November 02, 2015

A Work Life Balance Must: Always Have a Plan B


Last week I was lounging comfortably on a couch in Starbucks, drinking coffee with Dr. Heidi Chumley Executive Dean of the American University of the Caribbean School of Medicine. During our conversation, Dean Chumley said something so brilliant I had to share it.

I asked Dean Chumley about the what she feels she has done right on her ascension to upper administration and her plunge into motherhood. Not only is Chumley dean of a medical school and an Executive MBA student, she also has five children. Her husband holds an equally weighty job as vice president of education for Broward Health.

Chumley didn't skip a beat with her answer:  "I always have a Plan B."

Oh, how I have learned that to be true!  If there's one safety net that can keep a working parent from a deep plunge into work life disaster, it's having a Plan B.  "Time time to figure out your Plan B is not when you're having a crisis," Chumley told me. She's so right!

I recently read an interview with Ilene Gordon, CEO of Ingredion who talked about having a Plan B in business. Her comments apply to home life as well. Gordon said:  "We need to always be prepared for the possibility that things may not go according to plan. You should always have something to fall back on when things go wrong, or you'll have a hard time making it to the top. "

Gordon took it a step further: "Don't just have a Plan B, have other people readily available to help you execute it when the time comes."  

I have learned that a Plan B looks different at various stages of parenthood, work and life. But I completely agree with both women that having a Plan B is absolutely critical for work life balance. Here is what it involves:

Assembling your village: Before I had children, my desk was situated near a new mother who recently had given birth to her third child. At least once a week, the woman was called by the daycare to pick up her sick baby. She had no one else to pitch in and never asked her spouse to take a turn. After two months, the women, a really talented reporter, quit. The experience was enough to make me aware that I needed to create my village before giving birth. I lined up family members, and backup babysitters to ensure that I was prepared for childcare emergencies. Throughout years of balancing work and family, I added to my village by courting neighbors and other parents to pitch in with childcare when work emergencies cropped up.

Exercising flexibility: This crucial component of having a Plan B comes after proving yourself a hard worker. Even jobs like elementary school teacher can provide the flexibility to come in late or leave early if you have a good reputation and an understanding boss. More jobs than ever can be done at different hours, or from home. You need to figure out how you can use flexibility before a work life conflict arises.

Trading favors: My best advice to working parents is stockpile favors. When your boss calls a last minute meeting and your child is waiting to be picked up from dance class, you may need to ask another parent whose daughter is in the same class to help out. Being a parent who does favors for others goes a long way when you need one back. 

Including your children: As soon as your children are old enough to walk and talk, they are ready to be part of your Plan B. An older child can help out with a younger child, especially when the older child starts to drive. A middle schooler can call friends and ask for a ride to soccer practice when a parent runs late. The key is to include your children in helping you prepare by empowering them to find solutions in advance.

Being okay with delegating: To be successful at juggling, you need to identify people at work who have your back when you need it. Simply put: You can’t be the micro manager. You have to be able to get things done through others, particularly when you can't be there to do them yourself. Decide ahead of time who those people are and establish a give and take relationship.

Do you have your Plan B in place? If not, now's a great time to figure it out. 

June 02, 2015

The critical thing a working parent needs in a job

Yesterday, I was on the phone with an expecting new mother when I heard myself doling out advice. She and her husband both work in high pressure jobs. I found myself telling her that one of them will need flexibility if they are going to balance work and family.

As I was giving her advice, I was looking at paperwork my 13-year-old son needs to complete by early next week to start his job as a summer camp counselor. The application requires he get fingerprinted and that can ONLY be done on a weekday between 9 a.m. and 4 p.m. Because my job is flexible, I can take him to the government office. But if I was in a job without flexibility, either my husband or I would have to take time off work to get it done. A difficult boss who doesn't believe in giving flexibility might make that impossible.

It is this type of work and family conflict that starts when your child is born and continues until he or she graduates high school -- and sometimes even beyond. Lately, I've seen more fathers in the doctor's office or orthodontist with their kids. The need to take kids places and be at their events during work hours is a dilemma mothers AND fathers now face.

