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How to get Ahead While Balancing Work and Family |
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John Rossheim |
For many
professionals, it's doable, though certainly not easy,
to coast through their careers for some years while
devoting most of their energy to raising small children.
These sensible souls take care not to drop the ball at
work, but they do forgo immediate opportunities to push
that ball up the slope and land that next substantial
promotion.
But the most ambitious of us may not be satisfied with
the status quo, either because we need the money and
personal satisfaction that come with advancement, or
because we work at a company or in an industry in which
our careers can wither and die if we don't continuously
advance.
If you do commit to continuing your upward trajectory
while caring for your young kids or ailing parents at
the same time, how do you carry out both commitments,
each of which can seem all-consuming?
It begins with establishing expectations.
Set Ground Rules
My employer knows that I'll put in the hours at home in
the evenings and on weekends when I need to, says
Jennifer Sheran, who became full-time general manager at
Schroder PR in Atlanta in December 2006 while bringing
up a 5-year-old.
Sheran's professional portfolio is impressive: She
oversees the firm's business development, client
relations and campaign project management, as well as
implementation, staff training and human resources.
In exchange for some family-friendly
arrangements she leaves the office at 5 p.m. or 5:30
p.m. most weekdays to arrive home in time for dinner and
works from home on Fridays Sheran's employer expects
she'll put in all the additional hours the job requires,
wherever she can fit them in.
You have to sit down with your family and explain why
you have to take up your work for an hour or two after
the kids go to bed,Sheran says. It takes that to be able
to get ahead.
Investigate Different Ways to Grow
For some ambitious professionals with big demands at
home, professional growth may be measured along a
dimension other than the corporate ladder.
For those willing to consider a nontraditional passage
in their career trajectories, opportunities abound, says
Susie Hall, Los Angeles-area manager for staffing firm
Aquent. Rather than chasing the next promotion, Hall
says, you can stay in the same position but take on
projects with higher-profile brands.
To do that, you'll need to delegate aggressively and
creatively, so that you can focus your work time on the
projects that will afford you the most visibility.
ˇ°Think about your unique skills and spend more time on
high-value activities, says Ellen Kossek, a professor at
Michigan State University's Graduate School of Labor and
Industrial Relations in East Lansing.
Find the Right Support
But how do you keep your family onboard as you continue
to advance your career? Two key tactics are to surround
yourself with helpful people and to find an employer
that values you enough to let you manage your own
workday.
For Sheran, family commitments are a two-way street.
When she has to travel on business,my husband makes
adjustments to his schedule, and I live not far from my
parents,she says. Without them, it wouldn't be so easy.
For audit manager Liz Harper, the key was taking a job
with a Big Four firm willing to grant flexibility by the
hour, day and season.
When the kids are in school, I work five days a week for
six to seven hours, says Harper, a senior manager
working 60 percent time at accounting and consulting
firm KPMG in Short Hills, New Jersey.
In summer, I work full days but take one or two days off
each week, says the mother of four children, ages 6 to
14. On the off days, I'm still pretty much online,
taking some phone calls and checking email occasionally.
And There's No Stopping
Can executives already in key positions advance even
further while their kids are still in elementary school?
They certainly aspire to.
I would like to become partner at some point, says
Sheran.
The next step for Harper would also be a move up to
partner. Although that may not happen while Harper is
working less than full-time, her employer doesn't rule
out the possibility. |
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This article originally appeared on Monster.com. |
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