August 06, 2013

Turning part-time work into full-time work

Getting hired

A friend of mine wanted a part time job during the day while her kids were in school. But when her husband had surgery, and it became apparent he would be out of work for a while, she realized she needed full time work.

She went to her boss to talk it over. Because she had proved herself a good worker, she was able to convince her boss to give her more hours and a schedule that would be managable. It's amazing how workplaces are willing to accommodate someone who proves themself a good worker.

Still, it's not always as easy as asking. I saw this great article: 7 steps for turning part-time work into full-time jobs. I just had to share it with you. It was written by John Alston is a career advisor and coach at The Innis Company. Here's a quick summary of the steps.

1. Specialize: When applying for part-time or contract work, concentrate on fields where your skills and experience will distinguish you as valuable.

2. Differentiate: Whatever your field of expertise, find how you can impact either the top line or the bottom line.

3. Inquire: Ask up front if you can apply for full-time openings that arise during your part-time employment. If you are signing a contract for part-time work, request that it include the potential to be hired full-time. (This is key to getting hired full time!)

4. Commit: Act as if you already are a full-time employee and people might begin to see you as an important part of the team.

5. Out-perform: Aim to out-perform full-time employees who are doing the same or similar jobs as you. 

6. Fit in: Be positive and upbeat. Don't go around the workplace thinking of yourself as “only a contractor.”

7. Reach out: Meet as many key people in the organization as you can. Build an internal network that can help you solve problems and that gets you visibility with decision makers. 

 

 

April 22, 2013

Older men will make workplace flexibility and work life balance a reality

 


Thank you Sheryl Sandberg. Thank you Anne Marie Slaughter. You have brought the conversation of work life balance back into public discussion. But let's face it women, for all our years of talking about work life balance, flexibility and having it all, we really haven't made any huge progress.

I think that soon will change.

I think it will change because older men will make it happen. 

Just the other day, I was talking to Miami law partner in his late 60s who excitedly was telling me all about the summer home he was building in the mountains. I asked him whether he was going to take the summer off work. "Oh no," he said, "I'll just bring my laptop, my cell phone and I'll work from my cabin." This came just days after another senior partner told me he wasn't retiring but instead scaling back his schedule to work from home in the mornings.

Historically, men have been excluded overtly and subtly from the work life conversation. Tanvi Gautam,  managing partner at Global People Tree wrote this for Forbes.com: "The assumption remains that “real” men (single or married) don’t need/want work-life integration. They work long, hard hours and miss meals with family, skip social events, so they can rise to the top of the corporate ladder, if need be at the expense of all else."

For the last decade, women and Millennials have struggled to get organizations to realize that flexibility is needed. Yet, male boomers -- the ones who have resisted giving flexibility to others -- are going to be the ones who make it happen. For them, it's about to get personal.

They are law firm founders, senior executives and chairmen of the boards. But as they age, they still will want their name on the masthead and to share their expertise. They just won't want the 10 to 12 hour days anymore. They will seek the ability to work from home a few days a week or from a vacation home. They will want to pull back from the extreme schedules they worked in the past, and make a gradual transition into retirement, even managing to get organizations to lift or delay mandatory retirement age.

Currently, just 13 percent of Americans are ages 65 and older. By 2030, 18 percent of the nation will be at least that age, according to Pew Research Center projections. The typical Boomer believes that old age doesn’t begin until 72, and the majority of Boomers report feeling more spry than their age would imply.

These senior male leaders will push for flexibility for their own personal use and they will get it because they have the clout and connections that women and younger workers lacked. And when the policies change to accommodate them, the women and Millennials will benefit, too. And that's how and when the workplace and policies will evolve.

For now, the rest of us just need to do our best to make our work and life fit together, and then "lean in" and wait for change to happen. It will happen. I see it on the horizon.

March 06, 2013

Do collaboration and flexibility go together?

Think about the last Pixar film you watched. Pretty creative, wasn't it?

Such creativity usually comes from collaboration and that usually comes from face to face interaction.That's collaboration is kind of hard to do if you work from a home office.