No wonder that flexibility is becoming valued over pay. I'm not sure that employers understand this need, even at a time when the majority of people in a workplace are part of families in which both parents work.

I found myself telling this mother-to-be to have a conversation with her husband and her boss before her child is born. If she is going to balance work and family, flexibility will not be an option, it will be requirement. Getting that flexibility can and will become one of the biggest stressors a working parent will face. It might even lead to search for a new job.

I'm curious to know how other working parents handle this dilemma. Do you argue with your spouse over who is going to take time off? Have you ever been given grief for taking time off to take your child to an appointment? What do you see as the solution for parents who need flexibility in their schedule and can't get it from a boss?


May 15, 2015

More workers than ever are struggling with work life balance

                                                 Woman nyc


Today, I spoke with a female executive while she walked through the streets of New York on her way to a business meeting. I could hear the horns honking and the street sounds as she explained to me it was the only time she could fit the conversation into her busy day. As it was, she explained, she was already going to have to work late into the evening.  

It's no wonder that more than a third of 9,700 workers surveyed by tax and professional services firm Ernst & Young say managing work life balance has become more difficult in the last five years. Here is how and why people are struggling with work life balance:

People are working more. Around the world, about half of managers work more than 40 hours a week and four in 10 say their hours have increased in the last five years. I think that pretty clearly shows the traditional 40-hour workweek is becoming obsolete.

People are stressed. And as people work more and struggle with balance, they are not happy about it. The survey found dissatisfaction highest among white-collar workers in their 20s and 30s who are establishing families at the same time they are moving into management and other jobs that carry more responsibility.

People are struggling. These workers say their salary has not increased much, but their expenses and responsibilities at work have increased. That's making work life balance more difficult to achieve.

Here's a finding that might surprise you: U.S. men are more likely than women to change jobs or give up a promotion for work life balance reasons. Clearly, everyone is struggling with work life balance, not just women. 

People are suffering when they use flex schedules. Nearly one in 10 (9%) U.S. workers say they have "suffered a negative consequence as a result of having a flexible work schedule." That rate is higher for millennials, of which one in six (15%) reported either losing a job, being denied a promotion or raise, being assigned to less interesting or high profile assignments, or being publicly or privately reprimanded.

People are encountering work life hurdles. The biggest hurdles faced when U.S workers try to balance their personal and professional lives were: Getting enough sleep, handling more responsibility, finding time for me, finding time for family and friends and additional hours worked.

People are quitting their jobs. EY looked at the leading reasons full-time workers quit. The top five reasons were minimal wage growth, lack of opportunity to advance, excessive overtime hours, a work environment that does not encourage teamwork and a boss that doesn't allow you to work flexibly.

People are feeling the effects at home. The economy caused one in six (15%) full-time workers to get divorced or separated and almost one-sixth (13%) to delay getting a divorce. Nearly a quarter (23%) decided not to have additional children and more than one in five (21%) delayed having additional children.

So what exactly is it that employees believe will help them achieve work life balance? After competitive pay and benefits, employees want to work flexibly (formally or informally) and still be on track for a promotion. The want paid parental leave and they don't want excessive overtime.

Do you think some of those wants are doable? Will it make a difference when more millennials become bosses? 



(The Global Generations survey, EY’s second attempt to study generational issues in the workplace, was conducted in the U.S., Germany, Japan, China, Mexico, Brazil, India, and the U.K. In addition to international findings, 1,200 full-time U.S. workers were asked about major changes they have made, or would be willing to make, to better manage their work-life balance, paid parental leave, and couples’ work schedules by generation.)


January 15, 2015

Where work life balance is headed in 2015

I recently had a conversation that enlightened me. I spoke with a 2014 college graduate working at an accounting firm, who is assigned to the Miami office. She told me she also works from other Florida offices or from home. She explained that her supervisors know when she is working because the company system shows her logged in, but they don’t know her exact location, which makes it easy to work from home. “I love that about this job,” she told me.

