick two days a week where you commit to leave work in time to get to the gym.  Come in a little bit earlier to get extra work done if you need to, but going to the gym gives you more energy for work and your life.  Commit to taking at least 30 minutes for lunch away from your desk twice a week. Meet a friend, call your spouse, text your daughter.
2. Identify ways work+life flexibility can help service clients better while also helping you manage your work+life fit.  For example, offer to cover clients in Asia one evening a week from home, and then telecommute the next day so you don’t have commute.  The result is that overseas clients get better service during their business hours, and you work from home one day a week.
3. How can work+life flexibility help reduce costs while also giving you the work+life fit you want?  For example, you have a sense that your company may need to lay people off.  You are interested in reducing your schedule or becoming a contractor, so take the initiative and present a proposal.  This alternative to layoffs saves your employer money but allows you to continue contributing to the business. 

John Challenger is right--this economic environment is no time for one-sided “balance.” But it’s the perfect time for strategic work+life flexibility that benefits the business and helps you manage your work+life fit.  The answer is not working harder, faster, longer.  It’s about rethinking work, life and the way businesses are run. Do you agree?  Or are all bets off? 

Call for Nominations-the Alliance for Work-Life Progress (AWLP) and World@Work to seeking nomiations for the 2009 Work-Life Rising Star Award.  Nominations will be sought for innovative, high potential career starters or individual mid-career contributors who exhibit a combination of professional and personal attributes that demonstrate emerging leadership and growing contributions to the work-life community. Deadline for submissions is November 14th.     

03:48 pm | 0 recommendations | Be the first to comment

Next President and Your Work+Life Fit—Highlights…and Concerns

Symbolism is important for driving cultural change.  Within this presidential campaign, there have been many powerful symbolic conversations and actions related to work+life fit.  For the first time:

• The male and female candidates on both Obama and McCain tickets and their spouses talk about how they manage their unique work+life fit choices and challenges; and
• Both campaigns list work+life front and center as part of their economic agendas. 

The question then becomes how do the McCain and Obama administrations plan to translate that shift in awareness into action that impacts the reality of individuals? 

Ellen Galinsky of Families and Work Institute recently hosted two unprecedented conference calls in which representatives from both campaigns outlined the specifics of their philosophy, policies and programs related to a broad range of work+life issues.  Detailed transcripts and commentary on these calls is available at www.familiesandwork.org.

Having listened to both calls and read the transcripts (which I urge you to do), two very different approaches emerge in a number of areas.  To provide a context in which to compare the two strategies, here is an overview of the trends in work and life presented by Brad Harrington, the Executive Director of the Center for Work and Family at Boston College in a recent presentation at Cornell University:

• Aging workforce and generational diversity
• Challenges of working in a more diverse workplace (e.g gender, race, ethnicity, religion)
• Increasing workload, stress and dramatic increase in health care costs
• Globalization, working across cultures, and the 24x7 workplace
• Pervasive use of technology and working virtually
• Growing importance of work-life. 

I would add: 

• Increasing pressure on businesses to cut costs and work smarter/better, and additional financial uncertainty and work-related pressures for individuals. 
• Ever-increasing pace of change that requires organizations and individuals to adapt and respond by being even more flexible in the way work is done, life outside of work is managed, and business is run in order to thrive. 

In the context of this work+life reality, my thoughts on the Obama and McCain work+life strategies are as follows:

Obama Work+Life Strategy—What I like:

• Sees work+life as mainstream economic and social policy issue
• Flexibility is a partnership between government and business through a combination of incentives and education to support the benefits.  The government would be a model employer and Obama endorses the Kennedy legislation allowing employees to present a plan for flexibility, but still give the employer the right to determine whether or not to approve.
• Power of the “bully pulpit:” Leveraging the power of the President to move the conversation and change understanding and perception about work life issues.
• Expanding FMLA coverage to more people, and more issues including eldercare, parental participation in academic activities, and situations of domestic violence.
• Making FMLA a paid leave.
• Employers would have to provide seven paid sick days.
• Comprehensive approach to care for children: Taking a comprehensive approach to children ages 0-5, as well as after-school care for school age children.
• Increase minimum wage.
• Seeing role of government as supporter and facilitator of solutions for business: “We are in a tough time economically so we don’t want to do anything that is ineffective or inefficient or that would actually hurt employers.  Government bureaucracy needs to be changed, but in some cases it will be a conversation (about) cultural norms. People don’t want a hand out, but do want a government that is on their side. 

