Category Archives: Human Resources

Lean In, Recline – next we’ll be encouraged to levitate

“We need more portrayals of women as competent professionals and happy mothers – or even happy professionals and competent mothers.” – Sheryl Sandberg

“Ladies, if we want to rule the world — or even just gain an equitable share of leadership positions — we need to stop leaning in. It’s killing us.” – Rosa Brooks

Sheryl Sandberg’s Lean In was published well over a year ago – and yet, there are still conversations reverberating around cyberspace among both rabid fans and angry detractors. I jumped in the fray myself when I shared a Washington Post article on Facebook called “Recline, don’t ‘Lean In’ (Why I hate Sheryl Sandberg)”. I was particularly struck by this article because it was written by Rosa Brooks, the former U.S. undersecretary of defense for policy and who also served as a State Department senior adviser. This is a woman whose workplace pressures dramatically exceed my own and it was, frankly, such a relief to read Brooks’ exhortations to “fight for our right to lean back and put our feet up.”

In the nonprofit sector, there is a tired old axiom that we are in this only for the greater good, that our passions are enough to fuel our work, that the rewards for driving positive change are all we need.

Not true.

Yes, many of us feel inspired by our work, and passionate about our causes. But the fuel we need is the stuff that goes in our gas tank that gets us from home to work every day, and the rewards we need are the kind that put food on the table and diapers on the toddler. And though we are willing to do this work for paychecks much smaller than our corporate counterparts, it feels wholly unfair to expect and ask us to take on more, build our networks further, and be even more productive as we struggle to simply get through the day. It reminds me of what my mother always said when I was an impatient child, begging for more, more, more: “I’m dancing as fast as I can.”

However, Sandberg, in Lean In, has two important points that resonate with me: first, she asks women to not disqualify ourselves for leadership positions because we aren’t sure we can do them, or because we believe our experience might be perceived as inadequate. Second, she asks us not to refuse leadership positions because we want a family.

I have a dirty little secret: before I accepted my current job, I asked the recruiting consultant to find out if maternity coverage was included in the health care package. I wasn’t sure if this was an appropriate question, but I wasn’t afraid to ask it. My then-job did not cover maternity, and it was truly a deal-breaker. I wasn’t about to have yet another barrier in my way to starting a family.

But many women likely do not feel they can ask questions like that, because they are frightened of scaring off possible employers, and exposing themselves to scrutiny about their priorities. But shouldn’t this kind of information be readily available, without the question even being asked?

On a separate note, what do we do about that fact that so many women, according to Sandberg, undervalue themselves and question their abilities? Certainly many women I know feel like the only way to prove their worth is to work themselves to utter exhaustion. I remember that one of the only days I ever knocked off early at my former job was when I managed to raise $50K in an hour during a lunchtime presentation. That was big potatoes for me at that time, and I allowed myself to leave at 3 PM to celebrate. I’m embarrassed to say that I prided myself on the ridiculous hours I worked, typed away at to-do lists when on phone calls, and went back to work after dinner far more often than I really needed to.

Brooks, in her Washington Post article, has answers for both the undervaluing, and the family issues. She says that we need to “fight the culture of workplace ubiquity” – i.e. the expectation that we are at our computers 24/7 and working all hours of the day and night – and to work on the gender imbalance that still dominates the home life, in that women still do the disproportionate share of housework and parenting.

Good suggestions, certainly. But there is also a great deal of snark and hateful language in Brooks’ article, and Sandberg seems a convenient punching bag for the frustrations of the pressures put on all of us. Why does even this conversation have to be so combative?

Sandberg wants us women to step into more leadership positions, to stop undervaluing ourselves, and to embrace the fact that we can have a family and a meaningful career. She’s also a gagillionaire whose perspective can be a little hard to swallow. Brooks wants us to fight for gender equality, and to make time and space in our lives to allow for more breathing, resting, and reclining.

I’m going to go out on a limb here and say, well, yes. To all of this. They do not have to be mutually exclusive.

It’s the how. And the how rests with those of us who are in a position to actually do something about this. I have some positional power where I can create an environment that supports leadership, families, and self-care. And I can advocate that others in my field do the same.