Yesterday in The Miami Herald, I outlined my predictions for workplace trends in 2015. One of the trends I feel most strongly about relates to flexibility and this conversation.

I believe in 2015, more employees, like this young accountant, will quietly use flexibility. While many companies are considering policies on flexible work arrangements, their workers are quietly working from outside the office whenever possible. Working where you want or when you want and is a perk employees will put a premium on in 2015.

Those workers who can work from home on occasion tell me they plan to stay in their jobs as long as possible, because not having that flexibility would cost them in commute time, babysitter fees or missed parenting opportunities. Most workers say they are more productive on the days they work from home.

Expect to see lifestyle choices over money when it comes to career decisions in 2015. Alex Funkhouser, CEO of Sherlock Talent, a Florida staffing firm for technology and marketing talent, says seven out of every 10 job candidates he encounters would make a move if he or she could work remotely at least two days a week. “They even would take a pay cut just so they wouldn’t have to commute into an office,” Funkhouser says. Smart employers will recognize and embrace that trend to attract and retain loyal employees, particularly now that their upgraded systems make it easier to work remotely.

I also believe America's workforce will struggle even more for work life balance. Google marketing experts are telling us our smartphones are the new remote control for our lives. They are where we go for finding movie times, answering work emails, playing games, communicating with our teens. The more data our smartphone has, the smarter it will be, and the more it will simplify our life — or tether us to the office and distract us from making face to face connections. In 2015 more of us must decide if we use mobile technology — even wearable mobile technology — as a new powerful tool to work and communicate, or if we let it dictate our lives.

“We have to define what’s important for us at which time of the day, the week and the year, and act consistently,” says Geoffroy de Lestrange, a marketing professional.

With our laptops and cell phones tempting us to bring work home, we are going to have to work harder this year to keep work at the office and protect our personal and family life from the demands of work. That will be a focus for my blog this year. I look forward to sharing my tips and hearing yours.


November 05, 2014

The Way Men Use Flex is Different

Flexibiilty at work. 

For many years, those three words have been associate with working mothers.

But quietly, working fathers are tapping flex, too.

Rather than making the formal flex arrangements that moms make, dads are using flex under the radar. 

Take Phil Ward, for example. Twice a week, Phil arrives at his Fort Lauderdale law office earlier than usual and plans his day knowing he wants to watch his son’s lacrosse practice at 6:30 p.m. If his wife can’t drop his son off at practice, Ward does some extra maneuvering of his schedule to leave his office earlier. He might work through lunch or log on later in the evening. 

How Men Flex, a newly released report commissioned by Working Mother, shows that seven in 10 men enjoy the ability to influence their schedule and do so without fear of negative consequences. But only 29 percent report that their flexible work schedule is a formal arrangement that repeats week to week. Men “flex” mostly as needed.

To better understand how men are navigating the flexible work and home terrain, the Working Mother Research Institute (WMRI), with support from Ernst & Young, surveyed 2,000 men and women about the impact of “flexing” on their lives. Researchers discovered that working dads, whose spouses now work too, increasingly want and need flexibility in their schedules as they partake in the juggling act once considered the exclusive domain of women.

Jose Hernandez-Solaun, president of a Miami real estate firm, notices that most men who need informal flexibility — in jobs where it is possible — negotiate it on the fly, and get it. Yet, “flex” comes paired with expectations, he says. “If I need you to produce spreadsheets and a presentation by Friday and you ask to leave early because you need to be with your kids, you better produce that information. It’s really about accountability.”

Hernandez-Solaun, a father of young children, says the expectations are two-sided: men expect leeway in their schedule and, in return, bosses expect a certain level of availability — even at home or on vacation. “Ten years ago, that wasn’t the case.”

Going beyond informal flexibility gets trickier for men. Most men fear that formal arrangements — such as a scaled back work schedule, telecommuting from home or leeway in starting times —  create the impression that they aren’t fully committed. 

For men in particular, there is a real fear of the stigma, too. “The No.1 concern … is that men feel the moment they step out or step back, they become dispensable. That’s the greatest insecurity of every man I know,” says Mike Tomas, a South Florida entrepreneur.

