Are we willing to trade profit for greater life satisfaction?
What you might not have considered is that the approach these leaders are modeling is linked to new kind of bottom line.
Instead of building organizations that rely on extreme performance goals in order to meet inflated bottom lines, these leaders are promoting a very different path. They teach us “enough is enough” by putting an end to excessive work hours, and instead encouraging employees to be successful at work AND have time for their lives outside of work.
Attorney Anthony Doniger, a Partner at Sugarman Rogers, and past president of the Boston Bar Association, has many wise words to share on this topic. To listen to the wonderful discussion we had with Tony and two other leaders – both who founded their own law firms – click the SoundCloud icon on the right.
You can also read on for an inspirational excerpt from an article Tony wrote for the Boston Bar Journal, “A Different Measure of Success.“
Read more …
A good deal has been written about contentment, stress, dissatisfaction and disillusion in the legal profession [and other professions as well, ThirdPath would argue!]. For better or for worse, many lawyers and most large and mid-size law firms often measure their success not on a happiness or contentment index but against a monetary standard. Earnings — or “profit per partner” — is the currency with which firms compete for rankings on the all important The American Lawyer charts.
To improve these monetary rankings firms do things that are harmful to the profession and bad for lawyers.
One way to increase profit per partner is to limit the number of partners who count in the equation. However, with fewer people making partner, it is of course harder for diversity milestones to be achieved as there are fewer openings in the partnership ranks for anyone. On the revenue side, the pursuit of ever increasing revenues by definition imposes greater pressures on associates (and all lawyers). The result, of course, is that lawyers have less time for professional and other non-billable activities.
In addition, mergers and acquisitions have increased markedly over the last decade. The cost of these transitional events is not insignificant. Indeed, at the annual Boston Bar Association Leadership Retreat, a large percentage of the attorneys present had personally experienced such an event, finding it stressful and resulting in a solution that was less optimal from the perspective of contentment, though perhaps more profitable.
In the end, we need to ask when enough is enough.
Should we be willing to trade some profit or growth in profit for greater satisfaction? Surely it is okay to make a little less next year (or not make more) and take on some new professional or pro bono activities, or yes, even personal activities (there’s nothing wrong with hiking the Appalachian Trail).
There is much we can do to improve our professional and personal lives, our pro bono and bar work, our efforts to improve access to justice, if only we would emphasize alternative measures of success.
This employee-centered approach achieves success across industries. Chief executive Jim Sinegal, retired from Costco in 2012, was another pioneer around this approach. Read Jim’s thoughts “On Leadership,” in the Washington Post.
Are you a leader taking this approach? We would LOVE to feature your story. Email us at:time4life(at)thirdpath.org
What’s at stake? Why a shared approach to family is a goal worth reaching for!
We were honored to have 1MFWF ask us to write about how couples can overcome these barriers and create a “team at home.” We also used this opportunity to put a spotlight on some of the wonderful shared care families we know.
Over the years, a number of authors have written about Shared Care, and Kristin Maschka, one of these wonderful authors, recently joined us for a Thursdays with ThirdPath webinar. Kristin’s book, This is Not How I Thought it Would Be – Redesigning Motherhood, does a great job describing how she and her husband first got stuck in traditional work and family roles, but then learned how to work together to create a shared approach they are still practicing today.
Below are some of the things Kristin believes she and her husband gained by switching to Shared Care. You can also click on the YouTube video to watch a recording of our recent webinar with her.
“I knew what I would lose. I’d lose my marriage – Maybe not literally, but something vital at its core. David and I got married as equals, as best friends, as partners. When we were married, we vowed to ‘be true to the pursuit of the dreams and goals we both share. The dream we shared now was of a family life with everyone home for dinner, with time for our relationship with each other. We wanted a family life that would allow us to share the family responsibilities so that we both had time to pursue our own dreams and both had a relationship with Kate. How could we hope to have our marriage stand the test of time if we gave up on that vow to be true to the dreams we both shared? I would always carry some level of resentment, and he would always feel some defensiveness. If we gave up on the idea that we could share responsibility for our family, effectively we would be giving up on a core value in our marriage.”