Our workload isn’t going to go away. The number of people who need our services in the nonprofit sector is not likely to shrink dramatically anytime soon. And our paychecks are not going to double, either. So what can we do, to ease the burden, to relieve some pressure, and to invite staff members – particularly women – to achieve these ideals?

I have some ideas, many of which I’ve written about before: flexible hours, the expressing of gratitude, rewarding great work (with cash, not just words, if you can!), investing in the personal and professional growth of staff members, encouraging (and insisting, if need be) staff members to take paid days off if they’ve been at full burn.

But I think it’s also important to be honest and vulnerable about our own struggles. I suppose that’s why, even with the snark, I appreciated Brooks’ article. Even though she is certainly a woman of much greater means and responsibility than me, she still seems grounded in the same challenges I face every day. And to have someone like her cry “UNCLE!” and say she can’t take it any more makes me feel relieved about hollering about it, too.

I’m bleeding money every month to cover the cost of daycare for two small children. I’ll miss seeing my family this holiday season because we cannot begin to afford the trip to New York. My three-month emergency savings that I built up as a single person has all but evaporated since my second child came along. I feel intense pressure around money on top of feeling like there aren’t enough hours in the day for me to truly show up for my work and my family.

Comparatively, I’m incredibly fortunate. I make a decent salary, I’ve got a very flexible and supportive workplace, I’ve got a truly wonderful and brilliant husband, and I love my job and my colleagues. And yet, sometimes I feel I’ll collapse under the weight of the pressure not only to do more, but to also do better.

I have to wonder where this pressure comes from – this sick feeling that I’m always falling short. Do men experience this? Do dads spend many hours a day feeling torn in half between work and kids? Do they constantly battle feelings of inadequacy? Maybe, but in my experience, not nearly as much as women do.

I cannot begin to imagine what these work and family pressures must feel like for people in more difficult circumstances – whose salaries are terribly low, who are single parenting, who hate their jobs, who aren’t supported in their workplaces. I think it’s all well and good to invite each other to recline OR lean in but the invitation isn’t enough. Those of us with the capacity to create change in our organizations need to build in systems and cultures that allow people to work the way they want and need to while still ensuring productivity and encouraging passion. And we need to figure out why it’s so difficult for many women to enjoy an ongoing feeling of accomplishment and peace. As a very smart friend said to me recently, “Nobody needs to hold us back or do violence to us if we’ve internalized it.”

I’m on a path to try to figure this out, and to do something about it. If you have any brilliant ideas, I’m listening.

 

 

 

 

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Accommodations

“A happy family is but an earlier heaven.” – George Bernard Shaw

Two Fridays ago, I spent the morning with prison inmates, and the afternoon at a community celebration for breastfeeding.

One of the things I love about my job is that every day is different. There’s never a day when I’m working on the same thing for hours on end, and never a week that looks anything like the weeks preceding it. But that Friday was particularly charged, and frankly, challenging, as I spent the morning reeling with awe and gratitude, and the afternoon feeling both honored and frustrated.

My day began at the Rountree Medium Facility Jail in Watsonville. I was there because the Arts Council gave a grant to the incredible William James Association. The Association, through their Prison Arts Project, hired artist Arturo Thomae to work with the inmates to create a beautiful mural in the jail’s cafeteria. Ten of the inmates who worked on the mural spoke about the experience, and to a man, each expressed immense gratitude. “It took going to jail for me to pick up a paintbrush for the first time,” one of them told me. “It’s not going to be the last.” Another spoke about what it meant to have the opportunity to be transported, at least figuratively, from the jail, during the hours he got to paint. “It’s the only time I’ve not had to look at these four walls, and gotten to think about something other than what it’s like to be here.”

I admit that I went to this event with some apprehension, about what it would like to be there, and what it might be like to talk to incarcerated men. And I left humbled and floored and utterly grateful for the life I have – one of such privilege, which largely protected me from forces that could have landed me or my loved ones in a similar situation. These men may have done things that led to their incarceration. But they also chose to participate in a project to create beauty that they hope will last for decades. And they also – like everyone – need a creative outlet, maybe even one to inspire them toward building a different kind of life.

