Jon Brown’s Post

Something I failed at (twice 😬) when I was expecting: Using my parental leave as an excuse to WIND DOWN the most inefficient parts of my role! Most people think coverage planning means finding a new owner for every. single. task. they’re responsible for. But parental leave is actually a GREAT time to think critically and evaluate your workload to focus on what makes the most impact when you return. If I could go back in time, I'd ask myself this: Is this task a must-do, or can it be paused until I return OR even retired because it’s not actually contributing to our business goals and growth? What seems like a simple exercise will make all the difference. 💡 #parentalleave #workingmoms

I'm back at work after 37 weeks of parental leave. One word keeps coming to mind: Gratitude. Gratitude for the undivided time I was able to spend with my kids. Gratitude that I have access to such a generous parental leave program and that I work in an environment where taking leave is not only accepted but encouraged. Gratitude for being able to get back to a job I love, working with exceptionally talented and collegial colleagues. And gratitude that my older kids - rather than being sick of me always being around - asked me why I had to go back to work so soon. Extended parental leave is positively life changing - for the employee and the employee's family. It's worth investing in a workplace culture that makes leave accessible - whether for family or personal needs - because it makes for a human workplace. And that makes all the difference.

As I return to work after six weeks of paternity leave, I’ve had time to reflect on a few thoughts that were with me over the past month and a half. They have similarities to our personal and professional communities: 1. Make a plan. Not because you think everything will go according to it (it won’t), but as an exercise to identify what could go wrong and to develop contingency plans (you will need multiple…) 2. If you’re getting conflicting answers, there’s a good chance there is no right answer. Try and hedge your bets. If everyone is saying the same thing, it might be time to listen. 3. We need to reduce gender stereotypes. I received many comments about how I was such a “great dad!” as I was doing the bare minimum - changing diapers, feeding, and holding my son - but it was sad to not hear the same compliments given to my spouse as if it was simply expected and standard behaviour for her to do the same. Particularly since she did the heavy lifting for nine months and now takes over a greater portion of parental duties as I go back to work. 4. Take time to enjoy the little things in life. - great coffee, reading, etc. - and don’t sweat the small stuff (not to be confused with little details of significance)

I have been off work on a extended and delayed paternity leave (which is a great perc from The Kings Trust). I have not edited any videos, done any emails or meeting and it has been a great little reset. I have had time to reflect on what is important to me and things I want to achieve next year. 1. Be more like my daughter. Explore, play and don't be afraid to fail (something I struggle with) 2. I still like creating things, I was getting saturated with it but I can't do without it. I miss it. 3. The small things in life are where the good stuff is. 4. I want to take some risks (not just work but doing more stuff). I did not think I could do these few weeks solo looking after the kid but I did it and have enjoyed it. 5. Get out my comfort zone more, if things make me feel out my depth, ultimately that's a good thing. I dunno, I have pondered loads of stuff but these seem to be what's going round in my old think box.

Maternity leave is important. There are many articles discussing the negative effects of motherhood on a woman’s career. I’ll link to a podcast from the Economist that explores this phenomenon. I have no idea if motherhood will negatively affect my career trajectory long term. But I do know that maternity leave was critical for my mental and physical health. It allowed me to return to work confidently, and I felt prepared to take on my workload. It’s all relevant, but I feel so fortunate to work for a company (Zscaler) - and in an industry - that provides generous parental leave. If you have influence in your organization’s policies, please promote and support parental leave. https://lnkd.in/eRnJdumy

Today marks the beginning of a new chapter, as my maternity leave starts!! So thankful to work for a company where I get double the amount of statutory UAE mat leave for Informa Markets, a great representation of the company’s focus on balance. That said, today’s post isn’t about my mat leave, but about paternity leave, which is still not talked about enough. My husband, James, joined a new company Media Forty Two just 10 weeks ago and, as of next week, starts an incredible 2 full months of paternity leave, with then a further 35 days of holiday for the year of the birth - both suggested and fully paid for by the small business he has joined. From my side, what an incredible gift to get to continue figuring out life alongside my amazing partner, rather than starting this journey with one of us in full time baby mode and the other trying to juggle work pressure and parenting. From a wider viewpoint, it’s initiatives like these that truly promote parity between men & women in all aspects of their lives, and will contribute to a future where we build an equal ratio of women in leadership positions. It’s not virtue signalling or talk with no action, it’s putting hand in pocket to say “equality matters”. It’s a true commitment to equality in the workplace and at home. The world needs more companies like this. So 🙌 to Media Forty Two, and see you back in June Informa Markets! 👶