Like women, men with access to flexibility are more likely to say they are happy at work, productive, loyal and have good relationships with co-workers. And, those men who do flex — even informally — report higher levels of satisfaction with their relationships with their children.
The men surveyed say the ideal mix is working in office but from home occasionally as needed. To do that regularly, requires a workplace that allows that type of schedule. It looks like slowly, with more managers doing the balancing act, we're moving in that direction. Working moms may have paved the way, but men are quickly learning that flexibility has benefits.

August 18, 2014

Back to School: A teacher's work life balance

As we struggle with work life balance and adjusting to new school routines, we think teachers have it easier than we do because they already are at school - and/or have school hours -  and can be involved in their kid's education.



Not so, says Kerri Medina, a former teacher turned college adviser who reached out to me. Below is her perspective as the new school year kicks in. I think you will find it insightful:


Kerri2 (1)

 I worked for the Miami-Dade County Public School System for 11 years and have a son who is 15 years old and starting his 10th grade year. In all of my time working for the school system, I was rarely able to attend his school events, shows, be a room parent, be active in the PTA, volunteer for school events, or anything else school-related because I worked the same hours the events were taking place.

I wasn't able to even do something as simple as dropping children off the first day of school, which for most parents is an exciting time with their children. Unfortunately, educators are unable to share in this experience. For me this was especially painful his first day of kindergarten. I always thought it sad and ironic that those involved in education in many cases can't be as active as they might like in their own child's school.

This past year I left the school system and became an independent college adviser at International College Counselors. This last year, for the first time, I was able to drop my son off the first day (and any day I needed, or wanted to), attend my son's school performances (he's a musician at New World School of Arts), go on any field trip I wanted to, serve on the board of the PTSA, and really feel like an involved parent at my son's school.

I am thrilled to still remain in education, but now have a better work/life balance through my company's flexibility. I noticed the same scenario of other parents who were involved in education, that although they were making a huge impact on other students' lives, they oftentimes couldn't be involved in their own child's school.  

For most part with my son, I still take a minimalist approach. I do what I need to do to make sure he’s on track. I have never rushed a project to school for the child who forgot it,because I couldn’t do it before. Now, I'm still letting my son take the lead when comes to school work.  

As a working, single mother, I am constantly balancing work and life in many ways. But now, as the new school year arrives, I can approach it differently and strike a better balance. 


July 31, 2014

Women can become law firm partners - and have a life

As a young lawyer, Tiffani Lee found a partner who believed in her ability and helped push her up to the top ranks of Miami’s Holland & Knight. Most often, the opposite is true: Organizational mechanisms at firms push out women and people of color.

But in a room full of women and minority lawyers, I heard some great advice on how to change that pattern. Here’s an employer and employee guide for how to navigate the challenges that lead people to leave.

Inclusion: Don’t leave women and minorities on the fringes. Amy Furness, a shareholder with the lawfirm of Carlton Fields Jorden Burt in Miami, says having someone in a leadership role who recognizes and shows a commitment to diversity by his actions can help the message of inclusion permeate throughout the firm, which can be particularly important for those partners who may not be thinking about diversity when they choose staff to work on their cases. “Getting leadership involved in ensuring inclusion prevents [diversity] from becoming marginalized,” Furness said.

Accountability: It is easy to create company policies that promote diversity, flexibility and volunteerism and work/life control. But there are some partners who will tell young associates that if they want to be successful, they should not take advantage of those policies. That is where accountability becomes crucial.

Tiffani Lee at Holland & Knight, said partners at her firm are evaluated — and even compensated — based partly on how many opportunities they provide to women and minority associates and what they’ve done to support diversity and inclusion. “The only way to drive change is to factor it into compensation,” Lee says. At her firm, partners “are asked about who is on their team and how they are working with the client to ensure the team is diverse and and how they are supporting the firm’s broader diversity efforts.”

She says ties between a commitment to values and compensation happen at all levels. Associates perform a self evaluation, too. They are eligible for a diversity kudos bonus if they have done something extraordinary.