After leaving the jail, I rushed to pick up my boys and drove them to downtown Watsonville where the local chapter of Women, Infants & Children and many other partner organizations had organized the annual Breastfeeding Awareness March & Celebration. I was there to accept an award that is near and dear to my heart: the Family Friendly Workplace Award, with Breastfeeding Emphasis.

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This award, spearheaded by United Way Santa Cruz County, recognizes businesses that support their employees in their roles as parents. Sally Green, the Arts Council’s Development & Communications Director, and mother of one-year-old Sadie, nominated us.


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I’m thrilled we received this recognition, not because what we are doing is extraordinary, but because I hope the very existence of this award helps to move the needle to encourage workplaces to take better care of their employees.

I’ve heard so many horror stories – and been in the thick of them myself – about how workplaces seem to have been intentionally set up for people to fail, and I promise you that there are fewer people more vulnerable than new parents. I don’t think what we do at the Arts Council is revolutionary. At least, it shouldn’t be. But we do everything in our power to set everyone (parents, grandparents, younger employees, more seasoned staffers) up to be as successful as possible.

This is what Sally wrote in her nomination:

“Arts Council Santa Cruz County is a family friendly/family supportive workplace in so many ways – from flexible schedules, Family Leave and accommodation for breastfeeding/pumping to a spirit of welcome for children at events for both staff and the community. Executive Director Michelle Williams worked with the board to create a Family Leave policy that supports mothers and fathers, whether birth or adoptive parents. Staff with grandchildren is also afforded the flexibility to spend time with them to support their children, extending the family friendly and supportive atmosphere to the community. We are invited to bring our selves fully to our work, including our roles as parents and grandparents. “

I’m so delighted that Sally feels so supported. But I am deeply frustrated that what we do is not the norm.

If you are in a position of leadership at your organization, and you think that you could improve conditions for parents, grandparents, and caregivers, but for any reason you are hesitant to do so, I invite you to get in touch with me. If you fear that schedule flexibility will create laziness or a lack of engagement, I’ll quickly dispel that myth. If you think you can’t afford a leave policy, I’ll work with you to figure it out, and show you how employee retention is a LOT less expensive than recruitment. Are you an employee and want to create a campaign for a more family-friendly workplace? I’m your gal. I’ll help you all I can.

Think about this: what’s the quickest way to get a stranger to warm up to you? Ask them about their kids or their grandkids. What’s the quickest way to alienate a stranger (or even an old friend)? Insult their kids or grandkids. It’s the same deal in a workplace. The fastest way to make an employee feel welcomed or valued is to show them that you welcome and value their whole person – including the munchkins they may have at home.

I’m here at the Arts Council for the long haul. Why? Because I love my job, I admire and adore my colleagues, I have a super smart and engaged board of directors – but mostly, more than anything – they all let me be a mom.

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What can you do to make your workplace one that, even more, values the whole person? Join us in this movement. Let me know how I can help.

 

 

 

Involve Me and I Learn

“Beware the barrenness of a busy life.” – Socrates

“Live as if you were to die tomorrow. Learn as if you were to live forever.” – Mahatma Gandhi

I’m told that babies and young children often have major developmental leaps after traveling. There is something about being in a new environment that inspires the brain to do something differently, or that triggers a new understanding. My three-year-old Andrew took his first two steps in the airport on Kauai, at the tail end of a two-week vacation in Hawaii. My one-year-old first figured out that softly cooing “mama, mama, mama” (as opposed to just nondescript moaning) was a very effective way of getting my attention in the middle of the night when we were staying in a hotel in Tahoe. These may have been coincidences. But I know that the only way I can inspire change in my tired, comparatively old brain is by getting out of Dodge and going somewhere that is completely “other”, and taking real time to think differently.

Day 3 of Spitfire was the perfect cap to this experience. Andy Goodman came back and showed us that if we could change the story, we could change the world. Meaning, if we can effectively communicate the problems we are tackling and the solutions our organizations provide, we can build the resources we need to better our communities. And in the afternoon, Lizz Winstead (co-creator of the Daily Show, comedian, and activist) talked to us about how humor is a fantastic tool for activism. She’s hilarious, and, more important, she’s fearless. And thoughtful.  And that is a powerful combination.

