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Career Change Careers Advice Flexible Careers Mums Returning To Work Parenting and Work Work Journeys

WHO’S SUPPORTING YOU AND YOUR CAREER GROWTH?

It’s really common to feel alone. The pandemic has fuelled this even further. We all relate to the saying “we’re all in the same storm, but in very different boats”.

The feeling that everyone is struggling has become normal.

This is unfortunate because it leads to the feeling we should be able to “get on with things” even when life feels more difficult. Maybe you feel afraid to “bother” someone else with your struggle, when the person you are “bothering” is in their own storm too?

As mums many of us have experienced feeling like this before. When someone asks “how are you” and you answer “I’m fine” when the honest answer is that you’re not?

Is this the approach you take in your career too? Answer this question more honestly….

What are we afraid of when it comes to career growth?

Does sharing we are struggling make us weak?

Are we scared we’ll be perceived as not coping at work, if we share that we don’t know how to navigate the next step in our working world? Could others perceive we’re not juggling family and work life successfully enough?

I had a coaching call with a highly intelligent, extremely compassionate and successful woman last week.

This woman is under a lot of pressure at work, as are all of her team. She has spoken to “the powers that be” about her teams stress levels and the impact to their wellbeing. Also she is putting as much as she can in place to alleviate things for them.

I asked “what about you”?

It materialised, she’d been doing the “well it’s busy of course, but I’m fine” approach. She wasn’t “fine” at all. Admitting she wasn’t fine would feel like she was failing: letting people down and giving the impression she can’t cope. She did recognise that if, in three months she breaks down, she’ll be asked, “why didn’t you say something”?

Of course, our conversation was much bigger than this and I truly hope the work we did together has helped her gain a new perspective and understand that honesty is important.

Who’s supporting you and your career growth?

McKinsey found, 18 months after the start of the pandemic, women on average felt more burnt out than men.

Given that the stats show women picked up more of the home-school slack and continued to bare more (on average) of the ‘mental load’ at home, this isn’t a surprise.

McKinsey also found that women are doing more to rise to the Diversity and Inclusion (D&I) challenges and contributing to wellbeing agendas in the workplace, more than ever before. (click here for the full McKinsey article)

They are taking on more work at home and in the office. With this comes a higher risk of burnout. Which in turn may mean many women will remove themselves from leadership opportunities in the future.

This is hardly helping to change the status quo and reduce the gender pay gap.

This got me thinking about how us women work.

It’s clear what we do is nothing short of fantastic.

But are we engaging with others to support us?

If we have the “I’m here to support people and look after their wellbeing, but not my own” approach, that is fast-track to total burnout and exhaustion. It’s evident that fear of failure and perception from others that we aren’t coping, traps many of us into staying stuck in this inefficient work mentality.

If you’re reading this and thinking “Rebecca is literally talking about me” – what may help you?

Allies. Get lots of them to support your career growth.

In different shapes and sizes.

Allies add more value to your career and life in general than you can ever imagine.

Allies may help you

  • talk things through
  • bring new perspective
  • encourage you
  • introduce you to new people or areas
  • advocate for you into areas you may otherwise not have access…

Through all of these connections, your confidence will be boosted, you’ll gain new evidence to show you CAN do things you thought you couldn’t.

You may even realise you’re only human and it is ok to be honest, vulnerable and successful – all at once. Nobody is good at everything and there is no such thing as “Superwoman”.

Where can you find allies?

Whilst I strongly believe employers hold responsibility for taking care of their employees, we also need to take some initiative and responsibility ourselves. If we are to grow in our careers, it’s down to us to seek out our own allies. They can help us develop in a range of ways. So who might they be?

Here’s some examples:

Sponsors

Sponsors will help you build credibility. They can use their position of privilege to sponsor your cause or goal.

They can help position you where you want to be and support your career growth.

So, if you’re striving for the next step but finding it hard to access the right people or places, you probably need a sponsor.

The feeling of going it alone and all the self-doubt that can creep in can quickly push you down. Having a sponsor to elevate you and talk things over with and who can help position you, can work wonders.

>>WHERE TO GET ONE?

Maybe you can find someone more senior in your workplace to mentor you who can act as a sponsor? Think also about people outside of your workplace, who do you know that is successful in the area you are striving to reach who can be your sponsor elsewhere?

Amplifiers

Amplifiers are able to “shout” for you in a crowded space, where you may not ordinarily be heard. They will help you have a voice. So if you’re struggling to get your message to the right people, who may be an amplifier for you?

>> WHERE TO GET ONE:

The Find Your Flex team can definitely help you find employers who are open to conversations around all modes of flexible employment opportunities.

Maybe you feel like every time you apply to a job you are just another faceless applicant in a crowded market. Who do you know – or could get to know – that works there already? They can be your amplifier!

Advocates

Advocates are able to use their power, influence, status or seniority to bring you into their circle.

This can be helpful in a multitude of circumstance. Whether that’s the next career step, or simply needing someone to tell you the pressure you are putting yourself under is too much.

Rather than feeling like you are demonstrating your inability to cope (highly unlikely to be true by the way!), who can help advocate for you and your team?

Using a more senior or experienced voice may be the key to being heard and finding better ways of working.

>> WHERE TO GET THIS?

To find your advocate you must be honest and even a little vulnerable. Find that person who already has a “seat at the table” that you want to be sitting at. Share with them what you are trying to achieve so they can be your voice in their already existing circle of trust and influence.

Scholars

Scholars are ready to listen and learn about things that impact your ability to reach your goals and can help to act or influence change. Are you working on what feels like an impossible task because one thing in your organization persistently gets in the way? Who could that scholar be that is ready to listen and understand and help remove that?

>>WHERE TO GET THIS:

This will really depend on your struggle. For example, maybe everyone else is physically present in a meeting at 4pm that you simply cannot be in due to childcare commitments. This may impact your ability to reach a certain goal as you never hear the important stuff first hand. Who may be willing to hear and learn from this and influence change? Maybe you feel there is a diversity & Inclusion issue that stops you reaching your goals due to unconscious bias. Will increasing your network and raising awareness help?

Confidant

A confidant will create a safe space to express your fears, frustrations and needs – and help you navigate through them. This is that person you can be truly honest and vulnerable with. I put myself in this category as a career coach. In the example I shared above with my client, I was acting as her confidant. Nobody in her organization will ever hear that conversation, but they will, hopefully, see the results. The results will enable her to approach things in a slightly different way but gain a positive impact for her and her team.