At the same time, workers like me want work life balance and the ability to work remotely at least on ocassion. So the question is.... Can companies be innovative and still allow remote working? Is there a middle ground that gives employees flexibility in their schedules and work place but also gives employers the critical mass at the office that's needed for ongoing collaboration?

One business owner told me this is a major challenges he faces as a leader and motivator. Now that Best Buy has followed Yahoo's lead in banning telecommuting, the topic is sure to heat up. What are your thoughts on whether flexibility and collaboration are compatible?

 

WORK/LIFE BALANCING ACT

Face time vs. flexibility: Do employees need both?

By Cindy Krischer Goodman
 
This Feb. 20, 2013 file image released by NBC shows Yahoo CEO Marissa Mayer appearing on NBC News' "Today" show, in New York to introduce the website's redesign.
Yahoo CEO Marissa Mayer (Peter Kramer / AP)

By Cindy Krischer Goodman

balancegal@gmail.com

Years ago, on the legal beat at The Miami Herald, I often collaborated with other reporters and editors in the newsroom who weighed in on my story ideas and worked side by side to move a project in a bigger, better direction. Now that I work at home, I miss the back-and-forth banter than can lead to ramped up creativity. and I can understand why companies are taking strong measures to step up collaboration.

Today, the buzz word in business is collaboration, the 21st century driver of innovation and the inspiration behind corporate decision making. The focus on collaboration has led Burger King to take down the walls between its cubicles. It triggered Yahoo’s announcement last week to bring remote workers back to the office. And in October, Apple even attributed executive management changes to a need to encourage more collaboration between the company’s hardware, software and services teams.

This intensified push for face-to-face interaction and information sharing comes at a time when workers are pushing for flexibility, begging the question: Can a collaborative culture be created without impeding work/life balance?

In a bold move last week, Yahoo’s CEO Marissa Mayer argued in a memo banning remote working that collaboration happens when people are working side-by-side. “Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people and impromptu team meetings. Speed and quality are often sacrificed when we work from home. We need to be one Yahoo! and that starts with physically being together."

The backlash against Mayer’s banning of telecommuting work was swift and angry. Telecommuting and work/life advocates worried aloud that Mayer was attempting to reverse flexible workplace advances. Outspoken CEO Richard Branson called her decision “a backwards step in an age when remote working is easier and more effective than ever.”

But can anyone really argue that Mayer is wrong to feel that there is value in the conversations that arise when people are physically together in a room? There’s a reason that Google has configured its offices with a lunch room extraordinaire. It’s to keep people on campus and working together.

Most workplace experts believe the best practices in collaboration strike a happy medium — allowing workers to come to the office some of the time but also manage their own schedules.

Prerna Gupta, chief product officer at Smule, a music app developer, has come up with her ideal solution, which she recently explained in the New York Times. She believes employees should have the flexibility and proper tools to work when and where they want but that the office should remain a gathering place to communicate ideas. After Smule bought her company, Khush, she pushed for the same schedule she had previously instituted; employees come to the office three days a week for five hours, starting at noon, allowing for collaboration. The rest of the week they work from wherever they want.

Attorney Ronald Kammer, who manages the Miami office of law firm Hinshaw & Culbertson, says employers have no choice but to find middle ground if they want to keep top talent. “Banning flexibility could lead to losing brain power.”

In law, Kammer has found firms have to be nimble to keep their talented attorneys and most allow myriad flexible arrangements — including working on occasion from vacation homes. Firms also must adopt the right technology to work with legal teams spread across the country. “Clients want the best legal minds working together,” he says. “They don’t care if they’re doing that from the same office or remotely.”

Most companies, though, are struggling to find a structure that satisfies the needs of employers and employees. Corporate futurist Christian Crews, principal of AndSpace Consulting in Fairfield, Ct., says companies with the greatest competitive advantage are “managing the tension between getting engagement from employees who can make their own hours with the tension of getting critical mass in a building to create innovative new approaches to business.”