Read more …
Want to learn more about Shared Care? We highly recommend any of these books:
The Libra Solution, Shedding Excess and Redefining Success at Work and at Home, Lisa D’Annolfo Levey (2012)
Equally Shared Parenting, Rewriting the Rules for a New Generation of Parents, Marc and Amy Vachon (2011)
This is Not How I Thought It Would Be, Remodeling Motherhood To Get The Lives We Want Today, Kristin Maschka (2009)
Getting to 50-50, How Working Couples Can Have it All by Sharing it All, Sharon Lerner (2009)
Daddy On Board, Parenting Roles for the 21st Century, Dottie Lamm (2007)
How to Avoid The Mommy Trap, A Road Map for Sharing Parenting and Making it Work, Julie Shields (2003)
The Four-Thirds Solution, Solving the Childcare Crisis in America Today, Stanley Greenspan (2002)
Halving it All, How Equally Shared Parenting Works, Francine Deutsch (2000)
Love Between Equals, How Peer Marriage Really Works, Pepper Schwartz (1995)
Check out the many resources we have for families. Let us help you design the work/family solution that is right for you!
Every few months we feature one of the pioneers that make up the ThirdPath community . . .
For many jobs today, work can be done very differently, sometimes even completely virtually. On one of our previous Thursdays with ThirdPath webinars, we discussed these ideas with Kyra Cavanaugh, author of the book, Who Works Where and Who Cares? We also invited two leaders who manage virtual work teams to share what’s made their teams so successful.
Since this webinar, Chris has been promoted, but he continues to manage his new team virtually. We’re also proud to have Chris as a member of ThirdPath’s Pioneering Leader group, and on one of our recent calls, it was fun to hear how Chris is still using these important flexibility tools today.
Tool #1: Define performance objectives. Kyra underscores, this is not just an important tool to use for flexible work teams – but for every work team.
As Marketing and Sales Leader at Marriott, Chris learned that successfully managing a virtual work team can come with a few curve balls, but through prioritization, communication, and trust he was able to build on his team’s success. It also helped that Marriott clearly defined performance standards. Productivity goals were carefully defined as a way to promote key priorities and related behaviors. Activity logs and weekly updates also kept the team on track to help drive results.
Tool #2: Capacity and resilience. Kyra explains, managing the long-term resilience of a work team doesn’t just benefit the individual team member it also benefits the organization.
Chris has become an expert in understanding how much work each of his team members can handle while also supporting them to have time and energy for their lives outside of work. Chris learned this requires open and honest communication and feedback. It also meant getting to know, and supporting the different ways his team members needed to work. Some were parents and their schedules varied around their children’s school day. Others tended to work a more traditional 9 to 5 schedule. Taking into account his team’s different work schedules, as well as his own preferences, Chris made himself available for both types of worker, or let them know who they could be in touch with when he was away from work. Over time, he even learned that he could match team members who needed extra support with others who were experts in integrating work and life responsibilities. This way they could learn from each other.
Tool #5: Communication. No surprise, the key to all of this is good communication.
Chris knew the glue that held everything together was good communication. Not only did his employees have to communicate their capacity and work preferences, they also had to communicate what they wanted to make time for in their lives outside of work. Chris also communicated what was going on in his life, especially if it was going to impact his availability. In fact, if there were life issues that would impact their ability to complete a task on time, all of them were responsible for communicating that to the rest of the team. What he noticed from all of this, is that it helped everyone build up a strong rapport with one another, which also helped them hold each other accountable for the work they were doing.
Our discussion with Chris and Kyra helps underscore how flexibility will look different in every organization, and how support from upper management will always make it easier.
When Marriott made the shift to a flexible workplace for departments like marketing and sales, the organization had to learn what it meant to manage remote staff. Chris learned that flexibility requires more trust and greater transparency. Marriott helped by clearly defining expectations. Employees did their part by clearly defining their work capacities and obligations outside of work. Together – individuals, teams, managers and senior leadership – we’re able to optimize a new way of working that benefited everyone, including the bottom line!
Thank you Chris and Kyra for leading the way to creating truly 21st century workplaces!
Want to learn more? Check out the “integrated leadership” section of our website – discover how men and women are advancing in their careers while also creating plenty of time for their lives outside of work.
Want holidays to include more joy and less stress?
We’ve spent the last 15 years talking to families who have redesigned their lives to create more joy and less stress.
On one of our previous Thursdays with ThirdPath webinars we talked with two experts about the added stress we all experience around the holidays. Not only do these two guests work with individuals and couples to help them find more joy and less stress in their lives, Jeanine O’Rourke and Rachel Allender have lots of experience trying to “walk the talk” themselves. They are also long-time ThirdPath community members. Click the Soundcloud icon on the right to listen to the recording of the call. We promise you’ll walk away with lots of new ideas.