Connector

A connector is willing and able to share useful connections to help you towards your goals.

We all know them. That person who always says “oh, I should put you in touch with X! You two would really get along / they could really help you with that / they know all about that”. These people are great for so many reasons – especially when you’re struggling, can’t see the next steps and don’t have the right connections.

SO TAKE ACTION!

You are not an island.

Nobody wins when you hit burnout or stay struggling in a job that is no longer right for you.

So let me leave you with this:

  • What is your struggle?
  • What is the one (or two & THREE!) thing that feels hardest right now?
  • What would you like it to look like instead?

With that in mind, what type of ally (or allies) could help you with that?

Who are they and what needs to happen for you to start that conversation? Think outside the box –allies could be peers, mentors, previous colleagues, mentors, coaches…

Engaging and building ally-ships can take some time – which you may say you don’t have. However, one thing I can guarantee is, by shifting your mind-set this way and taking time to do so, you’ll always find new ways to do things you never thought were possible. There are no prizes for doing everything alone.

So – who will you connect with today?

Cheney Hamilton

The Find Your Flex Group

Helen Miller

Rebecca Amin

Rebecca Amin
Rebecca Amin is a Career Coach who helps parents feeling stuck in their careers find their path back to happiness.
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Child Care Dads Flexible Careers Flexible Industries Lifestyle And Wellbeing Mental Health Mums Returning To Work Parenting and Work Productivity & Flexibility Work Journeys

Working in a Post-Covid World.

March 23rd 2020. The day we heard our Prime Minister say “From this evening I must give the British people a very simple instruction – you must stay at home”. The day working from home, indefinitely, began.

Fast-forward over 13 months. Many are still working full-time from home. Some are gradually finding their way back to the office. There are organisations that have managed things brilliantly and seen this as an opportunity to shape flexible working. Some have managed things terribly and are already making unnecessary demands to fully return to the office, with no clear business need. Some employees are desperate to get back, some are desperate to retain the flex they have had forced upon them.

As we emerge from these unprecedented times, the waters feel muddy. There is little consistency across employers or industries. What is clear is that many of us are feeling the burn out from living at work with little to no break and a year of no holidays.

So how are we planning for the post-Covid future?

Many organisations have hit the press for their positive moves towards supporting employees well-being and flexibility. For example, Dropbox have made working from home a permanent move. Microsoft is moving to a 50:50 homeworking to office working model. John Lewis head office is taking a hybrid or blended working approach. Having spoken to a wide range of parents, the general consensus seems to be a 50% office based role will become the norm.

These approaches make total sense given a study by The University Of Southampton found nine in ten employees feel they had got at least as much, if not more, work done at home as in the office. Employees also shared that they have benefited from the flexibility to organise their tasks and discretion to make decisions about when they do their work from home.

How this effects parents?

Whilst it is clear from this study and many others – such as the research conducted by the childcare provider, Bright Horizons – working parents are overwhelmingly in favour of a continuation of flexible hours and some form of hybrid working. Christelle who works for a large energy company shared:

Having the flexibility to do the school run and eat together at the start and end of the day as a family, has had a huge positive impact on our family dynamic”.

Likewise John, who works for an IT company said:

The time I have had to become more involved in my son’s life has been amazing. If allowed to continue, I believe this will have a life-long impact to our relationship, having been around so much in his formative years”.

It is also clear the general consensus is that the pandemic has allowed us to prove such a model could work. However, more than half of employees involved in the Bright Horizons research thought their employers were likely to be unresponsive to demands for greater flexibility once the pandemic dissipates. Denise Priest of Bright Horizons shared “There seems to be disagreement between some organisations and their workers about what normality should mean”. This is backed up by the research I conducted. A mum working for a large US Bio-sciences organisation is shared her worries that, “whilst all the right things are being done now, will these have the longevity that society needs?”

So what is the right answer?

The only very clear thing in all of this is one size does not fit all. We knew this anyway, but employees, pre-covid, bent over backwards in many case to mould themselves, their families and other commitments to fit the requirements of work. Whilst we have been missing social contact, there is a clear preference amongst the majority of parents to combine office with working from home in the future. Seven in ten (73%) employees wish to adopt a hybrid work arrangement – blending working from home with the communality of the office – and to retain the flexibility and control over their working pattern from which they have benefited under lockdown.

I am hearing of a huge amount of examples of organisations asking their employees what works for them? One FMCG company has even gone as far as introducing a whole new contractual way of working. Allowing some individuals to work on a retained project basis. They are then able to dictate their working hours – fitting work to their lives, rather than fitting life to their work.

All this said, there are some that working from home is not good for. I say “not good for” because I don’t just mean convenience. I mean their mental health is suffering because of the isolation this can bring. If you are younger, live alone or in a shared house environment. If you wish to reap the social rewards of the young, working generation. Many of these people NEED the office environment in order to protect their mental health. This sentiment was clearly shared by one person I spoke with from the Oil & Gas industry, who said:

I have genuine concerns for a single, female colleague who has clearly struggled mentally with the stay at home message”.

Flexible Working is the way forward.

It truly feels the power is shifting. People have proven a flexible model to suit individuals – IS achievable. There are organisations taking this on board and adapt to their staff. Allowing work to fit with life, rather than forcing employees into an unmanageable, unsustainable, unnecessary, unhealthy work pattern. These organisations will be the winners in the long run.

The 2021 Modern Families Index Spotlight points to potential discord ahead. 55% of respondents indicate their loyalty to their employer long term depends on employer’s reaction to the pandemic and beyond. As they continue to attempt to juggle work, child care and care of elderly relatives. Employers who recognise the priority of family life and provided practical support for staff will retain – and gain – talented employees. While those who have not will lose out. John, who I mentioned earlier, working in IT, very honestly shared this with me:

I will seek alternative employment if pushed too far to revert to old ways of working. It is clear this is a preference, but with no clear justification, in my organisation. Which could result in me seeking alternative employment”.

What about well-being support?

It seems many organisations are focusing on what the working week should look like. However, what hasn’t been shared as broadly is what organisations are doing to support the mental well-being of employees.