I learned a lot over these three days. I had a bunch of “aha” moments, and many more moments of great satisfaction as common sense, best practices, and my own passion for my work at the Arts Council all came together to illuminate great possibilities for my organization. And I realize that if we don’t integrate some of this learning, we’ll – in some ways – just spin our wheels and never fully realize the Arts Council’s full potential, and fall short of the additional tremendous impact we could have in this community.

But if I hadn’t gone, I wouldn’t have known what we were missing. It’s true that integrating what I learned into the Council’s work will take time and energy. But what would be worse: business as usual, or a little more work on our plates that will inspire the next era of Arts Council awesomeness?

The point is this: we all need opportunities to think differently. We all – as individuals and organizations – need great trainings, taught by wildly skilled instructors and attended by passionate, smart executors, so we can learn to, say, move in a different way (like a toddler’s first steps) or communicate in a different way (like a baby figuring out a deeply instinctive motivator for his mama).

In the nonprofit sector, when money gets tight, we generally cite “marketing” as the first thing to get slashed from a budget, and we bemoan the loss. I’m willing to bet, however, that professional development gets cut long before marketing.

My advice: DON’T DO IT. Don’t cut it. Fund it. Over-fund it. Got a professional development budget? Double it. Talk about it at every staff meeting. Champion it to your board. If you are a funder, be very, very smart like the Hewlett Foundation and the Packard Foundation (oh, and wait, also like Arts Council Santa Cruz County) and invest in it for your grantees. If you are a staff member, and you find a training opportunity, and your organization can afford it, and the people who are running it look smart and savvy? Don’t make excuses that you don’t have time. (Don’t even let your sweet little new baby hold you back from going – trust me on this, you’ll love the sleep.) Just do it.

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Some of the faces, and smiles, of folks working to better themselves so they can better the world

We’re all too busy, we’re all overcommitted, and I’m realizing that even as I tell that story about my own work life, I also find my “busyness” really boring. Enough already. Let’s all make a commitment to expand our minds, our social networks, our skills, and our lives by investing in the professional development of ourselves and our colleagues.

Balancing Act

“There is no such thing as work-life balance. Everything worth fighting for unbalances your life.” – Alain de Botton

“Having children is like having a bowling alley in your brain.” – Martin Mull

“I’d love to come to your conference. I’m a nursing mom. Do you have a place I can pump?” – me

As a kid, I used to count the days until summer vacation. Now, at the beginning of each fiscal year, I count the days until I get to start planning my conference schedule.  I love looking at the year ahead to see what’s being offered, where it’s happening, and who is going to be there that I can’t miss. I get almost as excited for conferences as I do for vacations, as these experiences feed both my passion and my soul. I find I learn best when I’m taken out of my comfortable environment and placed in a new space with strangers and friends I don’t usually get to see. These experiences are invaluable for my work, and my spirit.

But my attitude toward these opportunities has changed in the last few years. Now I weigh the benefits of the conference against the time spent away from my little boys and husband, and the scales are pretty weighted toward my family. Working a full-time job and being the parent of very young children is the greatest challenge of my life. And, sadly, our society is not set up to help us parents balance these great responsibilities.

There are many obstacles that working parents have to overcome, every day. We struggle to feel successful at anything, because there never seems to be enough hours in the day to truly serve our work and our children. One of a dozen issues I face every day is how, when, and where to pump. I’m a nursing mom, and though some folks still feel squeamish about hearing anything tied to that particular anatomical part, pumping is a constant reality and necessity for working mothers committed to being the primary source of nutrition for their babies.

To be clear, I hate pumping. I hate it. When Alex is a year old and I don’t have to pump anymore, I will gleefully set my pump on fire and send it flying off the tallest building I can find. But until then, it’s the machine that helps me take care of my baby, and where I go, it will too.