Flexibility: At some point, the success of the firm – and the diverse talent pool — will depend on whether it offers flexibility, Most associates want a reputation for getting things done; however, they want control over how and when.

“We need to change the mindset around flexibility,” Says Manor Morales, president and CEO of the Diversity and Flexibility Alliance. “When managers hear flexibility, they think people don’t want to work as hard. Flexibility is not just reduced hours but also control over hours. It’s a different way to approach work and people actually achieve increased efficiency."

At most firms, men are taking advantage of flexibility – although informally and quietly. Morales found at one firm, a senior male partner works from home every Monday, but few realize it. "Flexibility will be embraced when firms encourage people who have power to be open about how and when they use flexibility."

Succession: While most law firms have eliminated a mandatory retirement age, many of the boomers at the top will begin paring back in the next decade. As leaders retire, it creates opportunity for the next generation – and for more inclusion. Some firms already are planning ahead.

Nikki Lewis Simon, a shareholder at Greenberg Traurig in Miami, says her firm has worked consciously to bring women and minority lawyers into leadership, onto the executive committee and onto committees that interact with senior management. This allows the firm to address issues of the next generation not just years from now, but today.

“I think the next generation of leaders will have a sense of mutual respect: With them, it isn’t us and them, it’s we. There’s an understanding that we all have stuff we want to accomplish outside the office.”

Transparency: Women who have made it to the top have this advice for others: Don’t over-explain.

Women tend to give a detailed explanation for why they need to leave early or work from home. “They give much more information than necessary,” says Yuliya Laroe, a lawyer and business coach. Laroe say that often hurts them when partners assume if they don’t see them in the office, they are with their kids. “We need to empower ourselves to believe it’s no one’s business as long as we have met our deliverables.”

Simon, a mother of five, says she advanced to partner while on maternity leave, and has been quite clear about her whereabouts to derail assumptions: “I let them know when don’t see me, it doesn’t mean I’m not working. It just means I’m not working here. I’m doing something to advance cause of the firm.”

Time management/work-life control: Getting to the top to become an equity partner and staying there is giant responsibility that requires the ability to bring in business and make a contribution to the firm’s bottom line while balancing home life and community involvement.

Morales tells lawyers to be strategic. “You could have activities that fill your plate but not all give you the same benefit,” she explains, adding that women tend to be on committees that don’t advance their careers. “When you’re asked, think, ‘Will this committee connect me with the right people? Is it valued in the firm? Or, is it just busy work?’”

Clearly, support for talented women and minorities needs to be evident at all levels. Says Laroe: “People don’t leave firms, they leave individual partners who make staying difficult.”

Photo by The Miami Herald: Tiffani Lee with her mentees and her mentor pictured behind her.

July 25, 2014

How to negotiate workplace flexibility

After having two kids a year apart, I realized at that time in my career, I could not survive motherhood and news deadlines unless I negotiated flexibility. I asked for a four day work week. For me, the key to getting that schedule and finding some work life balance was the fact that I had proved myself and I was able to tell my boss exactly what he would gain by giving me flexibility. 

Today, my guest blogger, Tonya Lain, Regional Vice President at Adecco, the world's largest staffing firm, provides great advice for anyone who want to negotiate flexibility. Although Lain targets moms who want flexible schedules, there are dads out there who want them too. Her advice is useful to all.



It seems a day doesn’t go by without reading or hearing about whether it’s possible for working mothers to “have it all” successfully, advance and balance their careers with their responsibilities to their children. Given today’s economy and cost of living, a family with two working parents is the norm, and in many cases an absolute necessity. A Pew Research poll shows that though the gap between the number of hours moms and dads spend with their kids and doing house chores has grown smaller in recent decades, women still spend more time than their spouses tending to the kids and home. This leaves mothers often feeling as though they are expected to be in two places at once.