The University of Southampton Study shared that maintaining working from home during the pandemic, whilst may have been in some ways more efficient, has taken its toll on mental health and well-being. In fact, responses on this area in their study found ranking very low. 47 out of 100 – measured against the World Health Organisation WHO-5 global standard. AXA back this up further. Finding that two-thirds (64%) of those working across the UK and Europe said their stress levels increased compared to pre-pandemic. Of these, eight out of ten (81%) describe themselves as having a “poor” or “low” state of mind.

Given for many the kitchen table has become the office with home / work boundaries becoming uncontrollably blurred. It stands to reason that burnout is a very real prospect.

What are the effects of this?

On the flip side, organisations are planning for future and maybe even dictate what this future will look like. Although it may be that some do not feel ready to commute or be in the office. A mum working for a small start up shared with me:

I am not prepared to return until I am vaccinated. This has already happened for my boss so we are at slight odds around timing. Which is causing a bit of of stress and anxiety”.

Some have been shielding, may have vulnerable family members. Many have adapt childcare provisions and may not easily be able to reinstate wrap around care. Either because it is not available or because they are not inclined to revert back to the old ways. Such as running from breakfast club, to the train, to work, to after school clubs. And various other activities without having a minute for any family member to breathe.

As a backdrop the pandemic has triggered significant emotional, physical, and economic burdens:

  • Social isolation,
  • Working from home while caring for children and other family members
  • Exposure to the virus – personally, via loved ones, or from working on the front line
  • Experiences of long-covid

Mental health care advocates believe Covid can cause many to suffer from something close to Post Traumatic Stress Disorder.

In August 2020 the CDC published results of a large US web-based survey of more than 5000 adults. In which over 40% demonstrated experiencing at least one adverse mental or behavioural health problem related to the pandemic. Including symptoms of anxiety or depression (30.9%), substance use to cope (13.3%) and considering suicide (10.7%). This suggests a flexible work environment is something employers must consider when working in a post-covid world.

What needs to be done?

Many parents have shared a number of initiatives their organisations are doing to support well-being. These include

  • virtual coffee chat drop-ins
  • no-meeting days
  • access to counselling
  • well-being allowances
  • access to the office for those struggling working from home

but is this enough?

Workers have proved they are highly adaptable in these unusual times. One senior music industry employee shared, the pandemic has propelled flexible working forward by ten years, if done right. However, employers’ focus must now be on well-being. On supporting people through this next phase of transition. Above all else it is our well-being and mental health that has suffered most. I wonder how well organisations will take account of this as a factor of our return? This is a whole new phase. A positive shift hopefully, but one that needs managing with great care and support.

For other insights into this subject, why not have a read on The Real Gender Impact of Covid-19. And the struggles women have faced during and potentially post-covid.

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Career Change Mums Returning To Work Work Journeys

How Important Is Your CV To Gaining Employment?

“I must get my CV updated!” “I haven’t done one for years – I have no idea where to start!” “How will I explain my career break?” “What’s the best format to write my CV in?” “How can I make my CV work for me when I want to change career?”

These are statements I hear several times a week. The CV is still perceived as the ticket to a job by many. The make or break of those endless applications… Do we still need to be wedded to our CVs in this way? Are employers primarily focussed on the content of your CV? How long do they even spend reading your carefully crafted document you spent hours perfecting?

Your CV in Six seconds.

Six seconds is the average time a Recruiter spends scanning a CV at the application stage. It doesn’t balance with the hours you put into it does it?

At this point in time, CVs still form a part of a recruitment process in most cases. Even if other assessment methods are used at the application stage, we are still very likely to be asked to submit a CV.

However, with 72% of organisations reporting at the start of 2020 they struggle to find the right skill set via CV applications – despite an average of 250 applicants per role (Gurvinder Singh –TechRank) -are CVs the best tool for recruiting? Based on these stats, they aren’t working. But why?

It could have something to do with the six second scan time I mentioned above! It could be due to a CV really only representing how good you are at writing a CV. If you are great at packing loads of potential keywords into your CV so an Applicant Tracking System (ATS) flags you as a good fit, you will get an interview. If you have great skills but your CV doesn’t have the keywords, maybe you won’t be invited for the next stage.

CVs are highly impacted by reader’s interpretation and unconscious(and conscious) bias. Is English your second language? If your CV isn’t written as eloquently due to this, you may be rejected, despite being a great fit for the job. A CV is a page of words. A picture is formed from it’s contents and inferences are made unconsciously. A CV does not demonstrate how good we are at anything, how much support we had or if our skills are actually a bit rusty.

So what is the answer?

I mentioned keywords – if I could give one tip it would be to get as many keywords, that fit the job description, into your CV as possible! That way you are more likely to get through the ATS. But if CVs are essentially just a piece of paper reflecting how good we are at writing CVs, what more can we do?

Sticking with CVs for a moment, there are other ways to write or present them.

Skills based CVs

Skills based CVs are becoming increasingly popular. This is a small shift but allows you to present your skills or competencies on the first page – outlining what you good at and how you have demonstrated them in various roles. You can then list your chronological experience on the second page but with no need for lots of detail. The point of this is to pull out the relevant stuff and hit the reader with it off the bat, on page one. Abby Clandon, a Recruiter within the care sector shared she “doesn’t mind what type of CV we receive, as long as it displays why (you) are the right candidate… A combination of skills based with chronological content is best”.

Matthew Metcalfe of Covea Insurance Plc went as far as saying that the “CV plays a tiny part in identifying talent… the most important moment is when we get to speak to the candidates”. Which got me thinking, we need to be talking to Recruiters and hiring managers as soon as possible – ideally before a role is even advertised!

Networking

Business Insider has reported upwards of 70% of jobs never reach the job boards. 70%! Another reason the traditional “apply with your CV route” is possibly dying out. This of course opens up all sorts of arguments around equal opportunities etc, but it is happening whether we agree with it or not. So the “I must update my CV” is not the best place to start.

Networking is vital. If you have been able to speak to someone, build a relationship before the request for a CV comes. You are definitely more than a few steps ahead. It also means, if a CV is requested you will already have insider info ensuring your CV is more relevant. As Abby Clandon shared, the key thing she looks for is passion for the area of work. So much so in fact her organisation doesn’t even insist on sending a CV. Their assessment is primarily focussed on a values based interview.

Video CV

Getting your personality, your passion and your skills across to a potential employer will definitely make you stand apart from the crowd of Word documents and PDFs. Video CVs are becoming more popular in the graduate space and in the US. There is no reason these cannot be used for professional roles here in the UK. Of course you will want to stick to the application criteria, which may include a written CV. But there is nothing stopping you supplementing your application with a short, 1-2 minute intro video. A short intro to you, why you want the job and what you can bring to it. This is like giving them that first impression they would get in a face-to-face interview, but much earlier on.

