Making the Impossible Possible
When Anne-Marie Slaughter’s article “Why Women Still Can’t Have it All” went viral in 2012, we immediately recognized adding “men and women” to each of her 5 mandates summarized ThirdPath’s mission. These mandates are also at the root of making “the impossible possible” – supporting a new appraoch to careers and family that doesn’t force people to choose between the two.
This year we have been exploring each mandate on our Thursdays with ThirdPath webinars. We also added a sixth mandate – Men and Women Creating Win-Win Boundaries. Check out our May and June webinars. They demonstrate how this is also a key ingredient for supporting men and women to share things at home.
She also argues, “It’s time for CEO’s, supervisors, and team leaders to assume that the experience of caregiving… helps people become more efficient, and develop knowledge, patience, adaptability to different rhythms, honesty, courage, trust, humility, and hope.”
To learn more about her revolutionary vision, listen to our YouTube recording of the Thursdays with ThirdPath webinar with her.
We’ve also included a recap of the mandates below. Reading them, you’ll quickly see why putting these mandates into action helps make the impossible possible.
Anne-Marie Slaughter’s Mandates for Change:
Redefining Work, Careers and Family
Men and Women Changing the Culture of Face Time – This is at the root of ThirdPath’s work; encouraging men and women – at any point in their careers – to look for the unique flexibility in their jobs. Not every job can be flexed in the same way, but there is a flexible solution for every job.
NEW – Men and Women Creating Win-Win Boundaries – Following an integrated approach to work and life means learning how to set win-win boundaries, otherwise flex becomes working days, nights, weekends and vacations. However, doing this requires making choices – both at work and at home – so we have the time and energy we need for what’s most important.
Men and Women Redefining the Arc of a Successful Career – This is at the core of our work with ThirdPath’s Pioneering Leaders – the male and female senior leaders we work with who all “walk the talk.” Whether on our bi-monthly leadership calls, or at our Pioneering Leaders Summit, together we are exploring the opportunities and barriers of creating workplaces that support an integrated approach from entry level to executive level.
Men and Women Revaluing Family Values – That’s what we’ve been doing since launching ThirdPath, including our ground breaking work supporting Shared Care families. We help both mothers and fathers redesign work (and careers!) so they can stay actively involved in the joys and responsibilities of caring for children. We’ve also learned this approach is key to balancing work and elder care.
Men and Women Rediscovering the Pursuit of Happiness – Whether it is the joy of an amazing vacation, making the most of summers, becoming an active volunteer, or a hobby enthusiast, this mandate gets right at the heart of our work. Most importantly – following a “third path” can continue all the way through phasing into retirement.
Men and Women Becoming an Innovation Nation – Lotte Bailyn discovered this in her pioneering work around the “dual agenda” where she designed solutions that were good for business and employees’ personal lives. Over and again, our amazing ThirdPath community has taught us, when you encourage employees to prioritize work alongside life – men and women, parents, single persons and grandparents – they will also find a way to improve how they work.
Listen to this year’s Thursdays with ThirdPath webinars – each episode will show you how to put these ideas into action.
Our join one of our Overwhelm Mitigation Groups. Let us help you learn how to set win-win boundaries at work, so you can have more time and energy for life.
The Challenge & Possibility of Integration
Don’t get us wrong – we know it’s challenging – but over the last 19+ years we’ve noticed a new paradigm, both at work and at home, that makes “integrated careers” more possible.
We’ve learned a lot from pioneering people like Amy and Marc Vachon — authors of the wonderful book Equally Shared Parenting — as they moved ahead in their careers while also creating time for their children and relationship to each other.
On the Thursdays with ThirdPath webinar where we featured Amy and Marc, you can find out how they first began their journey and what they’ve discovered as they’ve continue to navigate a path that supports love, family and two careers. Just click the link to the right to hear more!
Amy and Marc are what we call Whole Life Leaders – professionals who have moved ahead in their careers while also creating time and energy for their lives outside of work.
