Hi there

Great subject and insights Jen. I thought I would add to this as very topical subject, and lend some additional perspectives based on my experiences.

I am in a similar position to Jen in having a portfolio career having had a fabulous corporate career beforehand. Like Jen, I am a Mum to a little one and many people assume that I made my career-switch choice because of this. I didn't.

I was lucky, my employer was VERY supportive of balancing my role as partner with role as Mum. I left to pursue the things I was passionate about - it was not an easy decision I can tell you. There were many things I loved about my previous career, I loved the firm, its people, my clients, but I also have a philosophy of don't die wondering. And I had a yearning to follow my passions as well as deepen my not for profit interests.

I agree with pretty much all the points you made Jen - money? No where near what I used to earn (I do paid work as well as my voluntary activities). But the gap is more than compensated by something priceless (to mimic a credit card advert) - happiness, fulfilment, flexibility, variety, challenge, risk taking etc etc etc - in short, the opportunity to be fully me, be fully creative and fully realise my potential. I still have to earn enough to keep the bank happy, of course.

Time? I don't have work-life balance issues - my work and my life are one and the same. Late last year, I scheduled a day off in my calendar and by 11am I had to laugh at the irony because I wasn't sure what I should do with myself - what I would have done on my day off in my corporate career is now my work!.

BUT I do "work" just as many hours as I did in my corporate career (albeit not squeezed into a standard 8.30 to 6pm working day), and I have to juggle in pretty much the same way that Jen described - just as I juggled in my corporate career. I rely heavily on technology to keep me as efficient as possible and use admin support where I can for some routine things but otherwise, I am the one doing everything and it does get hairy sometimes.

But it is a different kind of stress and whilst my clients DO call the shots, I still have the ultimate choice about what I want to put in. As you said Jen, you ultimately decide how much you want to drive the revenue.

Distraction? I completely agree - glad I am not the only one!

As an additional perspective, one thing I do see a lot in my coaching work is perfectionism and a fair bit of "Imposter Syndrome" - that annoying "I am not good enough" thought that keeps popping into our heads. I experienced this too I might add. I think it is healthy to not try and be perfect at everything, to take a few risks and really pick your targets as to what you want to excel in on any particular endeavour. It is also about having confidence in your abilities. I know how talented Jen is, so when she gives 80% of her potential (because of the distractions that get in the way) what she delivers is still marvellous. And when it really matters, and she focuses100%, boy (or should I say girl) does Jen really shine! Also, I cannot think of too many corporate careers these days where distraction isn't a major issue.

Reputation? I agree with Jen's comment. I find it quite amusing sometimes that when I was a somebody with a big brand name behind me, I would instantly get respect, and now - just sometimes, I can see that other person, is - well, being polite shall we say. I haven't changed, my experience is just as great (and becoming more so though what I have learnt in a couple of years) - but that's life. It is real and it is a hurdle to overcome. Like Jen, I am lucky that I have a well-credentialed CV to carry me through.

Just to round out the point though: one of the biggest barriers I found to making a very daunting career decision, was that my identity was rather a little too caught up with the organisation I worked for. I was proud of where I worked, I'd been there for years. it was a hard thing to admit to myself and It was actually quite trapping - I didn't like the thought of that. Now I have my own identity and I am clearer about what I stand for and what I bring. It's a far better base for me to build on and I have been taking advantage of opportunities to keep me in the corporate sphere albeit via a portfolio career. No matter what we do, there are advantages and there are hurdles to be overcome - pick your career, pick your hurdle.

Like Jen, I am not advocating that women leave their corporate roles without thinking very seriously about it (I agonised over it I can tell you) -and without questioning some of the assumptions that make a portfolio career seemingly attractive as Jen has brilliantly enunciated. In deciding what's best for you, it's a bit like parenting: all the guidance in the world only gets you so far, the rest is down to YOUR child (or pet if your family is made up of pets rather than kids), you, your family, your career situation etc etc etc, and only you can decide based on your unique situation.

There is the classic saying "the grass is always greener on the other side". But it's not the case of there being only one "other side" - rather it's a multi-faceted career journey based on you and your family's needs and wants, a career that will span a great many years and involve twists and turns along the way.

For me, there were easily a thousand reasons not to make the decision I did. In the end, I realised that for once in my life, I could not control everything and there comes a time when you have to step off the cliff and feel the wind in your face.

What saved me from crashing on the rocks? - networks and having some ongoing roles outside of the firm such as not for profit board roles that provided continuity and some stability.

In making the same kind of career decision that Jen and I did, it's true, it could all go horribly wrong, it could kill off your career and all manner of calamities.

And we could all get run over by a bus tomorrow.

Ultimately, after you have gathered all the relevant information and insights from others, you have to do what is right for you and see it as another step on a career journey than an all-or-nothing scenario. Just try not to allow fear to make your career decisions for you.