Crews says requiring employees to work from the office isn’t enough; Collaboration takes management that is forward-thinking and open to embracing technology that facilities brainstorming, along with office configuration that encourages serendipitous run ins. “It’s about taking it beyond Post-it notes on a wall or huddling around a white board.“ Futurists, studying how to encourage and improve face to face collaboration, are looking at new tools for running meetings, he says.

At the same time, experts are studying how to get more from virtual collaboration. Citrix, headquartered in Fort Lauderdale, has developed technologies that allow workers to hold virtual meetings, share documents and join together in online work rooms. Now, the company is creating platforms to enter virtual conference rooms where you can actually see who is in them before deciding to enter.

Brett Caine, senior vice president and general manager of the Online Services Division of Citrix, says he sees the benefit of face-to-face meetings, but the advanced technology to allow online collaboration has made the experience richer. “With HD video, it’s as if you are sitting around a conference table sharing content and looking at the emotional reactions.” However, he says, “you have to want to cooperate this way.”

At Citrix, 86 percent of employees work remotely at least some of the time during the week. Teams are spread across the globe and have webcams on their computers. It is an expectation that a colleagues are working from somewhere other than the office. And, it’s a model that works, which is why Citrix is continually improving technology around online collaboration, Caine says. “We believe that notion that being in office is rule right now, but increasingly in the future it will be the exception.”

For now, at least, group meetings are sometimes irreplaceable. A few weeks ago, Miami PR firm owner Tadd Schwartz called his staff together for an impromptu brainstorming session. About a dozen account executives sat in a circle on the floor and couch tossing out ideas for how to tie Michelle Obama’s “Let’s Move” campaign into more business for its grocery chain client. One suggestion met with giggles, but within seconds a colleague came up with an alternative.

“That back-and-forth banter, that’s where collaboration comes into play,” Schwartz says.

Finding the right balance is one of his biggest challenges, Schwartz says. “Offering employees the option to work from home from time-to-time is something we do, but I know for a fact we work better and are more creative as a unit in the office where we are interacting.”

February 21, 2013

Turning remote workers into team players

When I was toiling away at my computer in the newsroom, working from home sounded sooo glamorous. It sounded like the answer to all my work life balance needs. No commute. No office politics. But what I didn't realize is that when you're part of a team or staff, being miles away from co-workers can be a HUGE challenge. Of course, a good manager can make your challenge easier and help remote workers feel like team members. 

I think the remote workforce is about to explode in numbers. Two savvy women -- Layne Mayer and Mari Anne Snow --  feel the same way and they are creating a website/social networking community for remote workers and the companies that employ them. It's in early stages now but it's called Sophaya.com. I checked it out and I think it has promise.

Here's my article from The Miami Herald that tackles the topic of managing a remote workforce.

 

 

Remote employees require care to feel like part of the team

By CINDY KRISCHER GOODMAN
 
Ken Condren, VP of technology at C3/CustomerContactChannels, video conferences from his office with a co-worker to show how virtual employees keep in touch.
(Ken Condren, VP of technology at C3/CustomerContactChannels, video conferences from his office with a co-worker to show how virtual employees keep in touch.
Joe Rimkus Jr. / Miami Herald Staff)

By CINDY KRISCHER GOODMAN

balancegal@gmail.com

Working from home, hundreds of miles away from your boss, may sound like a perk, but that’s not always the case.

Ken Condren remembers the moment when he experienced the frustration his remote employees face. He was working from home, participating in a conference call and heard a side conversation going on, but had no idea what was being said. “I felt so out of the loop,” Condren recalls.

Today, businesses want the talent they want – and are more willing to hire or retain someone to fill a job even if they live or move thousands of miles away. Yet even with a great number of employees working remotely, nobody wants to be that guy who doesn’t get the inside joke during a conference call.

When the success of a team depends on the people, and all the people are scattered, it’s the manager who must make sure relationships stay vital and productivity high. Getting the most out of remote workers takes a manager who knows how to motivate and communicate from a distance. “Virtual workers still need a personal connection,” says strategic business futurist Joyce Goia, president of The Herman Group. “They want camaraderie and to feel like they are part of a team.”