To become Whole Life Leaders, they developed a variety of “integration skills” that let them push back at a world that now lets us work anywhere and all the time. Instead, they looked for ways to become more effective at work so they had time and energy for their lives outside of work. You too can follow the path Amy and Marc Vachon have traveled down, and it all begins by putting into practice the following simple processes:
Key Integration Practices
1 – Create Time to Reflect
Create “pauses” at work. Make the most of slower periods at work to assess what you are doing and develop fresh and creative ways to focus on your most important work. If no slower periods are in sight – gain a fresh perspective from a short vacation, a “no work” weekend, or even just a quick walk outside during your lunch break. As Marc said on our webinar, “The only way to think in new and creative ways, is if we aren’t constantly running around putting out the next fire.”
2 – Make Changes Outside of Work
Develop a clear sense of highly valued non-work activities. Create time for family, friends, volunteer work or projects that feel of equal importance than the work you do. Get help from the people who are close to you to make time for non-work activities. Your spouse, a friend, a family member, or coach can all be resources to help you reach for your goals. This has been a cornerstone to both Amy and Marc’s approach. They wanted to craft a life where they were successful at work, partners in the care of their children, and to continue life interests beyond work and family. It turns out by doing this, they’ve also created a healthier, less harried lifestyle – something they are modeling to their children as well.
3 – Make Changes at Work
Below are some of the tools Whole Life Leaders like Marc and Amy use to help improve their effectiveness at work. The beauty of these skills is that they are also very teachable, and we’ve got ways to help you start learning them right now.
- Reduce email overwhelm. Adopt better habits around reviewing, managing and responding to emails.
- Create quiet time. Block off routine time in your calendar for quiet, focused, thinking work.
- Plan around the “seasons” of your work. Discover ways – at work and home – to better manage peak periods of work.
- Improve delegation. Delegate to junior employees as an opportunity for them, and as a way to create more time for you.
4 – Experiment, Learn, Repeat
Maintain an experimental approach! Remember, changes may need to happen both at work and at home. As Amy and Marc progressed in their careers and moved into positions where they began to manage others, you can imagine they had to learn a few things along the way. Whether it was Amy creating a job-sharing leadership position, or Marc’s conversation with his boss to collectively combat overwork and overwhelm, both would agree, the journey has been very worthwhile.
Want to learn how to develop these integration practices so you have time for work, love and play? Join one of ThirdPath’s OMG! – Overwhelm Mitigation Groups.
Our OMG experience provides an opportunity to learn and master key integration skills. The 1-hour calls meet monthly with a skilled facilitator, like-minded peers, and proven methodology. Join our OMG! 12-call series starting this summer.
Change Can Begin at Home
We need to continue to push for changes in public policy and more flexible organizations but there are changes that we can make in our own homes to move away from rigid gender based roles and assumptions.
Dads working full time …
Dan (New York Dad) – “My wife and I have developed a rhythm of working together to balance work and home life. Most days I handle getting our daughter’s things together for the sitter and drop off / pickup. Jen handles getting our daughter ready for the day and getting us out the door on time. In the evenings we share in the tasks of bath duty, laundry, story time and bed time routine. I enjoy this arrangement because Jen and I split up the responsibilities giving us each one on one time with our daughter but still have time together as a family.”
Dads flexing work hours …
Miguel (Chicago Dad) – “I’m a stay at home dad who works part time and enjoys every minute of both. After 20+ years in the button down corporate world, I took a step back and decided that I wanted to stay home with our daughter since we knew she would be our only child. She brings me joy and excitement every day. I love being able to be around for all the big milestones as well as the silly little things. Of course it helps that my wife works full-time which covers our day to day necessities. Keeping my hand in the working world allows me to have some balance and engage in grown up conversations. I wouldn’t trade this for anything!”