Get Creative with your CV

We have all read the stories about people mailing boxes of cakes to employers with their CV printed over the box. This would be great for a Graphic Designer for example, but maybe not so much for an Accountant. That said – why not?

I have seen people turn CVs into QR codes printed across a picture of their face. IT professionals converting their CVs into a mini video game. Ok, cakes or video games may not play to your strengths, but finding ways to stand out that are relevant to your industry and reaching the right Recruiters and Hiring Managers may well get you a meeting. At least purely on the basis of standing out.

Visual CVs

Whilst based on the format of a traditional CV, this tool allows you to produce a document accessible via a link. You can embed video, blogs, PowerPoint documents and more. This allows you to easily amend your visual CV to match potential jobs or to send whilst networking. This is a great choice for those that still wish to have a document (you can download as a PDF) whilst adding more personal touches to get your personality across.

So what does all this mean? The traditional CV doesn’t seem to be disappearing, but it isn’t the only tool in your box. Rather than agonising over your CV as your first step into your job search, switch your focus. Add more to your Linked In profile to make it relevant for the job you want. Make use of video or visual tools to supplement your networking and applications. You will stand a better chance of getting noticed. Whilst employers still use CVs, as technology progresses it is likely they will become less and less important. I can’t say you no longer need one, but make use of the tools out there get more creative, more adaptable – more YOU! It is YOU that will get the job – your CV, is simply your sales and marketing tool.

Rebecca Amin is a Career Coach helping parents feeling stuck in their careers, find their paths back to career happiness. Rebecca can be found via her website www.rebeccaamincoaching.co.uk; Facebook Page and Facebook Group, Career Happy Mums.

For more advice on CV’s:

How To Approach A CV When You’ve Had A Career Break

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Imposter Syndrome – Fix Bias, Not Women

Imposter Syndrome. We have all heard of it. If you are a high-achieving female you may well think you have it. If you don’t, you will know many others that do.  But, what if Imposter Syndrome isn’t real? What if it is a resulting factor of society and biology combined?

The 66% of women ‘suffering’ with Imposter Syndrome (according to a study by Access Commercial Finance) may be shouting “no, it’s definitely real”. Bare with me…

You can loosely define imposter syndrome as doubting your abilities and feeling like a fraud. It disproportionately affects high-achieving people, who find it difficult to accept their accomplishments. Many question whether they’re deserving of accolades.

Where did Imposter Syndrome come from?

Psychologists Pauline Rose Clance and Suzanne Imes developed the concept. Originally termed “imposter phenomenon,” in their 1978 founding study. The study focused on 150 high-achieving women. They recorded that “despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persist in believing that they are really not bright and have fooled anyone who thinks otherwise.”

This study, despite it being based on just 150 participants, spurred decades of development programmes and initiatives. These were all in an effort to address imposter syndrome in women. Many high-profile women have shared they suffer with IS. Examples include – former First Lady Michelle Obama and Tennis champion Serena William. If you want to find out how to “overcome” Imposter Syndrome, a quick Google search shows up more than 5 million results.

What if Women Aren’t The Problem?

What’s less well explored, is why imposter syndrome exists in the first place. The advent came with the study mentioned above in 1978, but what about before then? Did it just not happen? Or has something changed in society or with “sufferers” that has resulted in this pandemic?

A theory I subscribe to is that workplace systems and simple biology may have a lot to answer for. Currently, women are almost blamed for having Imposter Syndrome. They are told they are suffering and need to overcome it. They are ‘diagnosed’ with a condition. So, it must be down to them.

Ruchika Tulshyan and Jodi-Ann Burey explored this further. Their published findings, in a Harvard Business Review article, share “imposter syndrome puts the blame on individuals, without accounting for the historical and cultural contexts that are foundational to how it manifests… Imposter syndrome directs our view toward fixing women at work instead of fixing the places where women work.”

Maybe You Are Just Normal!

Feeling uncomfortable, second-guessing yourself and mild anxiety are all normal. These feelings are more prevalent in women at work. Men of course experience similar feelings. However, men are often selected based on capability rather than history. The opposite is true for women. It stands to reason if you haven’t done a certain thing before suddenly you feel out of your depth. As a man’s potential is validated over time, feelings of doubt are reduced. Add on the fact men are easily able to find role models in the workplace. Mentors who are like them and are less inclined to question their competence. It therefore makes sense that these very normal feelings have a lesser impact and are less likely to be labelled.

Women experience the opposite. We question if we have the credentials we need to achieve. We hear “women often suffer with Imposter Syndrome”. In fact career development programmes aimed at women almost always have a session on “overcoming imposter syndrome”. It can become a self-fulfilling prophecy.

When women demonstrate strength, ambition, and resilience, they are often described as “aggressive” or “overly assertive”. The idea of imposter syndrome doesn’t take account of workplace dynamics and suggests women need to deal with the “issue”instead.

Men Are From Mars…

It is a biological fact women are programmed to be more risk averse. They are more likely to be perfectionists. Jessica Baker, a Business Psychologist, says we are wired to not step too far into the unknown – left from when we needed fear to protect us, and our young. Also, there are a disproportionate number of men in leadership roles. This means falsely equating confidence with certain traits that are most often demonstrated by male leaders. We then interpret these traits as competence and leadership. Thus, if we don’t have these certain male dominant traits, we question ourselves, decide we lack confidence and diagnose Imposter Syndrome.

Fixing Bias and Society – Not Women

The “fix women’s imposter syndrome” narrative has persisted, decade after decade. Perhaps instead workplaces should focus on creating a culture for women that addresses bias.

In the mid-1990s Clance, the ‘founder’ of Imposter Syndrome suggested the impostor phenomenon could also be attributed as far back as the way girls are communicated with as children. People would compliment girls on being “pretty” and “chatty”. Whilst “Brave” and “intelligent” used for boys. These concepts can define us. It is therefore easier to put success down to luck or being liked. Not individual success.

All this said, I do not totally dismiss Imposter Syndrome as “a thing”. But, I do wonder if

  • we address healthy, normal self-doubt via supportive work cultures,
  • seeing more women in positions of leadership and
  • not using vague feedback like “you need to better develop your leadership qualities”.

we may be in a better place.