Or … take a look at some of the questions we discussed. We’re guessing they’ll help you find more holiday joy and less stress too.
Gift Giving – It’s easy to get caught up in gift giving and buy more than planned – sometimes putting a strain on our family budgets and values. It also takes time to buy gifts, including helping relatives know what gifts to give. What are you enjoying most about gift giving this year? What would you like to do differently next year?
Other Holiday Expectations – Creating holiday cards, putting up holiday decorations, attending holiday events – at work, with friends, and at your children’s schools – can all require a lot of time over the holidays. Which ones do you enjoy the most? Are there any you would like to skip next year?
Family Time and Family Traditions – The most important part of the holidays is creating time with our families. Which family traditions create the most fun and cause the least stress? Are there any that could be simplified or maybe even crossed off the list?
Holiday Planning – The fantasy is that holidays magically happen. The truth is: advance planning helps us focus on what is most important. It also helps us find ways to share the work load. Who can be part of your planning team and how can you work together to create more joy and less stress?
Read more …
Want a free copy of ThirdPath’s holiday planner?
Email us at: Time4Life(at)ThirdPath.org … Subject: Holiday Joy!
This simple worksheet can help you keep track of what worked well this holiday season. Then you can pull it out next November as you plan for the next round of holidays!
Take Time to Stop and Smell the Pine Trees
As Peter Senge said, “if we don’t choose the boundaries that make the most sense for us, technology and the norms of our workplaces will choose for us.” Peter is the author of The Fifth Discipline, and he showed us how systems thinking helps us better understand how to reclaim our lives.
We talked about how it takes courage to ask for what you want – whether it’s turning off work on vacation or asking to flex your work hours. But when we do this, everyone benefits. You can see this in our story about CJ, a father who changed to a four day work week, and by doing so he created a number of more efficient work processes.
You can also see this in the stories we’ve collected for our “Meet the Pioneers” blog. Stories like Andrea’s, where very early in her career – way before becoming a parent – she made a number of wise choices that became the building blocks for creating an integrated approach to work and life today.
To hear the webinar, click the YouTube video on the right. Or read on to hear some of the questions people asked Peter, and the wise advice he provided.
Read more …
More than time, what is needed is giving yourself permission to create the space to do this. It also helps to have others who are willing to think with you, and to encourage you to focus on what’s important as opposed to what’s secondary. In our over stimulated world we can begin to think we don’t have enough time. But actually we have the same 24 hours in a day, 7 days in a week and how ever many years we are going to live. That hasn’t changed a bit. What has changed is the mental model and the choices of how we spend our time. Once you realize this, you can make the necessary choices to create a different kind of space – a quiet space. It doesn’t matter if it’s running or yoga, just so long as it isn’t something “externally stimulating” like watching TV or surfing the web. There is nothing wrong with these activities. But in our over stimulated environments we never have enough time. What’s required is a shift in mindset.
Question: I get pulled into meaningless meetings. I negotiated a four day work week, but was told to keep it quiet. How do you live with this greater sense of meaning when faced with a work culture that is so different?
When you are trying to be sane in an insane environment, people will call you crazy. Your action is a contradiction to their assumptions. It’s not because they are bad people, they are just expressing the norms of the work culture, and they see you as contradicting these norms. You are also making them recognize that there is a choice. You are taking a stand for something that matters to you, and it probably matters to them as well, and your actions require them to face that they too have options. Do you want to take a stand for something that you really care about? One person might not be able to make a difference, but you can always take a stand for yourself. It’s also important to not do it out of anger. People will only hear the anger. You need to do it because you feel it’s the right thing to do. You need to be clear in your words and actions, “I’m not doing this to criticize you, I’m doing this because this it is what I need.”
Question: I’m supervising a team and doing the job of 3 persons. How can any of us try and work less when my boss’ answer will be to just get the work done?
A lot of organizations are expecting to do more and more without the necessary resources. I would just encourage you to ask your boss, “What do you think about this? It seems like we are trying to get too much done with the resources we have.” What you will be doing is engaging him or her in a process of inquiry. If you start with a simple assumption, that you and your boss have many common goals, it will help. I can guarantee that when you bring this issue up, your boss will feel just as stuck as you do. And if you can then find ways to engage a team of people to think about this issue, and do it by evoking curiosity, it’s amazing what can be done. I guarantee you, things won’t get worse.