Obama Work+Life Strategy—Concerns:

In a nutshell, my concern is cost, especially given the recent economic downturn.  And from a pure cost perspective, yes, these proposals will be expensive.  But in the context of the work+life reality outlined earlier, the benefits from the overall investment will offset a sizeable portion of the costs through increased productivity, goodwill, workforce preparedness, and enhanced global competitiveness in terms of a flexible workplace and workforce.  In other words, from a pure “cost” perspective I am concerned.  From a cost/benefit perspective, I am less concerned given the positive results I’ve observed over the past 13 years in the work+life field.
 

McCain Work+Life Strategy—What I like: 

• Plan to set up a Commission on Workplace Flexibility and Choice made up of a bipartisan group of workers, small and large employers, laborers, academics. They would sit down, look at the issues, and come up with recommendations to modernize labor laws, look at training needs, flexible work arrangements, and how to promote telework.  Other issues reviewed would include health care portability, and retirement plans.  The commission would be based at the Department of Labor.
• Higher education, simplify access to credits and supports so that people can more easily understand the supports that are out there and access them.
• Review tax code related to telework—opposes internet taxes and new cell phone taxes that would undermine telework.
• Create “centers of excellence” for Head Start in every state that other Head Start programs could emulate.
• Improve the way money for Head Start and after-school program is spent with standards for measuring teachers who are performing well who have students who are ready to leave and move to the next grade.
• Programs to train retirees to teach and mentor students at high-risk for dropping out. 

McCain Work+Life Strategy—Concerns:

In the context of the work+life reality outlined earlier, my concern overall is that the McCain approach focuses too much on direct “costs” of programs and policies, without considering the benefits in terms of productivity, and workforce preparedness:

• Because FMLA is not paid, many employees can’t afford to take it.  On the surface, this saves employers money, but in reality all an employer gets is a distracted, stressed, unproductive employee who is unable to care for their family.
• While not mandating sick leave seems like a cost-saving idea on the surface, it actually encourages sick people to go to work and their sick children to go to school which infects everyone else thereby increasing the amount of sickness and reducing productivity.
• How are parents in general and low-income parents specifically, supposed to work without full-time care for their children?  As noted in the transcript of the calls, I’m not sure the McCain plan to focus on making sure money in Head Start and after-school programs is spent more effectively and not adding additional money is going to provide the level of care needed in both of these areas.  Again, in terms of direct dollars spent the cost would be high; however, the return on the investment from quality child care for all ages in terms of parental productivity and school readiness has been proven to be strong.

Common issues both plans addressed:

• Healthcare—they agree we need to reform the system, but differ on how.  I will leave it to healthcare experts to argue the pros and cons of each approach.
• Eldercare—they both recognize it’s an issue and needs to be addressed with an emphasis on long-term care and flexibility.
• Energy—they agree we need to relieve some of the cost pressure from energy, again the nuances of their approaches are beyond my expertise.
• Oppose Wage Discrimination—they agree wage discrimination based on sex is wrong, but the legislative approach to address the issue differs in ways I am not able to comment on knowledgably. 

Common concerns about both plans:   

• New Skill Set:  We need to be taught how to manage our work and life in partnership with our employers.  And most of us don’t know how.  I wish I heard more from both campaigns about the fact that we, as individuals, need to play a big part in coming up with mutually-beneficial work+life fit solutions, and we need the skills to do it.  How are we going to get those skills?
• New Language: As I have said before, I am concerned about the work+life language both campaigns use.  They need to expand the work and “family” language to include everyone in the context of our work+life reality.  The work and “life” language with family being a big part of that experience is a potential solution.  The same holds true for the word “balance.”  It’s too limiting and conveys that there is one “right” answer, which doesn’t reflect the reality that there are countless ways to combine work and life that depend upon your unique work and personal circumstances day-to-day, and throughout your career. 