Is Imposter Syndrome is a stand-alone syndrome? Or is it a result of complex societal, biological and workplace factors? Either way, it still affects us.

Then how do we deal with it? Ask yourself “where is the evidence that you are doing a terrible job or making bad decisions?”. The fear is irrational. Your current experience of it is often far worse than the negative outcome you are anticipating.

Rebecca Amin is a Career Coach helping parents, find their paths back to career happiness. Find Rebecca via her website www.rebeccaamincoaching.co.uk; Facebook Page and Facebook Group, Career Happy Mums.

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Management- Where is the female talent?

A third of organisations globally have no female talent in senior management roles (market-inspector.co.uk).  This was reported before Covid, it has been reported Covid has had a disproportionate impact on the careers of women. A LinkedIn study found that women were less likely to be hired than men during peak lockdown periods. Despite more women being made redundant or leaving jobs. 

There are so many things that may be contributing to these damaging statistics. Are women not applying to roles due to prioritisation of the overwhelming childcare and home-schooling plunged upon them? Are men not doing enough to support women and so they feel they can’t apply for a new job? Do organisations discourage their male employees requesting the flexibility that would allow their female partners to re-engage into the workforce? Or are organisations not considering female talent in the same volume as those from men? And therefore, even if unintentionally, contributing to these statistics?

Given the data recently shared by Find Your Flex, it is clear, that application clicks are 79% female. 47% of their audience is male, this demonstrates there is a wealth of female talent actively seeking high value jobs. 

Sssshhhh… Daddy’s working

Sadly still live in a time where, in many households, women are seen as the parent. That they should do the lions share of childcare and household chores. Even when the playing field of working hours and the impact of the pandemic is equal. I hear endless comments from working mums across the country saying things like “it’s so hard trying to get it all done – the home-schooling and working plus trying to keep them from interrupting daddy all day”. Why can’t daddy be interrupted?! 

Of course it is not my place to judge how households decide to cope during this totally dire time. But if it has just been assumed the responsibility of the kids falls to mum then, please, for the sake of women across the land have a conversation. Plot out what needs to be done – all the home-schooling, chores – everything – and decide who does what. If this impacts daddy’s work schedule then, just like mummy, he needs to find ways to accommodate. (I should say here I know this isn’t the case in all households. Many dads are brilliant at sharing the load. But many just haven’t realised it’s a shared responsibility, or see their job as not flexible… Did they ask?).

It is okay to let go you know.

Women also need to let go. We cannot control everything. I had a word with myself at the start of this home-school period. I couldn’t be the gate-keeper – being the only one that can log onto Google Classroom and hand in work. The only one that remembers to look for supermarket deliveries and figures out what to eat every day. I sat and gave my husband a Google Classroom lesson on day two as day one almost broke me.

I don’t check the work hubby now does with the kids. He and the kids enjoy him engaging with them and seeing their learning. I don’t walk around in a passive aggressive mumbling rage so much as last time. Winning all round! The kids don’t get their iPads if their beds aren’t made and the playroom isn’t tidy. Mums need to relinquish responsibility and trust someone else to do some of what they see as their load. If not we will never have time or headspace to find that career opportunity which is waiting there for us.

Scared to say the ‘F’ word

But back to this 79% of females applying to roles on Find Your Flex. The talent is clearly there. Ready, willing and able to be hired and contribute to organisations. To bring the female perspective and skill set that all organisations need. It is known the roles advertised on Find Your Flex are open and ready to be flexible. I fear this isn’t the case across other sites and those organisations not showing up on this site. I still have conversations with coaching clients about approaching an organisation and asking for flexibility – like it’s a dirty word. Applying through Find Your Flex removes anxiety for those who need to have “the chat” during the recruitment process. 

In my opinion, shifting the balance begins with organisations showing the men of the world Flex is for all. Showing men to see working flexibly or part-time isn’t a negative reflection on their masculinity. Allowing men to be available in their families. Allowing them to grow stronger bonds as equal caregivers to their children. To make room for females to work equally – to not have working gender equality set back 50 years plus.

The job market is tough, but jobs are there and female talent most definitely is. The crisis could be an opportunity. An opportunity for organisations to invest and build more empathetic and flexible workplaces. To retain and attract those most impacted by this pandemic. Nurturing a work environment where women have equal opportunity to develop their careers. And men have equal opportunity to be present in their families.

Rebecca Amin is a Career Coach helping parents feeling stuck in their careers, find their paths back to career happiness. Rebecca can be found via her website www.rebeccaamincoaching.co.uk; Facebook Page and Facebook Group, Career Happy Mums. 

Categories
Lifestyle And Wellbeing Mums Returning To Work Work Journeys

Protecting Your Mental Health During Your Job Search

Does job searching affect our mental health?

Losing your job and being out of work for a significant period of time is classed as both a psychological and financial trauma (Carl Van Horn, PhD, Rutgers university). A large body of research shows unemployment is linked to feelings of anxiety, depression and loss of life-satisfaction. Even when financial strain isn’t a by-product of being made redundant, losing your job can still be detrimental to mental health. Job searching can take it’s toll.

Work provides us with routine, structure, identity, purpose and social interaction. When that is taken away, the effects can be palpable. It is critical that, whilst job searching, you are conscious of protecting your mental health. For those still in employment, support those that are not. 

The all consuming job search

It is far too easy to fall into the trap of feeling inadequate. If you are not at your laptop, searching and applying for jobs, feeling that you are not doing enough. Feeling as though all hours of the day must be spent on your search.

The reality is this is likely to have a detrimental effect. Your anxiety levels will increase; on days when results are limited, you will feel lower or like the never-ending search is hopeless. The fact is, being tied to your job search every waking moment, won’t make more opportunities appear. Whether you log on for three hours or eight, the amount of jobs you find to apply to are likely to be the same. The only difference will be, is how exhausted and less motivated you will feel.

So what is the answer? How can you take care of yourself, when all you can think about is securing your next job?

A vital element is maintaining structure. Creating a sense of routine provides the stability you lack from not being in work. Get up at a decent time and go about your day with a sense of routine. Try blocking the first two hours to focus on job search and applications. Take a break for chores, have lunch, do a final hour of networking via Linked In, or other platforms. Then spend some time on a hobby or social interaction with a friend or family member (socially distanced of course!). 