Would you like help creating your own unique “third path” – an integrated approach to work and life? Look at the “Get Help” section of our website – we’ve got lots of resources for you.
Every few months we feature the pioneers that make up the ThirdPath community.
Eric and Ana Lisa
Eric and Ana Lisa are leaders and role models in the nonprofit world who prove you can be committed to the mission of your organization and have time and energy for your life outside of work. In fact, by prioritizing what was important to them outside of work, they learned how to become more effective at work – and even build better organizations.
Sometimes it takes an important conversation or an urgent need from a family member to recognize that work can be done differently. In fact, it was just these types of situations that allowed both Eric and Ana Lisa to make the changes required to find a more satisfying and “integrated” approach to work and life.
Eric began his career as a community organizer. Doing this type of job required a lot of evenings and weekend work.
But when he and his wife began thinking about their family goals, he knew this would need to change. After talking with his wife, Eric began looking for work that would allow him a 4-day workweek, where he could also work the majority of time from home. By doing this, Eric knew he would have a work schedule that allowed him to have days where he would be the primary caretaker–something he truly desired.
Ultimately Eric found a leadership position in an organization that was willing to meet his family’s needs. There were trade-offs, working 80 percent time also meant a 20 percent pay cut, but he knew this was the right decision. With his parents and brother close by to support him and his wife as they became new parents, Eric was able to enjoy fatherhood on his own terms.
Ana Lisa was a self-described workaholic when she was a mid-level leader at a domestic violence organization.
Then a family medical health crisis suddenly demanded the family’s time and attention. For the next six months, either Ana Lisa or her husband were required to be at the hospital every day. Ana Lisa experienced this crisis as a wakeup call to modify her working habits. No more working evenings and weekends. Instead, Ana Lisa learned how to delegate more. She also discovered her coworkers liked the change since it meant no more 2am emails. Ana Lisa is now very clear how modeling a balanced life gives her team permission to do the same.
Since then Ana Lisa changed jobs, and in the process, negotiated a 4-day work week. Her new job was with a foundation that supports regional non-profits by funding leadership development and internal infrastructure. She also participates in an intergenerational working group rethinking leadership across generations. The topic of work life balance is a popular one in the group. Many of the younger employees see leaders who have had their lives consumed by work and don’t want to do the same. Together, they now discuss how leadership can be done in new ways.
Read more …
Eric and Ana Lisa both see a growing number of skilled employees who want the same kind of flexibility as they did.
Eric has also experienced being able to afford to hire excellent talent at 80% of the cost – people they couldn’t afford at 100% cost. They also see how these types of arrangements create a lot of loyalty amongst employees and employers, and even a competitive advantage for nonprofits who make this kind of culture change.
During our conversation with Eric and Ana Lisa, they were very open about the challenges of working in the nonprofit sector — lots of work, limited funding, and the lingering belief that true commitment to an organization’s mission requires a willingness to work yourself to the bone.
Yet, their personal experiences have helped them see there really is a better way. In fact, with role models like Eric and Ana Lisa, we are confident more will follow in their footsteps.
Listen to the full interview with Eric and Ana Lisa to be inspired by their stories. Or check out the many resources we have on our website for leaders who want to design an integrated approach to work and life.
The New Revolutionaries
In Brigid Schulte’s book Overwhelmed, Work, Love and Play When No One Has the Time, she describes the web of forces that make us feel stuck in a life that is going too fast – a life that includes little time for reflection and even less time for joy.
But Schulte wants us to think bigger:
“What if not just women, but both men and women, worked smart, more flexible schedules? What if the workplace itself was more fluid than the rigid and narrow ladder to success of the ideal worker? … And what if both men and women became responsible for raising children and managing the home, sharing work, love, and play? Could everyone then live whole lives?”
At ThirdPath we are putting these ideas into practice:
People who are part of the ThirdPath community are showing us how to push back at overwhelm. They have also discovered, changing their approach to work and family is not just good for their own lives, but good for their workplaces.
Leaders and fathers are a critical part of the revolution:
Click the SoundCloud icon to listen to our conversation with Brigid Schulte and two progressive leaders who describe how they have redesigned both work and family to create more satisfying lives, not just for themselves, but for their whole teams. Or read on to learn how one young dad switched to a four day work week, creating a win for his workplace and a win for his family. We’re so proud to be part of this movement for change – the groundswell of people who are choosing to step away from constant overwhelm and reclaim their lives.