More managers are using technologies such as videoconferencing, instant messenger and other collaborative software to help make remote workers feel like they are “there” in the office. Not being able to speak face-to-face can quickly be solved with Skype, Face Time or simple VoIP systems.

Condren, vice president of technology at C3/CustomerContactChannels in Plantation, uses Microsoft Lync to connect virtually with a team spread across geographies and time zones. Employees see a green light on their screen when a colleague is available, signaling it’s a good time to video chat or instant message. Instead of meeting in physical conference rooms, team members get together in a virtual work room where they can hold side conversations during conference calls or meet in advance to prepare for the call. “You lose the visibility of waving hands during an in person meeting, but we can build that with virtual workspaces.”

Beyond that, Condren says he holds weekly video conference calls with his staff to help his remote workers become better team players. He also sets aside 45 minutes to an hour each week to check in with his remote workers. “It’s a little extra effort to make sure they are giving me the updates that happen casually in the office.”

Condren says adapting to a virtual workforce has allowed him to hire talent in any geographic market with the skill set he wants. And he has been able to hire them at competitive salaries.

In the current economy, such flexibility can be critical for a company looking to attract top talent. CareerBuilder’s Jennifer Grasz says the recession has created a less transient workforce, making it difficult for workers to sell their homes and relocate. “Employers are turning to remote work opportunities to navigate the skills deficit.”

Even from a distance, managers say there are ways to hone in on remote workers who are having problems. Billie Williamson managed virtual teams as a partner for Ernst & Young and would focus on the tone of someone’s voice during a group conference call. She would even listen for silences. “Silence can mean consent, or it can mean the person you’re not hearing disagrees or is disengaged.” If she sensed a team member was lacking engagement, she would follow up immediately.

 

 

December 08, 2012

How to strike work life balance as an entrepreneur

I consider myself somewhat of an entrepreneur but one day I hope to have a booming business with employees. For now, I'm on my own and I'm watching closely as others choose the entrepreneurial path. As glamouous as it sounds, I've seen that entrepreurship comes with challenges -- particularly strking a work life balance.

Today, Michael Castilla is my guest blogger and shares his work/life experiences as startup founder, student, specialist,and ultimately as an entrepreneur born and raised in Miami, FL by a
middle-class Cuban family. Connect with him @micr0bitz.

  Castilla

 

 

Read more here: http://miamiherald.typepad.com/worklifebalancingact/#storylink=cpy

An entrepreneur, regardless of age, has to make very important and usually risky decisions. The earlier you realize who you are and are able to establish long-term goals, the earlier you are able to establish a path for yourself. I've made many important decisions over the past few years that have influenced my path, and I've narrowed down 4 key opportunities and experiences I'd like to share with other aspiring entrepreneurs.

1. Identifying myself as an entrepreneur

 

Identifying myself as an entrepreneur was a big deal. I've been involved with technology and business for the past five years, but only within the past two years have I been able to truly discover my inner entrepreneur. Where could he have been hiding? This wasn't my first hurdle, but it was crucial for every other step in my career to happen.

What is the definition of entrepreneurship?

Entrepreneurship is the pursuit of opportunity without regard to resources currently controlled.  -Howard Stevenson

Upon making this realization, I've been able to create more opportunities for myself. Entrepreneurship is a lifestyle.

Now with this new word in my head, I've been able to search for entrepreneur-related terms, which has lead to me to explore new and exciting content I never knew existed, right at my finger tips. The Internet is a beautiful thing.

By the definition above, this pursuit of opportunity may sound risky. How can you pursue something you're not entirely sure about? You would be surprised that you can make a career out of taking risks and following your passions. The key idea to take from this definition is that entrepreneurship is an opportunity.

Lesson: Define who you are and never look back.

The path of an entrepreneur sure is bumpy, but it's most definitely satisfying. My only regret is that I didn't realize who I was at a younger age. I hope any aspiring students who read this will be motivated to identify themselves as early as possible.

When your teachers and parents tell you "be the best you can be", what they really mean is you have the opportunity to be whoever you want and to do something you really love and to not let anyone stop you, including them.

2. Pursuing a career following my passions

 

Next up, do you know someone unsatisfied with their job? It happens to majority of the American working population.