Exercise is incredibly helpful. Even if you are not a gym bunny. Doing something physical, ideally first thing in the morning really does get the blood flowing. It also helps you to focus. It will also release endorphins that help fight feelings of depression and anxiety.

What can you control?

When you are searching for employment you may feel uncomfortable with the unknown – when will you find your next job? What will it be? Where will it be? How much will you earn? It is therefore best to focus on what you can control – not what you can’t. If you begin to feel stressed or anxious about a particular thing, consider “is this within my control?” if yes, what can you do about it? Otherwise, let it go and consider what is in your control that you can positively impact instead. 

Seeing constant headlines about more companies going bust and more redundancies being made can impact your mood and feelings about your own job search. Do not let these things affect your mind-set – do not give up. If you find yourself slipping into thinking “there’s no point, I will never find a job”, take a day off the search. Try and think of new ways you can positively impact your search. It is not just about applying to advertised jobs. Spend time networking, look for new connections on LinkedIn. Arrange some virtual coffees, attend on online networking event. Switch it up and bring new life to your search. 

Let people know how you feel

Speak to your partner, friends or family for support. Job searching can be a very lonely place so allow others in. Finding a job search partner can be really motivating. Check in with each other, set goals and help one another stick to them. Celebrate successes and pick each other up on more difficult days. If you are feeling low on a regular basis with very little lift in your mood, don’t be afraid to seek professional support.

Celebrate success!

Not everything about your job search will be negative! Find ways to reflect, recognise and celebrate successes – no matter how small. Keep a visible note of what has gone well. This is really helpful for motivating you when you have more challenging days. Start each day reading through your successes. Even if it’s simply that you made a new, useful connection on LinkedIn – it’s a win! Share the steps forward you are making with those closest to you. Finding a new job can take time, so see each day as being one step closer. 

There are positives of being able to take a little time out too. Use the time you have, outside of the few hours of job search activity each day

  • To reconnect with people you often don’t get time to speak to
  • Return to, or take up, a new hobby,
  • Read the books you never normally find time for,
  • Spend an afternoon pampering yourself.

Job search is one part of what you need to do now. However, the rest of this time is for you to make the best of your time out. Take the break you deserve and invest in your mental health. 

Rebecca Amin is a Career Coach helping parents feeling stuck in their careers, find their paths back to career happiness. Rebecca can be found via her website www.rebeccaamincoaching.co.uk; Facebook Page and Facebook Group, Career Happy Mums. 

Read more about dealing with job loss here:

Categories
Flexible Careers Lifestyle And Wellbeing Work Journeys

Dealing With Job Loss

Job Loss Is Never Easy

Losing your job is crap. There I said it. Even if deep down you wanted out of a job you weren’t particularly happy in, it’s still rubbish. And if you loved your job and it’s suddenly taken from you – then that’s horrendous. Whether you kind of saw it coming or not, losing your job is still a shocking and unpleasant experience. 

Even though you know there will have been logic from the company’s side as to why they have had to make cuts, it still massively knocks your confidence. Losing your job can leave you questioning, “Could I have done anything to have been saved?” The panic then sets in “What on earth am I going to do next? I need an income! There’s so much competition out there, it’s going to take ages to find something new!”. You may even feel resentful and question why certain others haven’t had the same terrible news.

One Piece Of Advice About Job Loss

If I can give you one piece of advice, it is give yourself a small window of time to be bitter and angry. Then try to move to processing your emotions in a more healthy way. Staying in angry, bitter, panic mode will see you paralysed. Rooted to the spot, not doing anything very productive to move forward.

That said there is definitely a need for you to mourn your job loss. Give yourself that space to feel sad, anxious and scared about your future. Trying to totally suppress such feelings will likely result in them rearing their head during your job search. Acknowledge and validate them and then use to your advantage. Use those feelings to focus you – they are the exact reason you need to take positive action.

Moving On From Job Loss

Once anger and sadness have been processed, it’s time to think to the future. You may not have planned your job loss. But, this could be a perfect opportunity to consider what you really want from your next career move. Times are tough and certain industries or roles are harder hit. However, others are having to adapt to the coronavirus world. This means that jobs or organisations that may not have felt as accessible previously, may now be.

If you have received a redundancy payment, the pressure may be off a little so take some time to reflect. What would you really like to do next?

  • Is this a time to re-train into that career you always wanted?
  • Maybe now is a good time to launch that business you have been thinking about over the last few years?
  • Is there a course you can do to re-direct your focus. Better position yourself by gaining the skills you need to secure a job in a new industry.

Consider what matters to you. All those things that you weren’t loving about your old job no longer exist. This is a great chance to carve out more of what you do want to be doing.

If a career change feels too much right now. Or you don’t have the luxury of a comfortable redundancy package, there is still no reason you can’t focus on the future. You may take a job that is close to your previous role for now. But, if a change is the end goal, you can still plan. One that is achievable to reach that career transition in the longer term. 

Getting A New Job Is Impossible!

The job market isn’t easy right now. Many people are finding they are applying for jobs they are qualified for and not even hearing back. Applying is a critical part of your job search but it is not the only thing you can be doing. Use your network. Connect with people. Have virtual coffees, speak to new people. This is not just to ask for jobs, but to find out more about their job, company or industry. The more people you speak with the more visible you become.

Applications are simply documents on a computer. Find out who the recruiting manager is for a job. Connect with them and suggest a virtual coffee to find out more about a role before you apply. Become a real, 3D person. Be remembered in a way a bunch of words on a page can’t do.

Get visible on social media where your ideal employer hangs out. Engage in Facebook groups, Linked In, write articles, involve yourself in discussions. It may feel alien at first, but it definitely won’t hinder your quest for your next job.

Caucasian woman with two young children. She is at her laptop and on the phone

Job Hunting SHOULD NOT Be A Full Time Job

Searching for a new job, can feel like a full time job in itself. It is easy to feel like you need to be glued to your laptop in order to be in with a chance. 

If you only take one thing from this blog, take this – DO NOT MAKE JOB HUNTING A FULL TIME JOB. You will send yourself spiralling into a very low place if it is the only thing you focus on. Set yourself a routine. Similar to a work pattern.

  • Get up.
  • Schedule time for applications, sorting your CV, networking etc
  • Then shut down and do something positive.

A few hours a day is enough and then move onto anything else that makes you feel good.

  • Go for a walk.
  • Have a coffee with a friend.
  • Do those things around the house that never normally get done!
  • Do something you would simply never get time to do if you were working.
  • Make some memories, you may not get this time again. 