What does parental leave look like for financial planners? I have three children, which means I have taken maternity leave three different times. And even though each time was a completely different experience, there were some similarities. Every time I started planning my maternity leave, I’d start worrying about my clients. What if they felt like I abandoned them? What if they left for a different firm? What if they wanted me to come back to work before I was ready? These fears were strongest when I was pregnant with my first child. I worried so much about my clients being upset that I was taking time off. But in reality, the vast majority of them were completely supportive. So when I planned my other two maternity leaves, I just kept reminding myself how kind, patient, and understanding my clients were. And that’s what I tell other expectant parents when they’re planning parental leave. As long you’re honest with your clients and ensure that they have support during your leave, chances are you’ll hear nothing but congratulations and good wishes for your time away. #maternityleave #career #financialplanning

As an employer the words "I'm expecting, and need to plan my parental leave" can be scary. Who is going to do the work? How are you and the team going to manage the workload? What if you can't find someone to fill the role? How do we ensure the person going on leave feels valued and excited to come back to work when the parental leave is over? All of these questions are common for leaders when they hear the words "parental leave". At Balanced Good we are changing that. Let's move parental leaves from feared employment gaps to celebrated life milestones. How do we do this? With a plan! Learn more about our Parental Leave Plan in a Day Program where we will work one on one with your team member going on leave and you to create the roadmap for the duration of the leave. From key deadlines, projects, and communications, to ensuring a thoughtful roadmap for return to work, we will develop this with you. DM us today or comment below and we would be happy to send you more information. Our Parental Leave Plan in a Day Program will have ongoing monthly dates to ensure we can accommodate the building of a plan. But, if you have an upcoming leave -- book your time now -- dates are limited to several a month.

I love this - How many companies do listen to their employees and make changes to suit them? The way UW sees their employees, partners and customers as part of a big family is so very true. There is opportunities to be have, if you want it. If like me, seeing smiles on people's face makes you happy - Then this opportunity may be for you 😍 Do you need an avenue to help pay off your mortgage, your credit card, any debts? Do you want flexible work due to family commitments? but most importantly, like me, UW is really keen on personal development and you have no idea what you are really, really capable of, until you make that decision to be the best version of yourself. Get in touch and find out all the good thing about this business 😇 #helpinghand #helpingothers #workingtogether #paternityleave

“I give you 3 days with 3 kids and you’ll be begging to go back to work” That came from a close family member who is a devoted father and was said very much tongue in cheek. However, it made me think - how would I feel at the end of my 15 week paternity leave? Well, 15 weeks have come and gone, and… I’m excited to go back to work. But not because I want to escape my kids. In fact, it’s quite the opposite. I’m ready to work because I have a better understanding of how work fits into the vision I have for my family and I’m chomping at the bit to put it into practice. Time away from work can be seen as an opportunity to recharge the batteries or refill the tank; but in this case 15 weeks with a newborn and 2 toddlers was enough to tear down and rebuild the whole dang engine. Time is such a powerful force. If I had only taken - or had only been afforded - a small handful of weeks off, I could have put my head down and pushed through the tough moments, dutifully caring for my family but ultimately returning to work with the same mindset I had before my leave. However, with a significant amount of time away, I was able to naturally go through the process of reassessing what I needed, what my family needed and how my career fits into the broader picture. This assessment is important because we all need different kinds of “engines” at different parts of our lives or careers. At some points you may need to be a high performance turbo charged engine - lots of power, lots of fuel, and lots of maintenance. At some points you may need to be a diesel engine - capable of pulling heavy loads, reliable but… not the fastest of the bunch. The analogy can go on and on but the true takeaway is that an assessment of what engine is needed and the subsequent rebuilding takes TIME. So… - Dads, take all your paternity leave. The time will reveal amazing things if you let it. And that creaky old engine needs some TLC anyway. - Managers, actually encourage your direct reports to take their full parental leave. You will have more focused and more intentional team members in the long term. - Employers, offer more parental leave. You are the crucial gateway that either signals that this is important, or not. And it really is. … Thanks Kat Binder (she/her) for being a supportive and thoughtful manager who has enabled me to take this time away. Thanks Google for offering such a significant amount of leave for parents and dads specifically. Now let’s rev it up and see what this engine can do! At the very least I know it can drag two (unimpressed) kids through the sand while holding an americano…