A lot of this stress can be alleviated by pursuing a flexible work schedule – something 13 million Americans are doing. Stanford University conducted a study to debunk any misconceptions associated with the productivity, revealing that those working from home “were noticeably more productive, spending 9 percent more time on calls and handling 4 percent more calls per minute.” Even so, many of us aren’t prepared to have that conversation with our supervisors. Here are some ways to best make a case for a flexible working arrangement:


  • Do your research. Your company may already have guidelines about flexible working arrangements in the employee handbook. You may also want to consult with other moms in the company who have successfully negotiated a more flexible work schedule. This will allow you to develop a proposal based on what’s been done and what’s possible.


  • Determine what works for everyone. Really think about what arrangement would produce the best results for you and your employer—whether working from home three days a week or coming in later in the morning, allowing you to send your kids off to school. Consider how your employer will benefit as well. Will you be less preoccupied with how your children are being cared for? Will you gain two extra hours a day for working that you would normally spend commuting? Emphasize how this will produce results that will please everyone.


  • Establish quality control. Approach your employer with your research and a clear proposal on what your ideal flexible arrangement will be. This gives your supervisor a starting point to react to.  In the proposal, include recommended check-points to ease any doubts they may have on your performance. Suggest implementing frequent performance evaluations and communications standards, such as joining meetings electronically or establishing the expectations for responsiveness while you’re working from home. Emphasize a feedback system so concerns are communicated and rectified quickly. You may also want to suggest a trial run where both parties test the flexible working schedule for a month to three-month period before committing to anything long term.


Women today must take pride in all they have accomplished as far as their career and in their role as Mom. Carefully planning a conversation about work flexibility with an employer can help women gain the flexibility they need to make their lives less stressful and more productive.  

July 16, 2014

How much is your time worth? Why you need to outsource

My cleaning lady is at my house today. If I didn't have her, I would spend several days cleaning and not writing. I would be miserable and I'd have less money in the bank. By doing the math, I figured out I come out ahead spending my time writing rather than cleaning. 

Outsourcing is all about doing the math. What are your spending time doing -- maybe even not doing well -- that you could farm out and come out ahead? I've discovered that busy working parents need to outsource something if they want work life balance. Do you agree?

Here's my Miami Herald article on outsourcing...

How much is your time worth? Consider outsourcing some tasks




(ABOVE: Todd Paton of Paton Marketing)

Todd Paton has a booming Miami business getting customers noticed on the Web. One tool he uses is generating online press releases to build brand awareness and create links that will send traffic to a customer’s website. But Paton, owner of Paton Internet Marketing, acknowledges that writing the releases is not his strong suit. Rather than spend his time doing it, he hires out the task.

 “You have to value your time so you know what is or is not a good use of it,” Paton says.

As a proliferation of outsourcing sites spread, today’s business owners have more options for hiring out tasks that detract from generating income and having a balanced life. For some small firms, outsourcing has had a compelling impact on their growth, productivity and bottom lines.

An important first step in outsourcing is figuring out what doesn’t make sense for you to do personally. Paton suggests dividing your income by the hours worked and coming up with an estimate of your time value. Then, factor in the time it would take you to become an expert at a specific function and complete it. “Often you find you are spending time on something you could have done by an expert for a lot less than your time is worth,” he says.

How much you can you expect to pay a contractor depends on the type of work you’re buying, the skill level and location of your provider, and your own preferences. For example, Paton goes to eLance to find U.S.-based freelancers, and pays about $30 a press release. Rather than spend half a day on the task, hiring it out is worth the expense.

Elance and oDesk (which merged in 2013) are two of the most popular marketplaces for employers to connect with talent on an as-needed basis. They are joined by an ongoing rollout of sites that give business owners access to a global pool of human capital such as virtual executive assistants, marketing directors, graphic designers, transcriptionists, paralegals, Web designers, human resources consultants, bookkeepers, public relations directors and information technology specialists.

Lesley Pyle founded seven years ago to allow owners in need of outside expertise to tap mom professionals. She finds small-business owners increasingly coming to her site to hire skilled, work-at-home moms to build or design websites, create social media followings and manage email marketing campaigns. For many entrepreneurs, the new demands of technology are the most natural tasks to outsource, Pyle finds.

“There are constantly new and better ways to do things online. Unless you enjoy that or have time for that, it’s an easy one to put on your delegation list,” Pyle says.

