I've been reflecting on how maternity leave has shaped my values as a leader.
As I return from maternity leave for the third time in my career, I'm struck by how much has changed, not only in my own life but in the workplace more broadly. The landscape I’m returning to is vastly different from the one I left 24 months ago.
Personally, I’ve grown in ways I never anticipated, learning to juggle the demands of parenting and business ownership while evolving in both roles.
Professionally, the world of work has also shifted dramatically, with greater emphasis on flexibility, empathy, and resilience.
It has made me more attuned to the challenges that working parents face, as well as more open-minded in how I navigate motherhood and leadership.
Communication – As a parent to a “tweenager” (12), a “middle child” (8) and a toddler (2), I am constantly code-switching to respond to each child’s needs - not to mention the teachers, family and other adults in their lives, as well as my own colleagues. I’ve had to hone my communication skills more than ever before.
Agility – Every parent knows that adaptability is a non-negotiable: Tried-and-tested systems go out the window, and you must be willing to embrace new things at a moment’s notice. This has made me more agile in my decisions, at home and at work.
Empathy – Raising a toddler requires deep reserves of patience, and a high tolerance for unpredictability. This, in turn, has sharpened my empathy for anyone who is in a similar situation – be it as a parent or caregiver – managing work responsibilities on top of home dynamics.
As a result, these are the policies that I champion as a leader:
Flexible schedules – After my first maternity leave, 11 years ago, I returned to a 100% schedule of compressed hours. While this may work for some, I found it challenging. This time, I am taking a phased approach that allows me to better manage the transition for my kids and team. As a leader, it’s an approach I want to make available to everyone.
Personalised support – Everyone has different needs. For some, being fully switched off while on leave is a priority; others may welcome opportunities to stay connected. At Interval, we provide “check-in days” for those on leave to avail of, if desired, to keep on top of what’s happening, meet new team members, or simply connect.
Adaptation - Supporting those returning to work is essential, especially in fast-moving industries like tech. At Interval, we provide mentorship and flexibility, helping people shift into new specialities as the industry evolves, to ensure our talent has the tools to succeed while navigating changes and balancing personal commitments.
I’d like to extend my heartfelt thanks to my incredible colleagues at Interval Group for their constant support during my maternity leave.
Your encouragement and flexibility have made this transition so much smoother, and I’m truly grateful to be part of such a supportive team.
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