Chloë Luxton – on being the architect of balance whilst running a business and looking after children
Dr Nelisha Wickremasinghe - on learning to have more self-compassion and recognising that our children aren’t balls!
Is it me, or does the start of the day always feel like a stressful experience, even when you set yourself up to succeed?
Verity Brown is Group Managing Director, overseeing 4 media agencies for a marketing services group.
She’s mum to two children and quickly realised that she needed to create clear boundaries.
Toby Brown asks Ruth to explore how culture is influenced by attitudes to women returning to work and what employers need to consider when they have women who are returning.
On International Women's Day, I was reflecting on the continual juggle between taking my son to swimming and school and squeezing in some work.
When Caitlin Moran wrote in The Sunday Times that we’re all maverick mothers, making it up as we go along, she was totally right.
And yet, somehow, being maverick isn’t acceptable when it comes to being a professional working woman.
Gina Mellotte is a voice-over artist who has, among her many accolades, been the voice of the BAFTAs! She is Mum to Frankie (9) and had the unusual experience of returning to work after 4 days. Gina doesn’t shy away from bringing her truth to this episode – she’s an inspiration to all women.
Let me ask you a question; when was the last time you reviewed your company plan or policy for mums returning after being on maternity leave?
Women don’t work hard once they’ve had children – they’re always keeping an eye on the clock and leaving early to collect their kids, leaving someone else to pick up the slack.
The most recent statistics around return-to-work mums leaving the workforce prove that this isn’t just an issue for working mothers; it’s a crisis for HR.
Women are never the same when they come back to work after having a baby”. It may not be said aloud anymore, but it’s often one of the first thoughts that people have when they’re facing one of their female employees going off on maternity leave.
Disagreements, disunity at a senior level, and a lack of clear direction. Wouldn’t it be great if there was a cure for all workplace ills? Or maybe things are going well, and you want to develop your staff and leaders so they perform even better.
Mothers returning from maternity leave. Wait! Don’t navigate away just yet, even if that isn’t you. Research shows that women in senior positions equal better financial performance. Yet many organisations struggle to retain female talent after maternity leave.
Coaching. It’s the development initiative everyone discusses, the favourite subject of business publications and celebrity entrepreneurs. And now, the pressure is on you to find a coach for your people’s development. When there are so many different coaches offering a diverse range of services, it’s hard to know where to begin.
Coaching. Great idea, just don’t make me sit in front of another screen for the next 90 minutes, I need a break.
One of coaching’s greatest assets is the chance to pause, but for many at the moment, the thought of another online meeting is a big turn off. How about if we could meet outside?
What happens when the latest L&D initiative fails to deliver? The feted miracle cure that doesn’t quite come together in real life, no matter how many industry journals discuss the piece or celebrity entrepreneurs endorse it.
Coaching: wonder tool or contentious issue? The results of coaching are often impressive. So how can L&D leaders ensure that the benefits felt at the top of the food chain trickle down through the rest of the business?
Work culture. A term favoured by the authors of business literature worldwide, you may have asked yourself what ‘culture’ at work really is.
Without a clear contract in place, the relationship between coach and coachee is on thin ice. Does that sound too strong? Imagine taking on a new supplier without deciding on what services they will provide and when.