Mande White-Pearl, a South Florida marketing strategist for female entrepreneurs, says that even when a business owner outsources, she needs to understand the specific outcome she wants from whomever she hires. White says she has used more than 20 virtual workers to complete tasks like data entry, graphic design or project management while she concentrates on bringing in business and spending time with her new husband.

The first year she began using contractors to help carry her workload, White-Pearl says, she doubled her company's revenue.

White locates her freelancers on oDesk and has paid $5 to $50 an hour, depending on the task. She typically gives out small projects to new hires, testing them before doling out ongoing needs. “Over time, I have gotten much better about being clear on what exactly it is I need people to do. If I have had a bad experience, it has been because I had not properly communicated what I needed, wanted or expected.

To ensure quality from freelancers, sites such as Elance, oDesk and allow the hiring party to see how previous clients rated prospective vendors’ work, as well as detailed profiles of the vendors and what they charge. There is no charge for freelancers to post profiles on the sites and to apply to jobs.

The sites make money by charging the employer a fee that equals a share of the total amount they paid the freelancer. Expect to pay U.S.-based contractors higher fees, but remember, with offshore providers there may be a language barrier. Fees are paid per hour or per project.

For more-creative tasks, business owners are finding talent on, which introduced a mobile app in December. While the site is now far from the original everything-for-$5 concept, the costs of specific jobs are straightforward. White-Pearl says she has used Fiverr to find individuals to do video editing, logo design, animation and proofreading, and she has spent from $5 to $40 to get the job done.

With the increase in demand, a variety of models for online hiring are gaining popularity. Sites like OnForce and FieldNation have created networks of independent workers in the same specialty who can be hired per gig and dispatched to a job site as opposed to working remotely. In Spring 2013, OnForce introduced a mobile app to help pair the buyer with the freelancer who might already be out on a job nearby.

Kevin Michael, managing partner of Invizio in Coral Gables, runs a business that provides IT support to local companies. However, Michael says he recently became a vendor on OnForce, a network of independent IT professionals looking for gigs in their area. “We see it as a way to get our foot in the door.”

While on OnForce he’s the independent contractor, Michael says that as a business owner, he, too, has at times been the outsourcer. He has used hiring sites to tap professionals to create logo designs or marketing materials. “If you are a small business and trying to grow, adding headcount isn’t what you want,” he says. “It is much better to find someone with expertise who is affordable. Now you have more time in your day, and you’re still getting what you need done.”




(Above: Kevin Michael, managing partner of Invizio, IT Support)

May 31, 2014

Surviving end-of-school-year madness

If I had to bet, I would say that by now, most working parents are exhausted. As we get down to the end-of-the-school year, celebrations and activities are coming fast and furious. Can you find time and energy to always be there...physically and mentally? Here's why you might feel swamped: Because of a rising interest in rituals, ceremonies have proliferated, marking nearly every life transition—from preschool to college graduation—and making each the focus of festivities. As a result, families face a long list of must-attends including class parties, award ceremonies, tournaments, recitals, picnics and banquets. They happen all in the few weeks leading up to summer, making this time of year the busiest season of all for many households. I just have to look at the Facebook posts to see how my friends are bouncing from one event to the next. Fortunately, I have some flexibility at my job to attend my kids end of school year activities because I work from home. Sadly, many parents do not have flexibility or understanding bosses. Many of us working parents beat ourselves up for not getting to all of these events. It’s especially awful when our kids really want us there, points out mommy blogger Wendy Sachs. Remember, this is the time to use your goodwill bank -- call in those favors you've done for other parents at work or at school to get some help with the driving. If you can't stay for the entire class party or recital, make sure you speak to your child about the portion you observed: something like, "I enjoyed watching because you were concentrating so well.'' If it's an event you absolutely don't want to miss, offer a solution to your boss or client -- something like "I will come in early tomorrow to tackle that project if I can leave for a few hours mid- day today? " How are you handling the end-of-year madness? Do you find your workplace gives you the flexibility to attend school activities? If not, are you resentful?