But I can’t let pumping – or parenting – completely derail my professional life. So it’s time to get back in the conference saddle. I’ve missed too many in the past few years. To that end, I’ve been exploring my options and I’m delighted about what’s coming up. Next month, for the first time, I’ll be attending the Nonprofit Management Institute at Stanford. I haven’t been at the Grantmakers in the Arts (GIA) conference in two years, so I’m excited to be attending this October. Other excellent opportunities are lined up for the winter and spring. These events are critical to my success at the Arts Council, as they connect me to great thinking in the field, fuel my passion, and deepen my ability to serve the arts both locally and nationally.

As I contemplate these opportunities, however, I have to consider how I can manage my commitments. And so every time an intriguing event comes my way, I pick up the phone, call the event organizer, and tell them that I’d very much like to participate, but is there a place I can pump?

To a person, I’ve been the first one to ask them this question, which I find both surprising and sad. What have other nursing moms done? Have they just not participated? Or have they pumped in a bathroom stall? Or in their car in a parking lot? Or have they been too shy to ask the question? There’s one conference that I’m not attending due to schedule conflicts, but I was particularly distressed that they didn’t have a ready answer for me, since the conference was all about empowering women in the workplace. We cannot empower women, or parents of either gender, in the workplace if we aren’t anticipating their basic needs. True, not every woman with a baby is pumping, but it’s my guess that thousands of women currently working in Santa Cruz are pumping, and maybe even pumping as I write this. While pumping.

The good news is, all of the conference organizers I’ve talked with eventually said “yes”, that they could accommodate my needs (which are pretty simple: privacy, a table, and outlet.) Indeed, the Arrillaga Alumni Center at Stanford, which is the venue for the Nonprofit Management Instituted, has a room reserved for nursing mothers. But why isn’t this the norm?

I travel a fair amount for my work, and engage with cultural leaders and institutions across the country. And I hear time and time again about how these institutions want to attract young, energetic, dynamic leadership. When I was in my early 30’s, I heard a great deal about the looming “leadership gap”, where major institutions in both the for- and non-profit sectors were terrified that their CEOs were going to retire and there wasn’t enough talent to fill their shoes. (All of the young leaders I was connected with at the time thought this was hogwash, because we were all ready and able to jump in, but that’s another story.)

But here’s the thing: if you want young leadership, you have to be prepared for the priorities of the young, and that often means starting families. I’m not ashamed to admit that before taking my current job, I asked a very pointed question: does the insurance policy cover maternity benefits? I knew I wanted to have children, and I knew I could do it and be a successful ED – but only if I wasn’t terrified about having to pay out-of-pocket for my health care needs.

But insurance is only the beginning. There are many things to consider around parenting issues if your organization wants to attract and keep young talent:

–          Does your organization have maternity and paternity policies that go beyond the (pathetic) federal requirements?

–          Are you willing to let parents (or anyone, for that matter) work flexible schedules?

–          Are you willing to create personnel policies that help young parents fulfill their parenting responsibilities? (A place for pumping is just one example.)

When organizing events or conferences, there is also much to consider. What about proactively making the conference appealing and accessible to young parents? There are many ways to do this, but here are two:

  1. On the conference registration, the form always asks if the registrant has special needs, such as wheelchair accessibility, hearing aids, even vegetarian meals. How about asking if the registrant will need a space to pump or nurse (if the parent is bringing the baby)?
  2. When providing event information for multi-day conferences, how about including child care referrals for qualified nannies willing to come watch children in the hotel room at night, so the attendees can attend the evening events?

Does this seem over the top? I don’t think so. These are small suggestions that in my mind need to seed a revolution on how parenting is prioritized in our corporate (and sometimes our nonprofit) culture. We do a terrible job of taking care of parents in this country. We value being overworked and overtired. We create job structures that reward time spent at desks rather than accomplishments in our communities. And we rarely celebrate the millions of people who manage to juggle kids and work and do their absolute best to be of service to both.

When you’ve got a little one at home and a big job at work, you feel as though you never have enough time for both. So the least we as nonprofit leaders can do is smooth the way, be thoughtful about how we structure our organizations and events, and work to make parents of young children feel a little more welcome.

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