CJ is one of the new revolutionaries:
CJ is one of the father’s ThirdPath has worked with to “redesign” his work so he had more time to care for his children. Our job was to help CJ find a “win-win” solution – one that was good for him and good for his workplace.
Read more …
CJ also noticed how many of his “highest priority” tasks required focused attention for prolonged stretches of time. As the company’s sole engineer, CJ was often the person people came to to ask for help – but these constant interruptions got in the way of him getting his own work done.
CJ decided to talk to the company’s general manager, Molly, about the suggested changes. What CJ noticed was that as he sought input from Molly, they both became more clear about what CJ should really be working on. CJ explained, “I can get confused about what my top priority work should be because everything seems like a priority. I can see where a regular review of what I am doing could be really valuable.”
“In both areas of my work, R&D and process improvement, I have a list that is two miles long. My daily tasks are chipping away at these two long lists. By having too much to do, all that happens is that the progress in both areas slows down. Now I’ve gotten better at asking, ‘What is my biggest priority?’ and, ‘At what rate do I need these things to get done?’”
Molly became an advocate for CJ, even helping him create routine “quiet time.” For example, Molly gently encouraged CJ to take a look at his own reluctance to say “no” to the various disruptions during his designated periods of quiet time. “I do enjoy those interruptions,” CJ admitted, “but my job suffers, and engineering and design tasks get put on hold.”
Six years later we asked CJ for an update. Here’s what he said:
“One of the best thing about the changes I made is that I have more energy at work — which means I’m more productive when I’m at work. I also have more energy at home — which means I’m a better husband and father. Combined with my commute, my work days are long, but then I get 3 full days to focus on my home life. It also means I’ve been able to schedule all personal appointments on Fridays, so I rarely if ever take time off work for personal matters, this is a benefit for both me and my employer.”
Join the revolution.
Want to create an integrated approach to work and life like CJ? This year’s Thursday with ThirdPath webinars will be exploring the 8 major crossroads you’ll need to navigate as you design an integrated approach to work and life. You’ll discover the choices we make, skills we develop, and lessons we learn, can help prepare you for the next one. Want to get started today? Check out our many resources. Click here to learn more.
Making the Most of Summer
Think summer has to be a struggle between work and family? Think again. Here are some of the things ThirdPath has learned about balancing work and family over the summer. And one of the most important things we’ve learned is that taking 20 minutes to write down what you liked (and didn’t like) about this summer will be a big help when you plan for next summer.
- In general summers can allow for an enjoyable “slower pace” at home.
- But summers also take A LOT of planning.
- The age of your children will also have a big impact on what happens during the summer. What worked last year might not work again this year since your child is a whole year older!
- Finding the “right” camp can be a highlight, but finding it can be quite a journey.
- Another summer goal is finding the “right” mix of planned and unplanned activities – balancing boredom versus over scheduling.
- Summers can also provide an opportunity for children to develop independent interests, such as reading and trying out new hobbies.
- Over time families often develop a rhythm to summers that can last year after year, some becoming deeply valued memories and “family traditions.”
You can also listen to what a few pioneering mothers and fathers had to say about summers by clicking on the SoundCloud player for our Thursday with ThirdPath webinar on this topic.
Read more …
– Grandparents and extended family can play a great role in summers. Children can spend one or two weeks with them (and sometimes with other cousins as well). This can provide a great opportunity for the two generations to get to know each other and connect.
– A partner in an accounting firm negotiated a “flex year” schedule – working a total of 20 hours during the summer months. This gave her maximum time with her school aged children. Then during her “busy season” – January through April – her husband became the primary parent in charge.
– ThirdPath has also met many families where one parent intentionally became a school teacher as a way to have more flexibility throughout the summers. In one of these families, the other parent negotiated an alternative summer schedule so she could work remotely one day a week.
– Telework can be a great summer solution when caring for teens. It’s also a great option for stretching out limited vacation time. One family planned a two week beach vacation but only used one week of vacation time. They did this by trading off who was working (in the mornings or in the afternoons) while the other parent played with the children at the beach.
You may also want to take a look at this great blog post from author Christine Carter about her 3 steps to a successful summer
Don’t forget our summertime tip: Write up your “summertime” notes, then pull these out in February when you start planning for next summer!
Men and Women Fighting for Change
In this blog post ThirdPath celebrates the men and women who participated in our 2017 Pioneering Leaders Summit.