Dads staying home full time …
Dan (Chicago Dad) – “You never know what life is going to throw at you. All you can do as a couple is adapt and make sure you are there for each other. Our “style”, dates back to the end of 2005 when I left a high pressure banking job for what I thought would be a 12-18 month break to spend more time with our 3 boys and decompress. Almost 8 years later, I remain “retired” and a full time stay at home dad. My wife’s career flourishes (I’m very proud of her), and I would not trade the time I have had seeing my boys grow and mature. Being the only dad at school events clearly designed for moms and continually asked why you aren’t “working” can be tiring. But taking comfort in knowing you were there for your kids makes it all worthwhile.”
Dads sharing in the care after school …
Listen to our March 2018 Thursday with ThirdPath webinar where two dads discuss how they share work and family responsibilities of their school aged children. When both parents learn how to navigate school closures, sick days, after school activities and summer schedules, it can make full time flexible work possible for both parents. And when men and women both learn how to share in these predictable and unpredictable changes, everyone wins – moms, dads, kids, and our workplaces. Here are a few things you will gain from this approach:
More time as a family:
After school time can be great for both bonding and productive activities. Parents can plan an after school adventure instead of waiting for the weekend. They can also schedule appointments and errands. One shared care dad combined the two, “my kids weren’t always thrilled to get the errands done, so I’d make a plan to go someplace fun afterwards.”
More wiggle room for change:
Learning to work as a team, knowing which parent can flex and when, as well as building a network of support with family and friends, will pay big dividends when families work together to navigate school closures, sick days, and the summer months.
More opportunities to teach life lessons:
As children become more self-sufficient, creating a relaxed afternoon at home can give everyone time to connect. Having a friend come over can free up parents to get other household tasks done, or as children grow older, they can help you with these activities, by learning to take on responsibilities like laundry and cooking meals.
More able to be present for teens:
Older school aged children may start to need you less, but being around still makes a big difference. Parents of teens learn that teachable moments come at different times – at the mall when trying on clothes, or late at night when they are trying to finish a paper. Other parents admit to “shamelessly eavesdropping” during car pools. This helps the parent ask better questions later on such as, “So how is that new coach?” By taking turns being the parent at home, both parents increase the likelihood of being available, whatever comes up.
Want to learn more about mom’s and dad’s who are doing things differently at home? Check out our “integrating work and family” web page.
Whole Life Leaders are Transforming Organizations
The following is excerpted from the article Transformative Flex, by Jessica DeGroot and Jodi Detjen. The photos on the right are from ThirdPath’s biennial Pioneering Leaders Summit including our Pioneering Leader award winners.
Leaders who follow an integrated approach to work and life are changing a few fundamental assumptions…
First, they discard the outdated notion that a work-first approach is essential to business and the only route to success. Then they reframe this binary assumption into one that recognizes work matters AND life matters. They also learn how to create success in both areas by creating a team at home and a team at work.
Most importantly, when couples jointly follow this approach, they both learn how to push back at out dated norms as they support each other to achieve an integrated solution over the course of their careers.
To Be a Whole Life Leader – Work matters, and so does life
When couples both strive to be Whole Life Leaders, work matters and so do their lives outside of work. Both parents become experts in learning how to set thoughtful limits on how much work they can take on. We call this win-win boundary setting. Both parents also find ways to use flex to as a tool to help them do an excellent job at work, be responsive to the needs of colleagues and clients, and keep their eyes focused on their lives, not just their careers. The core of their solution is a “triple win”.(See definitions on the right.)
Whole Life Leaders become experts in flexibility AND capacity management
Flexibility defines where and when someone works. Capacity management relates to how much work is expected to be done individually, as a team and within the organization.
Flexibility requires agility, and the ability to think outside the box when faced with competing goals. Capacity management requires innovation in how the work itself gets done such as prioritization, expectation management, and strategic delegation. In fact, success in these two dimensions requires a set of 21st century skills that are valuable for everyone who works in today’s 24/7 business environment.