Helen

I agree Jen - I have seen a bit of both worlds, and permanent paid employment can certainly ease the pressure sometimes. Whilst I found all 5 points relevant, the most important for me has been reputation (or lack of it). My husband is in the military, and between the many moves and our decision for me to be 'at home' with the children (now 8 and 12) it has been difficult to build a professional profile at the level I would like. While I am now building a profile as a reliable and valuable board member, the lack of CEO/CFO roles has been a real hindrance - let's face it, it is still extremely rare to find high level senior executive positions that are part-time unless you have been with an organisation for a long time, and can negotiate your employment terms based on your track record.

Hi

My late mother returned to the workforce in 1993 at the age of 55 years after a 25 year hiatus raising us. Her previous job prior to leaving to have children was working as a secretary. Her secrets to a successful return was retraining, a great resume and great presentation in interviews. After a bit of a struggle and a retrenchment she managed to secure a position as a legal secretary (having never worked in that area) at the age of 60 which she held until her retirement due to ill health some five years later. Keeping in mind that mum was doing all this while fighting the illness Myelofibrosis. True inspiration to us all...

Hi

My late mother returned to the workforce in 1993 at the age of 55 years after a 25 year hiatus raising us. Her previous job prior to leaving to have children was working as a secretary. Her secrets to a successful return was retraining, a great resume and great presentation in interviews. After a bit of a struggle and a retrenchment she managed to secure a position as a legal secretary (having never worked in that area) at the age of 60 which she held until her retirement due to ill health some five years later. Keeping in mind that mum was doing all this while fighting the illness Myelofibrosis. True inspiration to us all...

Wow... you've got big boots to fill Narelle. Great story - thanks for sharing. It just goes to show what is possible.

yet, it seems, another conference where women talk to women. none of the speakers is men and yet it is acknowledged that men basically control, one way or another, the working lives and opportunities of professional women. a conference entitled "Executing Women's Initiatives..." isn't likely to attract any but the most new age of men. those there will likely be the ones who have helped the women in their firms and who are speaking on this day and who don't need to hear the story anyway. it is my view, too, that unless women talk to men in language that is not jaded, pejorative and archaic that change will continue to be as slow as it has been.

Great points Madge. There's always room for more speakers and agree the addition of some good guys doing good work to support the advancement of women would be a good thing.

I'm very happy to pass on your suggestions as to men the organisers could invite - any names you can share? I know from my own efforts it can be difficult finding men who are leading these gender diversity initiatives but when we do find them they always have great content to contribute.

Please do contact me privately if you prefer at mail@sphinxx.com.au

I think the biggest challenge for women in the workplace is the male colleagues, friends and brothers, as well as some women, who think discrimination is a thing of the past and that issues of workplace equality center around women wanting to have children!

Hi,

I think the biggest challenge for women is to find balance...
Work-life balance: Even though we work just as hard (even harder?) than our male counterparts and put in the same hours, we are still expected to be a good wife, amazing lover, great cook and a kind mum.
Career balance: Driven, but without isolating people. We're expected to fit in with the "boysclub" and join in the at the pub, but still stay professional and hang on to your credibility.
In my experience I can confirm - This is a man's world!! However, females can be successful when they find the right balance. I have several male colleagues that treat me with respect and support me in my career, but these relationships took some work.

The biggest challenge is to convince people that a part-time Executive can perform their role effectively. Working an 80 hour week does not mean better output, in fact it may just mean you are less efficient. Part-time positions at Senior Executive level are difficult to find, particularly in Government. Maybe it is a cultural issue - would you be happy to work for a senior manager who was only in the office part time?

The biggest challenge facing women in my opinon is 2 fold.
1) How do you progress as far as possible in your twenties, when you don't necesarily understand the unwritten politics on gender, and are still naive in career success through merit only.
2) How to manage your career through the childbearing years so that you don't lose momentum and currency in your skills base. So that when the children are older you can continue your career.
If we can assist women to get through these two periods by the time they are in their mid late 30's they will have the necessary experience and business savvy to continue their career progression and in this way we will get more women into senior leadership roles, and thus begin a real top down change.

The biggest challenge?

Not falling into the trap of acting like a man, and as a result being neither a woman nor a man.

This quote (by a man!) sums it up:
"Women who aim to be like men lack ambition"

Dear Sphinxx thanks for the opportunity to suggest the names of some blokes for the conference. i will put my thinking cap on though none immediately leap to mind. i previously commented on the less than thrilling title of the conference - worthy perhaps, enticing no. it could perhaps have been called What Women Want at the Board Table (not on which brings to mind John Brown and his wife c1990) which would have been a play on the film suggesting some humour in a serious topic. (I do acknowledge there is a fine line in using previously sexed-up words which is a topic for another time.) men might be slightly more intrigued and perhaps interested in attending even once they got past the blurb. you might even get away with using phrases like "gender equality" and "glass ceiling" , "equity" and "diversity" with a different approach. if these words and phrases leave me cold i imagine men would respond similarly.

