A Career that WorksBy Michelle Friedman, CPCC on behalf of the Museum of Motherhood
Environments Where Executive Working Mothers Thrive
Flexibility, People and Culture. According to a study recently published by three female Harvard MBA students, these are the main enablers of success for working mothers. Just as important as salary and job content, it is clear that many of the less tangible aspects of a role and employer make a huge difference for those concerned with work/life fit.
“Creating an Environment to Thrive; How Companies Support Executive Working Mothers”, because it examines exactly what my individual clients are most interested in, and what my corporate clients strive for.
Imagine…. the authors of this study are about to embark on a very exciting chapter of their professional lives – that first job out of grad school - and are already looking ahead to a future chapter, which includes the combination of working and raising a family. They know that their work/life fit will take many twists and turns and they want to choose a progressive employer with this in mind.
This is an important heads-up to employers looking to attract great talent, and a real affirmation to those of us currently in the workplace trying to navigate work and life in today’s business world.
I entitled this blog “A Career That Works” based on my conviction that fulfilling and satisfying work IS possible throughout the career span, recognizing that our description of “what works” is extremely individual and very fluid. Success during some chapters may mean working insanely hard, while other times may involve dialing down or completely hitting the career pause button. I advise my clients to get crystal clear on their personal definition of success and to make choices in alignment with their most important values. And I help employers attract, develop, retain and promote these key women throughout their varied career stages.
As the study points out, the Working Mother Top 100 is the place to start when evaluating how supportive an organization might be. But what if the company you work for (or are considering joining) is not on that list? The good news is that even in the absence of formalized programs or policies common in bigger companies, environments can be nurtured that are beneficial to working parents, or any employee, seeking a healthy integration of work and life.
I would love to hear your opinions on the findings of this study. Do you agree? What has made your working environment a place where you can thrive (or not)? What else needs to be included in this conversation?
www.michellefriedman.net, and follow her on Twitter @michfriedman.