These leaders are changing the rules of the game
Professionals who develop these skills, who are then promoted to managers, begin to spread the skills to their teams. Instead of pre-defining where, when, and how much work gets done, these leaders work with their teams to determine the best way to achieve the desired success.
Managers who follow this approach get out of the business of micro-managing unnecessary details about how work gets done, and into the business of managing effectiveness. It’s also clear, ThirdPath’s progressive community of Whole Life Leaders have become role models of a new kind of leadership.
A FEW DEFINITIONS …
This happens in the moment – something that one physically “feels” as in “I feel out of balance”
This happens in the long run – this happens in the long run – it’s how you create multi-faceted lives, with paid work happening alongside other commitments
Work First Work Cultures:
In these organizations, life needs are always subservient to work and career priorities
Triple Win Solutions:
Flexing so it’s good for the work you do, the people you work with, and good for you
Win-Win Boundary Setting:
Working together to set thoughtful
limits around how much work we take
on so we can do our best AND our organizations thrive
Want to learn more about ThirdPath’s progressive community of Whole Life Leaders? Let us mail you DeGroot & Detjen’s article: Transformative Flex. Send your mailing address to: Time4Life(at)ThirdPath.org
Together We Can Change the World!
We are just back from the 8th annual Dad 2.0 Summit – and we are charged up to make change! Did you know that Dove Men+Care is pledging $1 million over the next 2 years to help dads afford to take paternity leave? Why is this so important? Getting dads involved right from the start helps all of us manage work and family responsibilities better – and not just during the diapering stage!
Take a look at the inspiring videos on the right, then read the great example of what we’re talking about – it’s a story from one of the bloggers spotlighted at the Dad 2.0 Summit … Then help us push for more change TODAY by taking the
Dove Men+Care Pledge for Paternity Leave and by sharing this link with everyone you know.
The Chaos Theory of Parenting – by Cort Ruddy
Our typical morning routine is goes like this: Child 1 ostensibly gets up at 6:15 a.m., to be on the bus at 6:52. Children 2 and 3 rise from their slumber when child 1 departs, and they get on their bus at 7:40. That’s when child 4 awakes, his bus arriving at 8:12, which he dutifully boards.
I call this predictable structure the Ordered Family model. And it works well on paper. In reality, it rarely occurs. Here’s a sample of our reality through the lens of one particular day last week when my wife just happened to be away on business.
The alarm went off at 6:15 a.m. as planned. Our oldest child didn’t move, however. Unplanned. Then it went off again. And again. When she did finally move, she announced she needed a shower because “it had been a few days.”
Long story short: she missed the bus. So, of course, I had to drive her. I woke the two younger ones, who are just barely old enough to be left home alone, and ordered them to get ready as I took the eldest to the High School.
When I got back, the house was still standing and everyone was alive, but nobody was ready for the middle school bus, now just moments way. So, I quickly threw together their lunches, prodded them to brush their teeth and get dressed, and then I watched as the bus pulled away while they sat at our counter nonchalantly eating breakfast. Bus missed.
To take them to school, I had to wake the boy, as he cannot be left alone for everybody’s sake. Once his sisters were deposited at middle school. We went back home to get him out of his PJs and ready for his bus, which he missed. So, it was back in the car and to the third school of the day to drop off yet another child.
By the time I got home, I had exactly zero minutes to get showered, dressed and off to work. Needless to say, I was late. Like, really late.
That’s when it occurred to me the similarities between math’s Chaos Theory and the way my wife and I are as parents: the Chaos Theory of Parenting.
In mathematics, Chaos theory is used to describe dynamic systems where minor variations in initial variables can cause wildly different outcomes.
I find it easier to understand Chaos Theory by thinking about the game Plinko on the Price Is Right. That’s the one where the lucky contestant drops a round chip down the Plinko board and it bounces around rather unpredictably until it reaches the bottom.
