Changes to Improve Work-Life Balance for Parents

When I was 30, I was a savage. 16-hour days, constant hustle, and no vacations and I don’t regret it one bit. But, now at 45, as a founder and parent of 3, I’ve traded grind for intentionality. Here’s how I balance work and life without sacrificing either: == 1) Skip alcohol and THC. I used alcohol to blow off steam after long days. I thought I deserved it. Now, avoiding those crutches has transformed how I sleep, wake up, and show up for my kids. 2) Sleep is a superpower. I’m in bed around 9:30pm and wake up around 530am. Better recovery leads to thinking clearer, leading better, and showing up fully. 3) Carve out personal space. I go for a 30-60 min run first thing. My biggest breakthrough thoughts come during my morning run. 4) Involve the kids. I used to compartmentalize “work” and “family.” Now, I bring my kids into what I’m doing whenever possible. Whether it’s having them sit on my lap during a podcast or showing them what Dad’s working on, it’s a way to connect and bring them into my world. 5) Outsource house chores. Mowing the lawn? Deep cleaning the house? This is like stepping over dollars to pick up dimes. I’m sure you enjoy it to a degree, but free yourself for what truly matters: family, health, and the work that moves the needle. 6) Use time blocks. I timebox everything—whether it’s deep work, family time, or even downtime. Setting alarms and blocking time on my calendar keeps me focused and prevents the day from running away from me. 7) Be ruthless about what matters. At 30, everything felt urgent. At 45, I know the difference between important and noise. For me, balance doesn’t mean doing everything—it means doing the right things. == The key is this: Seasons of life change. When you’re young, embrace the grind. Push your limits. Be unbalanced. But as life evolves, so should your approach. This is what works for me—what would you add to the list?

"Are there any meetings we need to move that would make this easier on you?" Imagine being asked that on your first day back from leave. This simple question would be a game changer for working parents. (Especially nursing mothers who face the invisible and often overlooked task of pumping at work.) Many companies talk about supporting working parents, but their actions often fall short. I've talked to so many people who work at "top rated" workplaces for parents but are having awful experiences. Here's what genuine support for working parents looks like: Flexible Work Arrangements: Offer remote work options, flexible hours, and compressed workweeks. Recognize that parenting doesn't adhere to a strict schedule. Measure performance by the work they get done, not the hours they put in. Supportive Leave Policies: Not just on paper, but true leave for all parents. Have a plan for who will cover for them while they are gone and how they will ramp back up when they return. Culture of Understanding: Allow people to parent out loud. Train managers to create back up plans and be ready for when unexpected situations arise. Good Business Practices: consistent priorities, clear responsibilites, trust in people to get their work done, defendable deadlines. These are things that will help every employee, but working parents need them even more. The top talent will always have a choice where to work. These are the things they look for to give them a chance to be the parent they want to be. #flexiblework #workingparents #parentingoutloud

I work with Human Resources and caregiver employee resource groups, to support parents, often to update policies and practices. Leaders, if you can prioritize one thing to improve retention and morale, take a close look at how your org handles parental (and even unplanned) leaves. Paternity leaves are on the rise and what happens before, during and after parental leave for moms, often determines whether or not she stays in her role. The first year of a baby's life, is also a critical window to improve mental and physical health outcomes for moms, parents, and babies, so flexibility and support at work is crucial. I had the pleasure of speaking with Tara Weiss Bronstein about this for the The Wall Street Journal. She covers a lot of great options in the article (subscription required) and here are a couple of key takeaways. 1. Get creative about coverage while people are out. Yes, consider temporary hires or contractors, but internships for current employees provide invaluable experience and "returnship" programs are amazing to re-skill displaced workers. 2. Pre-game the return to work, not just the parental leave. Most new parents need to revisit their schedules and priorities during what is often a foggy-sleep-deprived haze post baby. The parent who gave birth, is also going through a physical and emotional recovery that may require ongoing medical care. 3. Take the lead as an organization. Absolutely get input from moms, dads and parents about their parental leave plans. But please don't leave it to them to choreograph the whole thing. Most people don't know what they'll need in advance or how the organization can best support them. #parentalleave #FMLA #employeeexperience #workingmothers #workingparents #familyfriendlypolicies #managertraining