Upon my senior year or high school, I had collected enough resources and networking via the Internet to decide to pursue a career following my passions as, what I consider myself today, a Freelance Digital Craftsman. It's a semi-broad title, but it means I create digital stuff for different companies. I was fond of the idea of making money in your boxers from your laptop. I've recently decided to go full-time with this career, but just a year ago, I was an unmotivated college student who literally couldn't wait to graduate.

Ultimately, I've been taking my 20's seriously. I've decided to take the next 10 years (crap, that's a lot) to get good at this tech stuff. My visions for technology are great and I believe I can make a successful career from these passions.

Lesson: Believe in your passions and relevant opportunities will present themselves.

I'm fortunate to have had my sights set on technology and business since middle school and not a day goes by where I'm not involved with either. Because I'm passionate about these areas and I'm pursuing them as a career, I have the opportunity to not have to commit to a job that doesn't interest me.

3. Moving to a central location within Miami

I had the opportunity to temporarily live on South Beach this past summer and I jumped on it immediately. This opened up my eyes to local business opportunities and allowed me to realize the potential of the community I've been living in my entire life.

Since then I've moved into a house in Little Havana, where I've had much easier access to Brickell and Wynwood, two of the hottest districts in Miami right now.

I was previously living with my parents in Kendall. There were many benefits to running a home-based startup, especially since I had no commute, rent was free, high-speed Internet, and my parents were there to support me. What more could you ask for?

But asides from those great benefits, I was spending too much time at my desk behind my computer, away from all the real action. I yearned for more work experience and engagement with other like-minded people.

If you're eager for creating connections, you should interact with many people on a day to day basis both off and online.

Lesson: Conquer local, before global. Take advantage of the invaluable resources in your own city. Research products created by local startups and find out who's hiring. Not everything you can find locally can be found online.

4. Becoming a member of a co-working space

 

I'm proud to say that that Miami now offers a variety of co-working spaces. This leads me to the latest and most important decision I've made this year. I recently became a flex member of Pipeline Brickell, a professional co-working space on the 8th floor of South Tower. On the first day they opened, I showed up with a big smile, met the staff, and signed up! Up until my first visit, I had been following their social media presence but after a tour of the facilities, I was literally sold.

Since joining just last month, I've already become more connected within Miami than I've been my entire life living here. I attended their official launch party in early November, which was very successful and has already lead to new opportunities. Since making these moves, it's been very enjoyable to work so close to home. I can park my car in Mary Brickell Village and walk a few blocks over to Pipeline.

I'm also particularly excited about The LAB Miami's big expansion to their own warehouse. They're hosting HackDay at their new facilities in December, but they're officially opening January 2013. Once they're up and running, they will have the potential to really capture Miami's potential and put our talent to good work.

Lesson: Like-minded people come in all shapes, sizes, and colors.

My Current Life/Work Balance

If the concept of a 9-5 position makes you cringe, this should make you smile. The freedom of an freelance entrepreneur's work schedule is highly attractive, leaving more time for family and friends, but there are still only 24 hours in a day. As an entrepreneur, you have the opportunity to be creative with your schedule, as long as you're still putting in the hours.

Daily exercise and a smart diet have also attributed to a healthy work/life balance. As a freelancer, you come to learn staying health is very important for business. In no way have I chosen the path of least resistance. I haven't necessarily chosen to create my own path, but I have chosen a path least followed. You don't always have to re-invent the wheel, sometimes just spinning it will do the trick.

Most importantly, I've realized no one is going to make these decisions or create these opportunities for me. The younger you get involved with problem solving, whether it be parking issues in the city or complex programming design patterns, the more prepared you will be to make important decisions down any path you decide to create or follow.

As an entrepreneur, you're the key player on your team, the ball is always in your court, you're a referee, and a goalie. There are very little rules in this game and no one tells you what to do or how to do it. Create your own opportunities!