The difference is that in Plinko there are only five possible outcomes. While in life, and in parenting, there are infinite. Kid 3 could miss the bus. Kid 2 could leave without gloves and have to stay in for recess. Kid 4 could forget his homework, and his parents could get a call from the teacher. Dad could be late so often that he gets fired, and the whole family could have to move to another state. Anything could happen. All based on Kid 1 sleeping through her alarm and a host of other initial variables.
You could be observing us on what seems like an otherwise quiet evening when an unexpected (but predictable) variable occurs, like someone yelling, “Oh My God! We forgot soccer practice!”
And then we suddenly find ourselves scrambling to get our tween to her indoor soccer practice, and the whole plan for dinner is out the window and half our kids are crying because they’re hungry and haven’t started their homework. All because one of us had to run to the store after work to get an ingredient for the dinner we now aren’t making and, in the frenzy, simply forgot it was a practice day.
Clearly, I have only a rudimentary understanding of the real Chaos Theory, however I’ve found that with proper use of vagueness and big words, anyone can sound like they’re an expert on theoretical mathematics.
Parenting, on the other hand, is not quite so easy.
Cort Ruddy is a writer, working and raising four kids with his wife in upstate New York. His writing has appeared in Adirondack Life and Central New York Magazine, and can be found online at RuddyBits.com. He’s on Twitter @DadBits.
Check out our free resources so you can have more fun and less stress. We’ve even included the free CJ case study describing how a dad changed his schedule to a four day work week.
Advice From A Seasoned Caregiver …
Amy Goyer’s book “Juggling Work and Caregiving” is full of good advice about how to balance work and eldercare. Below is an excerpt about the importance of developing a team when caring for an aging loved one…
Team members can include a variety of people …
Whether they are family members, friends, volunteers, or paid professionals, make a list of everyone who is currently involved in your loved ones care, or who supports you so you can be a caregiver.
Consider the following options:
- Family members
- Neighbors: Your loved ones and yours
- Friends: Yours, the friends of the loved one you are caring for, or of other family members
- Members of faith communities
- Paid or volunteer services such as a house cleaner, handyman, companion, meal or grocery delivery, chore services
- Medical, health, social service or geriatric professionals
- Financial, legal and technology advisers
- Gatekeepers: People who regularly interact with your loved ones and who may be the first to notice a change or problem (people such as the mail carrier and yard worker)
Team members contribute in different ways …
Everyone will contribute at different levels and with different strengths.
They will likely fall into one of the following six roles:
- Big picture – Family members and care managers who keep an eye on and communicate the overall planning and status of things
- Single responsibility – Someone who is willing to coordinate one chunk of caregiving such as managing finances or a household task
- Ongoing – Paid or volunteer caregivers, neighbors, and friends who help with the everyday aspects of care
- Single task – Someone who is happier accomplishing a specific time-limited job with clear instructions
- Special projects – A team member who steps in for an emergency or one time circumstance
- Backup – Team members who are great at stepping in when plans go awry
Match team member roles with personalities and availability …
One team member may be more hands-on while another prefers tasks such as “dealing with finances and paperwork; conducting research; making phone calls; cleaning; organizing; running errands.” No matter what, keep the lines of communication running smoothly between team members. Amy includes practical suggestions for how to communicate productively as well as advice for what to do when things aren’t going so well.
Bottom line, “Your caregiving team is made up of people who have different relationships with the people you are caring for, all with lots of history and possible baggage.”
Caregiving can be challenging for you and for all team members. Luckily Amy’s book includes a number of suggestions for creating, managing, and navigating the ins and outs of this difficult time.
Did you know that ThirdPath has resources to help you at every life stage? Let us help you get support to think in new ways about your work and life responsibilities so you can find more joy in both.
The New Revolutionaries
This month’s blog post provides a sneak peak at some of the critical issues we will shine a spotlight on in the upcoming 2018-19 season of our popular webinar series – Thursdays with ThirdPath. Starting in October we will be exploring how to make the impossible, possible – how to promote family well-being AND gender equality!
