Welcome to the Living While Leading podcast. I’m Sharon Ehrlich, a performance and empowerment coach. I specialize in helping high-performing professional women gain control over their careers and lives so that they can own the room.
In today’s episode, we will discuss a profoundly personal and professionally challenging topic: navigating pregnancy and career transitions.
Whether you’re an expecting mom preparing for maternity leave or a returning mother balancing work and no childcare responsibilities, these changes come with unique challenges and often some uncomfortable conversations.
But don’t worry. You’re not alone. In this episode, I’ll explore common hurdles, share effective communication strategies, and offer practical advice for setting clear expectations.
We’ll also discuss tough topics like maternity leave and returning to work. So please grab a cup of coffee and stay tuned because I’m here to empower you with the tools and insights to navigate this journey confidently and clearly.
If you’d like a transcript of this episode, please visit livingwhileleading.com/54.
Why New Mothers and Their Leaders Avoid Crucial Conversations About Maternity Leave
I recently encountered a young woman who had participated in an online workshop I had delivered years ago. She was carrying an adorable newborn.
Naturally, she was happy being a new mother. As a coach, I was very interested in asking questions about how she was dealing with motherhood and also very curious about how she had planned to transition back to work.
What she said to me was pretty startling. She shared with me that she had never had a direct discussion with her manager about her leave.
When I started to dig deeper, I asked her if her manager had ever confronted her and tried to engage her in a conversation about this. And she replied that her manager felt uncomfortable.
So, neither of them engaged in this conversation. It was clear to me that this mother, a professional woman who heavily invested in her education and professional training, was disturbed by the uncertainty of her situation.
Open Conversations About Maternity Leave Are Crucial for Team Success and Employee Well-being
But let’s take it a step further. A team also had a missing individual contributor who was away from work. There was no line of sight into when she was coming back to work.
There are so many reasons why discussing maternity leave is essential, not only for the person who’s going on leave but also for the team leaders.
Discussing maternity leave plans allows the employee and the manager to prepare for the transition, ensuring that projects and responsibilities are appropriately managed during the leave.
This planning helps identify any potential gaps or needs for temporary coverage, reducing employee and team stress. Open communication helps set clear expectations regarding the duration of the leave, the employee’s availability, if any, during this period, and the anticipated return to work date.
This clarity prevents misunderstandings and helps both parties plan effectively for the future, fostering a sense of trust and cooperation.
Early discussions about maternity leave can help identify any accommodations or support the expected mother might need before and after the leave. This could include flexible working hours, modified duties, or a phased return to work.
Addressing these needs proactively creates a supportive work environment and promotes the employee’s well-being. During this significant life transition, certain realities related to balancing work and childcare responsibilities cannot be avoided.
Time Management, Delegation, and Self-Compassion for Working Mothers Who are New to Parenthood
You won’t get through any day as a new mother without having a time management system in place and setting daily priorities. You’ll also realize quickly that even with all the planning in the world, the unexpected could derail everything.
To get through this phase of your life, you’ll have to ask for help and learn to delegate. You also must establish a new relationship with perfectionism and accept that some things won’t get done the way you do them.
Plus, let’s not forget the physical recovery post-birth, including the need for adequate rest and medical follow-up. Some women may experience emotional challenges such as postpartum depression, anxiety, and the common feelings of guilt or inadequacy that new mothers may experience.
I can tell you when I was a new mother; I felt inadequate for the first three months after my child’s birth. For some new mothers, the feeling of overwhelm might be a constant companion.
In some cases, professional help may be needed. If there’s one thing, it’s the importance of self-compassion during this transitional period.
As a leader, it’s essential to be flexible, understand, and accommodate these new responsibilities.
Tips for Leaders and Expecting Employees on Navigating Maternity Leave Conversations
Let’s review some best practices for communication.
- If you have direct people management responsibility, establish a supportive environment that values open communication and be proactive in initiating conversations about maternity leave and return to work plans.
This will ensure that employees feel valued and supported. Inform yourself about your organizational maternity leave policies and practices, flexible work arrangements, and employee support programs. - If you plan on maternity leave, take responsibility for clearly and assertively communicating your needs and concerns. Prepare for conversations about adjusting your workload, requesting flexible hours, or working remotely.
- Take time to understand what programs exist within your organization and engage with colleagues who recently returned to work. Listen to their stories and learn from their experiences.
- Document discussions and agreements with your manager to ensure clarity and follow-through.
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Key Strategies for New Mothers to Plan an Effective Return-to-Work After Maternity Leave
Here are my top three recommendations for planning your return to work.
- Create a realistic return-to-work plan that includes a timeline and phase reentry options. Discuss potential adjustments and job responsibilities or hours to accommodate new parenting responsibilities and have regular check-ins with your leader to reassess and adjust plans as needed. It’s important to be realistic.
You may feel uncomfortable initiating this type of discussion with your manager. I suggest that you take the following steps to discuss topics related to pregnancy, maternity leave, and returning to work constructively and confidently. - Prepare in advance. Before initiating the conversation, take the time needed to prepare appropriately, outline your key points, and anticipate potential questions or concerns from your employer.
This preparation will help you communicate your needs clearly and confidently, ensuring you cover all essential aspects, such as your proposed maternity leave, timeline, desired flexibility, and any specific accommodations you may need. - Timing and environment can significantly impact the outcome of the conversation. Choose a time when your leader is timely and focused, and consider requesting a private meeting to ensure a focused and uninterrupted discussion.
A calm and professional setting helps facilitate a more open and constructive dialogue. Approach the conversation with a positive mindset using clear and assertive language.
Frame your discussion around mutual benefits, such as how a well-planned leave and return strategy can contribute to a smooth transition and continued productivity.
Being specific about your needs and the support you seek shows you are proactive and solutions oriented. - BONUS TIP: I recommend role-playing exercises to help walk through hypothetical scenarios, such as negotiating flexible work hours or addressing concerns about career transition post-maternity leave.
This exercise will help you create a list of talking points to guide you through these conversations. You have more control than you think.
Empower Your Maternity Leave Journey, Advocate for Yourself, and Foster a Supportive Workplace Culture
Please don’t wait until the last minute to engage in this critical discussion, no matter how uncomfortable it makes you feel. Prepare yourself, and don’t leave anything to chance.
Empower yourself and advocate for your needs. If you’re a leader, ensure a supportive workplace culture for your team.
I’d love to hear your stories about how you manage your maternity leave and re-entry to the workplace. Please feel free to send me your feedback. We all need to create a community of shared experiences and support, so don’t keep your stories to yourself.
Thanks for listening. Feel free to contact me if you need a thinking partner to support you with planning your career transition after having a baby.
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