At this time, when many mothers are thinking about going
back to work, we turned to Jayne Muller, Executive Coach/Director,
at Altris Ltd. Altris are a group of Executive Coaches who
specialise in transition coaching. Altris conducted a New
Zealand-based Women in Transition survey on this exact issue and
have kindly provided Professionelle readers with their top seven
tips and a successful case study.
So, if you're thinking of returning to the workforce and
feel apprehensive about the unknown,or a little unsure about how to
move forward - this article is for you!
1. PLAN
Plan the transition early and work out what needs to happen with
childcare and the transition of your child into that childcare
facility/kindergarten.
I would have done better planning in regards to
childcare, organising a crèche nearby
2. ALLOW ENOUGH TIME
Remember it takes time for you to transition so naturally it
will take time for your child to transition too. Ensure you allow
enough time to help your child get used to her new routine. Can
they start preschool or childcare two weeks prior to you returning
to the workforce? This gives you and your child time to get used to
the new format of your days. Remember, a happy child means a happy
mum!
3. TALK ABOUT EXPECTATIONS
Talk to your partner/husband and manager/colleagues about
expectations on you and on them. For example, you may be able to
start work late, or finish work early - especially in the early
months of your return. Work out which of you is going to be doing
the dropping off and picking up of your child - perhaps this can be
shared? Working out just what is expected of you and what is
expected of others will ensure your transition is as smooth as
possible for all involved. The key is to keep communicating with
your managers so they are not left in the lurch.
Get details in writing about break times and
expectations in the office before you leave to go on maternity
leave
4. BE REALISTIC
Work out your priorities from a scale of one to five, and be
realistic about the things that can slide for a while. Does it
really matter if your house misses a week of being cleaned? Can you
really continue volunteering for your local group right now?
5. TAKE TIME FOR YOU
It's like the oxygen theory; if you don't look after yourself,
then how can you look after your children and family? Is there an
hour a day that can be purely for you? If so, carve it out and
schedule it into your diary so that it happens.
6. BUILD SUPPORT
Is it possible to have a cleaner for a few weeks while you get
your routine sorted? Can you divvy up jobs so your partner can help
out more at home? Perhaps you can share the load with another
working Mum, taking turns to make meals for the freezer for each
other? Build strong relationships within the organisation you work
with and remember to keep communicating with them. Your work would
rather know you cannot make that client cocktail evening sooner
rather than later!
I would suggest talking with others who have
preceded you, so you can access tips and share practical
information to make your transition easier. In my case I am
encouraging mums to be a part of my newly formed (working
mother's)
7. RE-ASSESS
Things change all the time and it's important to keep
re-assessing if what we are doing is still working for us, and our
families. It's OK to change our mind about our situation or our
children's situation. If it's not working, change something and
start again. Don't be afraid to talk the problems over with someone
you trust at work. With more and more mothers returning to work,
most forward-thinking organisations are prepared to offer flexible
working arrangements to hold onto good talent.
Women in Transition (WIT) Case Study
When Shannon relocated back to New Zealand from the UK, the one
key factor that helped to ensure her successful transition back was
"planning". She spent a lot of time online, researching where she
would like to live, what the rent was going to cost prior to
buying, nearby public transportation, potential roles for career
development and their location, nearby tennis clubs etc. All the
things that were important in Shannon's life, she researched in the
UK to help her rediscover what life and the living environment
would be like once she returned. Shannon also talked a lot with her
partner, friends' family and old colleagues who could offer
information and thoughts to help her narrow her decisions.
When Shannon was pregnant with her first child, she applied the
same planning technique. Through her Women in Transition (WIT)
coaching programme, Shannon and her coach met prior to her leaving
her workplace to plan and set expectations with her manager, her
team and her partner. This incorporated what was important to her,
what her timelines were, and what her contingencies were, depending
on how the new baby impacted her life.
During her break from corporate life, Shannon's priorities
changed. She not only had a career to manage but a new baby, new
family and her role as a mother, let alone making time for herself.
It was during this time that Shannon realised she wanted to return
to the workplace earlier than planned and transition over a longer
period working shorter weeks.
Meanwhile Shannon's manager not only delivered on the monthly
communications they pre-agreed but also personally phoned Shannon
to see how she was doing and how could he help to support her
whilst on leave. This certainly helped Shannon feel like she was
still a valued team member. A team she wanted to continue being
part of.
When she returned to the workforce, Shannon and her coach put
into place a fast track transition plan for 12 weeks, to enable her
to get up to speed as quickly as possible. This involved putting
strategies into place to manage her workload; her team's, manager's
and partner's expectations; her energy, both physical and emotional
and her role as a career women, mother, partner and manager. She
found having a coach external to the company gave her the
confidential outlet she needed to work through her own frustrations
and limitations while learning to manage her new situation.
With expectations set up front and the support of her manager,
Shannon transitioned very successfully and continues to be a valued
member of the senior management team, working four days per
week.
Acknowledgement
Altris is
all about releasing potential. Releasing the potential of you, your
employees and the untapped potential in your business. Altris is New
Zealand's premier executive coaching group, who specifically
focus on transition coaching. At Altris we aim to make a difference
to you and your business as a way of making a difference to New
Zealand as a whole. We think that makes us a little different and
are sure you will too.