If this article sparks any interest in you, please don't hesitate to contact me with questions or comments. I would love to hear from you! michaelcastilla.com / @micr0bitz

 

November 07, 2012

Starting a business while holding a full time job

Tonya Seavers Evans, a South Florida entrepreneur, is on her way to building a success image consulting company. She started her business while working full time, experiencing all the growing pains while bringing home a paycheck. But Tonya, she really enjoyed helping professionals and businesses with image and style needs and she found if she really wanted to make a go of the business, she needed to concentrate on it full time. For the last year, she's been doing that, and so far, it's progressing nicely.

Entrepreneurs say it is possible to launch a start up while working a day job. But it's not easy. At some point, you will need to give the business your all if you want to take it to the next level. So, how do you know when you're at that point? See my Miami Herald column below...

Work/Life Balancing Act

Workers with side businesses dream of quitting their day jobs

By Cindy Krischer Goodman

Launching a startup business while holding down a day job makes financial sense, but entrepreneurs dream of the day they will be ready to take the leap.

Eric and Chantale Trouillot own Peak Textiles, which makes hospital gowns. They pose with one of the gowns. 

Tonya Seavers Evans, founder of Style Strategist Inc.

 

By Cindy Krischer Goodman

balancegal@gmail.com

It’s one of the biggest decisions that startup entrepreneurs must make — when to quit their day jobs.

Chantale Trouillot has been debating that question for the last five years. She dreams of when she can permanently exchange her nurse uniform for a business suit. For now, she juggles caring for patients with selling decision makers on her innovative product, a more functional hospital gown.

The balancing act, she says, “hasn’t been easy,” but from a practical standpoint “we have to pay the bills.”

Although U.S. business startup activity has jumped above pre-recession levels during the last four years, entrepreneurs like Trouillot still are hesitant to take the full-time plunge. Making the decision requires a tricky calculation: weighing passion and persistence against financial stability and viability.

If you’re too poor or too unsure, you can start a company while employed — no investor will knock you for that, says Violette Sproul, founder of Femfessionals, which organizes events in U.S. cities to help businesswomen connect. But starting a company and holding down a day job takes time management and focus. “You quickly discover it is not as easy as you think it will be,” says Sproul, who started her business while working a full-time job before making the leap.

A few months after Trouillot secured a patent for her innovative hospital gown, her husband, Eric, left the souring real estate business to take over marketing and sales. Together, the two have taken Peak Textiles in Coral Springs to the next level — finding a financial partner to manufacture and warehouse the innovative, less revealing hospital gowns. Eric does the heavy lifting — cold-calling, attending trade shows, negotiating contracts, and meeting with prospects — while Chantale makes the high-level presentations to hospital decision-makers about the clinical benefits of the gowns. The Trouillots sold 100,000 hospital gowns in 2011, and they expect to double that this year. “It would have been impossible for us to get to this level without one of us devoting ourselves to it full-time,” Chantale says.

By becoming an agency rather than hospital staff nurse, Chantale says she has managed to get some flexibility in her schedule. In some ways, her work has been good for business. It allows her to further build relationships in the hospitals and speak authoritatively on need.

“Our goal is we want our gown to be the standard hospital gown,” Eric says. Chantale says it might take another five years before the business generates enough profit to make it her full-time job. Meanwhile, the key to balance, she says, has been keeping one day a week for herself. “We all need to unwind. For me, Sundays is my day with family.”

One of the biggest challenges for entrepreneurs is the risk of burning out. Holding down a full-time job while running a part-time business can leave you with little, if any, leisure time. Heidi Elden has discovered balancing both takes intense organization. She works a full-time job in the evenings as a bar manager at a restaurant in Delray Beach. During the days, she focuses on her entrepreneurial venture, Lingerini, a fashionable hybrid between lingerie and swim wear. “It is tough trying to keep focused,” Elden says

 

September 21, 2012

How to Copy Working Mother's 100 Best Companies

Have you ever wondered, "Why doesn't my employer get it?"

The good news is that some employers do get the concept that a business can turn a profit while still making life more manageable for working parents.

WMCoverOctoberNovember2012Working Mother just came out with its list of the 100 Best Companies and they are offering some very cool benefits. Some of those benefits, guaranteed to help with work life balance, are easy to replicate, even by small employers.