Your mental health is your most important asset, especially at times like these, so take good care of it. Look out for my next blog on exactly that subject later this month.

Rebecca Amin helps parents who feel stuck in their careers and find a path back to career happiness. Find Rebecca via her career coaching website www.rebeccaamincoaching.co.uk, Facebook Group, Career Happy Mums. 

Categories
Flexible Careers Lifestyle And Wellbeing Mums Returning To Work Work Journeys

Meet Rebecca Amin

Rebecca Amin, Our New Flexible Working Warrior on MummyJobs.

One in three working mums suffer with unmanageable levels of anxiety and stress caused by managing a job and looking after children, according to a survey by Smart TMS – a mental health clinic.

This is a statistic I and, I am sure, many other mothers can relate to. Sadly this is often a silent struggle – many fearing if we voice our feelings we may be judged as a bad employee or bad mum. We thought we could have it all – the career and the family, is this how it is meant to feel? Should we just suck it up and get on with it?

I am Rebecca Amin, a Career Coach and I used to think that’s just how it would have to be. Thankfully, my mind-set has now changed, but it wasn’t easy.

Returning To Work After Maternity Leave.

In February 2016, I returned to work after my second maternity leave with all the thoughts so many of us have, “it’s my time to get back to my career, to being me again!” I returned, full of excitement, ready for phase two of my career – the post-children part. With some trepidation – I had returned from one maternity leave two years before and struggled. I had fallen pregnant quite soon after my return, so put my lack of passion for my work down to pregnancy and first time mum stuff – getting to grips with nursery, new routine etc. This time it was for real. Time to make my mark again, get back to the heady days of high performance, recognition, loving my career again…

BANG. It didn’t happen. At first I gave myself time to settle back in, gave myself allowances. However, each day felt harder and harder to find motivation for my work and all passion for what I did had gone. The fact was the environment and work I was doing had lost its shine. I didn’t care enough. I still did what was needed, because I had to, not because I got any enjoyment from my work.

This is not what I expected. I had always enjoyed my job. At first I felt confused – what was wrong with me? Was I suffering from delayed post-natal depression? Why was everyone else happy? Then guilt – why is this not enough for me? I should feel lucky to have a good job, healthy kids, a nice home… Next resent and anger. Why should I do this? Why can’t I do something that gives me some satisfaction?

Looking back, this looks like the stages of grief and I now believe, in some way, I was grieving my working life pre-children. 

My Career No Longer Suited Me.

Don’t get me wrong – I love being a mum. I wanted to have a career, but I couldn’t carry on like this. As I worked through what was happening it became clear the career I was in was simply the wrong fit for me at this point in my life. I wanted to do something more worthwhile and meaningful to me. I needed to make a change – but what and how?

Despite the creeping sense of greyness blanketing my life, I needed my salary and an alternative job that I felt excited about, at the right level was hard to find. As a result, I wound up feeling completely stuck.

The Need To Make Positive Career Choices.

For a time, I told myself sticking with a job I was unhappy in, was what it meant to be grown-up. It was the realistic and responsible choice… But this approach was not sustainable if I wanted to protect my mental health and be happy at work, and therefore in life, again. I went round in circles and eventually bit the bullet and made changes. I took a four month sabbatical. During which I spent time reflecting on what would make me happy. I thought about what I really needed in my working life and career and trained as an accredited Career Coach.

I have since found these thoughts and feelings of course were not exclusive to me. It made me feel shocked and saddened to realise just how prevalent this unhappiness, anxiety and stress is, in working mums. This is why I dedicate my coaching to supporting mums in the same situation.

Of course not all stressed mums need a total career change. Some do, but some simply need tweaks – more flexibility. Not to be made to feel guilty for going to Sports Day, not smiling on the outside apparently holding it all together, but regularly hiding in the bathroom crying on the days it all feels too much.

Mental Health At Work.

According to the Mental Health Foundation, almost 15% of working adults experience mental health problems in the workplace. Women in full-time work are twice as likely to suffer than men (19.8% vs. 10.9%). People Management have reported more than a third who have flexible working experience an improvement in their mental health as a direct result. 

The Future Of Work.

I love supporting my clients to take control and figure out changes to get back to being happy in their careers again. What I would love even more would be if more felt flexibility at work was an option. Not something gifted to you once you have proved yourself after years of service. And I don’t mean the honour of being allowed to work from home on a Friday, but true flexibility that impacts on life for the better. Seeing so many leave jobs with flexibility at the crux of their struggles is outrageous. The talent lost. The confidence shattered of individuals feeling like they are failing. The belief they can’t continue professional careers if they have children and need flexibility. 

The optimist in me feels the tide may be turning. I for one truly hope we may be at a pivotal point for flexible working. 

If you enjoyed this post share across your social platforms. Also tune in next month to read more on children being career passion killers…

If you would like to find out more about my Career Coaching, please visit my website Rebecca Amin Coaching.

Or connect with me on my Facebook Page and Facebook Group, Career Happy Mums. 

Rebecca Amin
Rebecca Amin

Categories
Flexible Careers Mums Returning To Work Work Journeys

Successfully Navigate Career Change

As we reach different points in our lives, our priorities change. As parents, many of us are looking for flexible work in order to achieve work/life balance and this may mean making a career change.

Most people find the idea of change unsettling and worrying, but if you do the groundwork you can face it with confidence.

 

A Guest Post from The Coaching Partners

STARTING POINT

Use Your Expertise

Over your career to date, you will have built up a whole host of skills, knowledge and expertise. A career change does not necessarily mean you need to start over. Use the expertise you have to take elements forward as you adapt, pivot and flex towards a new career path.

Find Something That You Love

Spend some time thinking about which elements of your past roles you enjoyed and were passionate about. We all have parts of our jobs we dislike or even dread. Which components raised your energy levels? Focus on these energy-boosting elements when making a career change.

MAKING CONNECTIONS

Use your network to explore new opportunities. Cast a wide net to find people in the right circles. If you have taken time out of your career, perhaps to raise a family, you may have developed new social networks. Who have you met at your children’s nursery, school or activity classes? Are you part of any hobby/interest groups where you meet different people?

Think about how you can leverage your network. The more conversations you can have with people where you talk about your career change, the more ideas, leads and connections you will build up to help you.