Bottom-line:  I may not agree with everything each candidate is trying to do within his campaign’s work+life strategy.  In fact, when analyzed in the context of the reality of work and life, I think both could do more to help employers, employees and their families become more flexible and adaptable and better able to thrive in an increasingly changing world.  

That said, both McCain and Obama deserve credit for making work+life issues more front and center than they have ever been in an election.  Hopefully, we will see real change and long-overdue progress after November 4th. 

What do you think?  Given the work+life reality we all face, how would you rate the philosophy, and proposed policies and programs of the two candidates?   

07:21 am | 0 recommendations | 3 comments

Perseverance and Resilience—Lessons from a Funeral on What Matters Today

Going to a funeral is never fun; however, this past weekend, as I celebrated the life of a man who lived 95 good years, I received a welcome, but unexpected surprise.  With the ever-worsening economic news as a backdrop, the triumphs and challenges of my aunt’s father’s extraordinary life reminded me of what really matters in difficult times. 

Resilience and perseverance in the face of hardship were consistent themes in the life of David Popper, or “Mr. Popper,” as I knew him growing up.  The contrast between how overwhelming his challenges were, and the level of personal and professional success he achieved as a highly-respected U.S. ambassador and diplomat made the lessons in his story even more powerful. 

At key points, he could have given up, and no one would have blamed him.  But he chose to move forward, regroup and fight on with peaceful, generous determination.  Two lessons from his life struck me as particularly relevant for the uncertainty many people face today: 

Lesson #1:  In hard times, it’s imperative to keep moving forward no matter how difficult the circumstances because they will turn around.  Persistence and resilience were the keys to his success:

• In his early twenties, newly-married and getting ready to attend graduate school, his father was killed in a car accident.  As the oldest, he felt he needed to put his plans on hold indefinitely to care for his mother and three younger siblings.   He wouldn’t get the chance to begin his diplomatic training and career until well after World War II.

• When he was at the State Department, Joseph McCarthy accused him of being a communist.  Even though all of his colleagues knew this was a completely unfounded charge, the Secretary of State felt enough pressure from McCarthy that he put Mr. Popper on an unpaid leave of absence for three-months while they prepared for his hearing.  Things did not look good. 

With three children, no income and the real possibility of having his reputation and career ruined by the false allegations, he didn’t sit back and wait helplessly for the verdict to be delivered.  Instead he worked everyday for three months preparing a detailed defense.  When he presented his case to the Secretary of State and the panel reviewing the charges, they were so impressed that McCarthy backed down, the formal hearing canceled, and the charges dropped.  But that wasn’t the end of it.  Although the allegations were dismissed, they would continue to haunt him and risk derailing his career at other points, but each time he fought back and won. 

• When he was the Ambassador to Chile during the Pinochet regime, he continued to press the importance of human rights even as Henry Kissinger told him to back off, because the U.S. was secretly supporting the regime for other political purposes in the region (for more details, see his obituary in The Washington Post).   While he was always diplomatic and did the job he was asked to do, he was unwilling to compromise his integrity.  Many believe he was instrumental is saving countless lives in the process.   

Lesson #2:  In good times, no matter how successful you are, all that really matters is your integrity, your family and friends, and helping others.  One benefit of tough times is that they can reacquaint you to what really matters.  And it’s instructive that when asked at the end of his extraordinary life what mattered most, Mr. Popper downplayed most if not all of his academic and professional successes.   Instead he focused on his family and how glad he was that he had the opportunity to serve others and make people’s lives better. 

David Popper was a man who achieved levels of professional success most of us will never achieve, but he also resolutely endured challenges beyond which most of us will experience.  And he did it with dignity and grace.  I walked away from the celebration of his life much lighter than when I  arrived because his story made me believe that we can not only survive these uncertain times, but we can thrive.    The key is perseverance and resilience, no matter how steep the odds.  Thank you, Mr. Popper, for the important reminder. 

Need some help persevering and cultivating resilience in your own life?  Here are some helpful resources I like:

1) The Bounce Back Book:  How to Thrive in the Face of Adversity, Setbacks and Losses, by Karen Salmansohn

2) PRACTICAL CHAOS™: Reflections on Resilience CD, by Judy Martin

Do you have examples of resilience and perseverance in the face of overwhelming challenges that can remind us all to keep moving forward in uncertain times?