Brigid Schulte does a great job looking at this in her book Overwhelmed, Work, Love and Play When No One Has the Time. In it 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 revolutionary 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 help you do just that. Tune in all year, or download our recordings. Want to get started today? Check out our many resources. Click here to learn more.
Take A Vacation: It’s Time To Recharge Your Batteries
Taking a vacation is good for you, its good for your family and it turns out its good for your organization!
Here’s what we at ThirdPath have learned about the importance of vacation time over the past 15 plus years of advocating for doing work and family differently. You can also listen to our Thursdays with ThirdPath webinar where we discussed this topic by clicking on the SoundCloud player.
However – some of us might need to challenge a few work norms to make this happen: the fear of being perceived as an under performer; the pressure to see it as a win-lose proposition – either we meet our client and customer needs or our own personal needs; or the worry that maybe there’s no point to take a week off given the demands to be available while away and the difficulty transitioning back upon return.
But there’s a lot to gain when we push back at these norms.
– Time off can have several health benefits like reducing risk of heart disease, stress and depression.
– Seeing new places and experiencing different things can have a positive effect on our overall outlook on life, providing a fresh and new perspective.
– Time away from work can also help us remember that work is just one part of who we are and remind us that we have friends, family and other life interests.
Here’s a list of ideas to help increase the enjoyment of your time away and maximize the benefits upon your return. For the full list, click here.
Read more …
- Plan vacations around the “seasonality” of your work. Try scheduling longer trips for less busy periods of work and “long weekend vacations” when work is busier.
- Block off pre and post “quiet” work days. Avoid scheduling meetings and phone calls the day before you leave and the day you return to allow for the “unexpected” and for catch up time when you return.
- Create a “what can wait” list. A week before you go, create a list of things that you can wait to get done after vacation, versus tasks that must be completed before you go.
- Decide how “connected” you want to be. If you need to check email or voice messages, plan ahead around what’s least disruptive.
- Carefully define emergencies. Think ahead about what challenges could arise. Clearly define emergencies to avoid everything becoming one.
- Keep track of what worked well. Create a list you can refer back to of helpful ideas for planning your next vacation.
And don’t forget, creating vacations that really recharge our batteries may also require us to change how we approach vacations as a family. Two parents working together as a team to plan and make the most of a vacation, makes it a better experience for everyone. (And while you’re at it, don’t forget to plan a romantic getaway for just the two of you!)
Pauses Increase Happiness and Effectiveness
Are you feeling the need for a pause in your life? Luckily, there is a good deal of evidence that shows taking a pause helps us to live happier lives AND become more effective at work.
As Joe Robinson, author of Don’t Miss Your Life, points out… “Satisfying work and a well-lived life are the result of thinking, assessing, and having the attention to create a better pathway forward. Something no one else can do for us. What you want doesn’t happen on its own. You have to make it happen.”
Following are 8 different beneficial pauses, big and small, that Robinson suggests we start implementing in our lives today…
1. Big Picture Pause.
Set aside a chunk of time, say, 30 minutes this week and then once a month, to think about where you’re going at work and life this year and why you’re going there. What are your work goals? Life priorities? What’s missing from the picture? What do you need to change? How can you do that?
2. Work Effectiveness Pause.
Review tasks and identify ones that are frequent bottlenecks and time-wasters. How could they be adjusted for less stress and more effectiveness?
3. Priorities Pause.
Set aside 10 minutes at the end of the workday or at the beginning to map out the top five tasks on your list for today or tomorrow.
4. Balance Pause.
Each Friday, take a few minutes to assess the state of your work-life balance. Are you out of whack? What needs to happen to have a better work-life fit?
Read more …
5. Recharge Pauses.
Fatigued brains look like ones that are sound asleep. Pause when the pressure peaks, you’re stuck, concentration fades, the daydreaming begins. Take a walk, listen to music, or plan your weekend to build up energy and cognitive resources again.