PLANNING

Think about your long term career aspirations

Think about your long term career aspirations, not just short term goals. Taking some time out to really reflect on what you want to do with your career long term will lead to greater career fulfilment.

Future-Proofing

Future-proofing your career is simply taking steps to prepare yourself for a changing work environment. We are already seeing workplace changes in light of the current Covid-19 pandemic where enforced remote working and a greater reliance on technology is prevalent. Rather than waiting for changes to happen and being reactive, future-proofing involves a proactive approach where you ensure your skills and expertise are highly marketable in the job market.

Career Change Path

How will you make your career change? Having a plan can help you to navigate the change successfully. Will you resign from your existing role and dedicate yourself entirely to this career change or will you move towards your career change in conjunction with an existing role?

You could think about building a side hustle, which is a great way to test your new career path or business idea. Once you have developed and tested your side hustle, you could make this your main occupation.

BRIDGE THE GAPS

Demonstrate Your Transferable Skills

You need to be able to demonstrate transferable skills. Do you have a portfolio or blog to demonstrate your relevant work? Update your personal branding including your CV and LinkedIn profiles. Adapt these to your new chosen career path and highlight your transferable skills.

Close Gaps in Your Skillset

There may be gaps between where you are now and where you want to be. How can you take the next steps and get real experience in your new chosen career? Can you pick up freelance work? Could you volunteer?

 


You need to close the gaps in your skillset and prove that you have the capability to do the work you want to do. Can you take online classes or undertake relevant professional certifications?

Career change requires careful planning and consideration to be successful. It can be a welcome opportunity to gain new experiences, find flexible work and to achieve work-life balance.

The Coaching Partners offer a range of services that will help you successfully navigate a career change. If you’d like to learn more about them then see what they have to offer here – The Coaching Partners

Look out for some more fabulous blogs on career changes here on MummyJobs.co.uk

We also have some great stories on our sister site FindYourFlex.co.uk like this one from Leila Singh.

 

Categories
Mums Returning To Work Professional Mums Work Journeys

The Great Baby And Career Balancing Act

How I Balanced A Baby And A Career

Guest Post By Lyndsey Shankland

As a businesswoman, my whole adult life was dedicated to my career in recruitment. I loved it! Balancing a baby and a career hadn’t been on the agenda. My true passion was my career, my reason for being, and everything else could wait.

But that all changed when I turned 38. Cupid’s arrow struck. Now generally speaking, I’m not someone to jump straight in, but this was it. By the age of 39 I was married. I became a new mother just three weeks after my 41st birthday.

Yep, I might be a slow starter when it comes to having a family of my own. However, when it’s right, it’s right!

I had real problems getting my head around the concept of taking six months off work. I mean, who was going to lead my projects, partner with my stakeholders, source new candidates and help keep those business wheels turning? How would I balance a baby and a career?

Even with years of experience working in American businesses globally and in regional roles, with responsibility for leading teams across EMEA, APAC and AMER I worried.  Would I be cast aside now I was a mother with other priorities was never far from my mind?

With so many women finding themselves ‘surplus to requirements’ and facing redundancy after returning from maternity leave, the days with my newborn were tainted with worry.

And sadly, my worries weren’t unfounded

The Return To Work… Or Not!

I enjoyed six blissful months of maternity leave with my little Oliver. Then on my first day back at work I was hit with a huge bombshell. My role was being relocated to the US. There was absolutely no way I could move.

Not only did I have my husband and son to think about, but my mum has young on-set vascular dementia and needs me more now than ever.

I went through a storm of emotions as I struggled to come to terms with the ‘loss’ of the job I loved. I’d always been the stronger partner in a financial sense. So worries about the mortgage, bills, other financial commitments, an unwell mother and a new baby caused a lot of anxiety.

How was I going to set myself apart from other job seekers in an already saturated market? For anyone who’s ever had an insight into the recruitment industry, you’ll know that recruiters are like gremlins – put a little water on us and we multiply!

How was I going to compete with these bright young things that didn’t have the commitments and family priorities I did?

Taking Back Control

So, I had two choices. Either put on my dressing gown and drown my sorrows in a family-sized tub of Ben and Jerry’s, or get proactive.

I took the latter option. I took control of the situation with the life-changing decision to start my own business.

After all, I had 18 years experience as an in-house head of talent acquisition. I have seen the good, bad and ugly of the recruitment world first hand. So why should I end up on the career scrap heap just because I had a child?

I considered my goals and formed my plan of action. I wanted to be a good recruiter of course, but I also wanted to be a good wife, daughter and mother.

Flexibility Is Key

For my plan to succeed, flexibility was central. Before I decided to start my own business, I was headhunted numerous times. I found however that employers were put off by my insistence on regular home office days and my need to balance a baby with a career.

So, I started out on my own with a business model of working with only a select number of clients in engineering and pharmaceutical markets, taking on just 2 or 3 at a time.

This allowed me to offer a higher quality, fully tailored recruitment service to both the global businesses I support and the talent I headhunt.

Clients And Cuddles

Fast forward to October this year. I’m working on four roles for two different clients. This doesn’t just ‘bring home the bacon’ as you’d say, it means I can fit in a cuddle with Oliver and hubby Iain. I can do so without feeling a crippling sense of guilt that I’m letting anyone down.

We have lunch together, and then I crack back on with the international calls. We’ve flown to a few places together already too: Dubai, Milan, Florence, Hamburg. We are due to visit the US in a couple of weeks. It’s living the dream of being able to keep the career I’ve worked hard to achieve AND feel like I can be a good wife and Mum too!

And it’s on MY terms

It’s still early days yet. Some days the struggle is real, trying to balance a baby and a career – but it’s on our terms as a family.

I’m still feeling really positive about the future.

I can’t say too much right now, but I’ll be taking on a new role towards the end of the year. This is with a business which values my skills. Skills that haven’t changed just because I’m a mother. They appreciate that I need some family time too. I’ve finally found a position that allows me to do the job I love and carry on with the most important roles of all – a mummy, a wife and a daughter.

Mum and baby birthday celebrations

My Advice To You

If you think you’re in the worst situation possible and about to lose your job, I’m living proof that you can regain control of your life. You can continue to follow your dreams without compromising on integrity or family commitments.

I still have to work very hard to keep all the plates spinning, but I’m enjoying it! My skills are still relevant and in demand even though I have a family. I am balancing a baby and a career!

And as a recruitment expert and mum, I should know!

Blog Post by Lyndsey Shankland

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