Together, our pioneering leaders have begun to put the pieces together for a world that supports success at work and success in our lives outside of work – it’s also a world that will profoundly improve the lives of fathers.
Healthy family systems need time to recharge…
Families need money, families need care, and families need time to recharge. With over 15 years of working with individuals, leaders and families, ThirdPath has also learned that organizations gain when men and women learn how to set thoughtful limits at work so they have time and energy for their lives outside of work.
The male and female leaders at our Summit took many steps over the course of their careers to achieve this. All of them also created a “team at home” to better manage both domains.
Increased demands on families, means less time to recharge…
This year’s Summit focused specifically on the “new family” stage – a time when many families feel stretched thin – and many also fall into gendered patterns at work and at home.
Instead, the fathers at our Summit shared stories of rearranging their work schedules to pick up children from daycare. Or they became the primary parent designing work around family. Or they broke new ground by having both parents work reduced schedules to share in the care of their children.
Add to this one job – or both jobs – requiring more than full time work, and it can lead to chronic overwork and gendered patterns at work and home…
Read more …
That’s why men and women need to work together to redesign work, family, and to push back at norms around overwork.
Check our our “Redesigning Leadership” page to learn more. Or are you ready to take the next step towards creating a more integrated approach to work and life? Join our next Overwhelm Mitigation Group – learn how to push back at overwhelm, get more efficient at work, and have more time (and energy!) for life.
Every few months we feature one of the pioneers that make up the ThirdPath community . . .
This month we are putting a spotlight on two Shared Care couples who explore why sharing in the joys and challenges of earning an income and caring for their families has positively impacted their lives as individuals and as a couple. Read on to learn about these pioneering couples, or click the SoundCloud icon at the end to listen to them share their inspiring stories.
Roger and his wife are both engineers. When their son was born, they both decided to work reduced hours so they could share in the care of their new baby. To begin with – even though they both worked for the same employer and had the same benefits – Roger’s wife assumed she would be the one who worked reduced hours. It was actually Roger who suggested they both could work part time. Now both parents have regular “alone” time with their child. Roger can see how this has helped the couple build a high level of trust. Both parents feel comfortable in the other’s ability to take on any responsibility in their absence. This feeling of trust has also helped the couple feel closer in their relationship.
Read more …
Doug and Maggie’s Story
Doug and Maggie have shared in the care of their son since he was born – now he’s in high school! They also both run their own businesses and work from home offices. For Doug and Maggie, time spent together as a family has always been a top priority. They have also always been very intentional to create this time together. Although the reasons may have changed over the years, like the recent celebration with their son when he got his drivers permit, the priority of creating family time hasn’t changed. The couple says the key to their success has been their ability to work together as a team and to set boundaries around the time they spend working.
Working as a “team at home” has also left the couple with a sense of balance that no one person is doing more than the other, and as a result, the couple feels “friendlier towards each other”. These feelings of friendliness have allowed the couple to easily adjust to changing circumstances. When their son started high school, the family’s day suddenly began two hours earlier. Without missing a beat, the couple made the commitment to get up together and have breakfast, and then see their son off to school. They also discovered the new arrangement allowed time for a workout in the morning.
Shared Care Helps Couples Develop Multi-Dimensional Lives
Through team work and setting boundaries around work time, these families have created lives that are supportive, trusting and enriching not only for their family as a whole, but also for their own lives and their relationships as a couple. Here are a few more unexpected benefits we learned about from our conversation with these Shared Care parents:
- Shared care means both parents can continue to create time for “guilt free recreation” – since they’ve had time for work and for family, both feel free to create time for their own personal interests
- Both parents become an additional resource around work problems. One dad shared a story of how his partner’s area of expertise at work helped him “think outside the box” to solve a recent work problem
- Shared Care becomes a powerful way to role model how both men and women can do things differently – at work and at home!
In each story, the couples found a unique solution that met their family, work and individual needs. Through communication and teamwork, these families created work/family solutions that were able to continue to evolve with their changing lives. They also discovered, by sharing their involvement with both work and family, they were able to further solidify the levels of trust, support and love in their relationships.
To learn more about Roger, Doug and Maggie, listen to the recording of our Thursdays with ThirdPath webinar by clicking the SoundCloud link at the end of this post. The recording also includes the stories of a few additional couples, including the authors of two Shared Care books, Lisa Levy (The Libra Solution) and Marc Vachon (Equally Shared Parenting).