6. Free Time Pause.
Take time to put together a free-time log for a week of all your time outside work. Where are the time sinks? Where are the free-time slots you could schedule a new hobby or activity? What would you like to do? Salsa dancing? Cycling?
7. Vacation Pause.
Figure out at the beginning of the year where you want to go on vacation and when you want to go. This makes it easier for coworkers and managers and locks them and you into making the holiday happen at the most opportune time, with plenty of notice to make workflow adjustments.
8. Life List Pause.
Take some time to think about what you’d like to do on this planet for the experience of it. What’s on your Life List? Sail the South Seas? Learn guitar? Keep a rotating list of five experiences and start jotting down steps to make them happen.
To hear more about taking a break, check out our “Finding Your Sweet Spot” webinar where we talked with Christine Carter, happiness expert at UC Berkeley’s Greater Good Science Center, about her book, The Sweet Spot, How to Accomplish More by Doing Less. In it she draws on the latest scientific research on positivity, productivity, and performance to demonstrate that by doing less we can actually accomplish more.
Want to learn how to implement these pauses and create a better balance between work, love and play? Join our OMG! – Overwhelm Mitigation Group – starting this fall.
Email us at: Time4Life(at)ThirdPath.org. Put “OMG!” in the subject heading and we’ll send you more information.
A Guest Blog by Scott Behson
“I worry that unless my generation of busy involved dads don’t start making change happen, company cultures will remain unchallenged, and more and more dads will have to struggle seemingly alone.” – Scott Behson
Dads, do you relate? As we wait for politics and organizations to catch up with the needs of dads in the workplace, Scott Behson recommends taking matters into your own hands.
Below is an excerpt from a blog post Scott wrote describing the steps you can take to help change our work cultures to recognize dads as actively involved parents. Or listen to our Thursdays with ThirdPath webinar by clicking the SoundCloud icon, and hear two dads talk about the changes they made – at work and home – to play a more prominent role in their children’s lives.
Be the Change You Wish to See
If you have the security, flexibility, courage and inclination (I recognize some may have more ability to do this at work than others), here are a few steps we can take in our workplaces to make it easier for dads to discuss and address work-family demands at our workplaces.
- Talk about your family and ask other men about theirs
- Make sure other men in your workplace see you use work flexibility for family reasons
- Take paternity leave
- Start a Beer Fire! Organize a group of male friends or coworkers to discuss life outside of work
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If you are excited by these ideas, here are some ways you can start integrating your life outside of work into the workplace right now. Each idea is a small but important way we as men can make it easier to discuss our lives as dads at work – and taking these steps will have a big postitive impact for both men and women!
• Keep pictures of your kids/family not just in a small frame facing you on the desk, but in a prominent place at your workstation (an 8×10 on the wall behind you may be ideal)
• During “water cooler” chit-chat with other men, don’t just talk about the latest sports gossip, tell them what you did with your kids last weekend, or discuss their little league games (or whatever)
• Ask other men in your workplace about their non-work life, including their families. Encourage them to share their family activities – like what they did with the kids on vacation, etc.
You can integrate these tips at the beginning of meetings you run or if you are a supervisor and can generate these conversations with men who report to you, that’s even better!
Many dads struggle with work-family issues but, because they do not see other men talking about these issues, many feel like they struggle alone. By putting these suggestions into action, you make it more normal for men in your workplace to discuss family issues, and to bring some of our non-work lives into workplace discussions. These small but important steps also lay the groundwork for making big changes around creating more supportive workplaces for all.
Scott Behson, PhD, is a Professor of Management at Fairleigh Dickinson University and author of Working Dads Survival Guide. Scott lives in Nyack, NY with his wife, Amy, and son, Nick. Contact him on Twitter (@ScottBehson), Facebook, LinkedIn or email.