The biggest challenge facing women is the art of actively supporting, encouraging and mentoring each other. I've found the greatest support, and the greatest challenges coming from women. We can be each other's biggest advocates, yet so often it's the case that gossip, politics and pretense gets in the way.
Sometimes I think it's been forgotten that women created a movement out of collective dissatisfaction with their choices. Now it's up to this generation to carry the responsibility of choice by making decisions that continue to allow greater choice for ourselves and others.
That means understanding flexible work arrangements. That means discovering how to support and ask for diverse work styles. It means building networks and programs from the ground up if need be.
Encouraging and understanding, without more of it, we're not going to embed the changes we seek.

Perhaps one of the greatest challenges for women is changing the attitude of men, as a whole, to working with women in senior roles. As individuals men will often respect a female's skills and support her ambitions, however, in a group situation they band together and resist change.

I believe the biggest challenge for women in firms today rests with our belief in ourselves. If we constantly defer to what others have (for example, men in business) we only serve to highlight our own lack. Highlighting a lack of something or constantly comparing ourselves to others that have more of what we want only focusses on creating more of the same in our lives. Women should be proud of their individual abilities, characteristics and successes.

I think the major challenge in professional service firms is the lack of true partner commitment to seeking solutions that will enable them to hang onto their female talent while still meeting client expectations. And right behind that challenge lie the unconscious biases in the heads of the leaders (affinity bias etc).

These challenges are really problematic for women to actively address themselves because they are about attitudes in other people's heads. Anything we do that lies within our immediate sphere of influence to "solve" the situation will not get to the core of the problem.

The GFC hasn't helped: it strongly refocused professional service firms on clients and away from their talent, who simultaneously became meeker.

Another challenge not listed in the comments above is the ghettoisation of concepts like flexibility and balance as wimmin's issues. Men want choices too but that isn't talked about. Interestingly, I know of one firm where in fact some men as well as women had short working weeks, and ALL of them, men and women, failed to maintain their original part time arrangement. Some ramped up from 60 to 80%, others returned to 100%, others left the firm. I think part time is very problematic in the overdelivery culture of these firms.

Also interesting is a comment I heard that when dads have a 4 day week, they focus on work 4 days and then focus on the child on the fifth. The mum in the same situation never stops thinking about the child...

Really interesting points you raise Sarah - and really shows where we need to focus some firm attention - ie on men and women, not just "wimmin" as you point out. Thanks very much for the comment.

I wonder if you are going to do another seminar? Unfortunately I missed out on this one. I guess I'm in the position where this is most critical, being a female manager in an audit division. I'm one of two female managers in the office, and being 29 I'm
starting to think about the possibility of maintaining my career at the same time as having a family. My company is being supportive of any changes that I may require (so the boss tells me - putting it into practice will be the big test), however I doubt there
is the actual possibility of being a partner. I would also like to support the young female talent that has joined our firm over the last year or two. However having nothing to benchmark against what is ok and what isn't, I'm going to have to be the pioneer!
Any comments/suggestions/inspirations would be greatly appreciated

Hi Tracy we don't currently have anything planned... but there's always events being added to our recommendations page. Sounds like you have a lot to contemplate... if I can help please don't hesitate to use the contact us page to drop me a line. Good
luck with it! jen

Oooh you rebel! Great post...

There's one rule I regularly break: I refuse to be told when to cross the road by those little flashing signs, especially at junctions where I know the traffic flow well. Standing there waiting to be told when it's safe to cross robs me - robs us all - of initiative. We're like sheeple, huddled on the kerb.

It's a subversive assault on our brains: if we can't figure out for ourselves when it's safe to cross a city road, how can we expect to figure out what to do next at work or in business or in our relationships?!

i became aware of the haves (platinum status) and have notes (silver and below) at Perth airport last weeked. i must have spent more than the 9.43 minutes in the queue and was pretty annoyed at the process. more so when i asked an MSS security bloke who was lounging doing nothing at all why only 1 of the 2 scanners for the have nots was operating. his smart arse answer was that 2 were operating - one for steerage and the other for first class. no excuse when planes are full to keep people waiting. as well the table when you get to the scanner isn't long enough meaning people are spending time disrobing, dis-shoeing, dis-computering as they are right at the belt of the scanner. no service at all.

Jen, I just love this post. It's a great reminder to play by our own rules in life. Of course that doesn't mean hurting other people or breaking the law, but if we're not careful we can find ourselves following other people's 'rules'... when their rules weren't really relevant for us. Your post is a perfect case in point!