Check this out: AOL’s New York City office recently gave employee parents a break by babysitting their kids for an entire Saturday. That's an easy perk for a small business to offer.

Here's another cool program: At First Horizon National Corp. they have a Working Parents Network: “It gives those of us who are caring for others the chance to exchange ideas, share photos and cry on each other’s shoulders,” a member says.

The “top” companies on the Working Mother best list offered paid maternity leave, telecommuting options and on-site lactation rooms. This year, the winners have shown their commitment in new ways like elder care referral and legal assistance to help busy parents manage their responsibilities. Those two perks aren't expensive to offer and mean a lot to those who need them. 

Some of the best companies even offered back-up child care, adoption assistance, health screenings and smoking cessation programs. Twenty-three percent had on-site nap rooms. Does that make you jealous, or maybe a bit sleepy?

Many on the list, such as Valassis Communications, offered flexible work hours. I see that as a family-friendly benefit an employer of any size could provide to its workers. 

Valassis also offers child care reimbursement, a complimentary car seat for newborns, college care packages and convenience services like on-site fitness centers, family rooms and dry cleaning services. It also offers an adoption assistance program,  up to $5,000 toward the adoption of a child.

The interest in fitness to help with work life balance is increasing. At Abbott,  at least 75% of employees are enrolled in the LiveLifeWell initiative, which features 12-week exercise challenges and 10,000-steps-per-day walking competitions. I bet even a small business could engage its employees in an exercise challenge.

Read more here: http://www.heraldonline.com/2012/09/18/4271590/valassis-named-as-working-mother.html#storylink=cpy

Here is a full list of Working Mother's 2012 100 Best Companies and some key statistics on their performance.

What one “family” benefit would you most like to have at your office?

Read more here: http://www.sacbee.com/2012/09/18/4829686/2012-working-mother-100-best-companies.html#storylink=cpy

September 12, 2012

Co-working spaces, a cool option for mobile workers and the self-employed

After reading tons of hpye about new co-working and shared workspaces, I wanted to see what they were all about. Even more, I wanted to know who works from them. Why spend money to rent a desk or an office for the day when you can hang in Starbucks? I see business meeting going on in Starbucks ALL the time.

So I went out to investigate and met some interesting people who find this increasing popular way of working works for them.

Here's my article in today's Miami Herald

 

  Ray knight
Ray Knight works from Regus business lounges in between client meetings

 

 

The Miami Herald

Many mobile workers are flocking to co-working spaces

By Cindy Krischer Goodman
balancegal@gmail.com

 

BY CINDY KRISCHER GOODMAN

BALANCEGAL@GMAIL.COM

 

 

In between client meetings, Ray Knight, a business-development strategist, has popped into a business lounge in Hollywood to occupy workspace on the fly. He is suited up, seated in an open work pod, and putting finishing touches on a presentation. Knight calls this routine part of his lifestyle. “I have my briefcase and laptop and access to workspace without distractions.”

This hot new trend of grabbing workspace on the go has me perplexed. Business lounges and co-working spaces are sprouting up in cities and suburbs nationwide, even fueling websites and new apps designed to help those looking for temporary workspace. But why are people incurring the cost of using shared office space when they can hole up in a coffee shop or work from home? I set out to find out.

Knight tells me has a home office. Yet, he pays a monthly fee of $30 to work as needed from Regus business lounges throughout South Florida. As he travels from the Keys to West Palm Beach, he will stop by a center, occupy a desk, print documents, use WiFi, tap the support staff, and get access to conference rooms to meet with clients. “It’s convenient and helps me give off a professional image.”

Image, it turns out, is a big part of the attraction. For today’s growing crop of free agents, entrepreneurs, and remote workers, pulling off the image of serious business person can be hugely important.

One professional explained to me that rent for a day is worth keeping up appearances. Having your guest greeted by a receptionist and offered coffee adds an extra layer of creditability, says attorney Cynthia Arevalo who frequents business centers in Aventura, Boca Raton, and Plantation.

With a shift in how people work, co-working spaces are being created in cities across the country by big industry players, such as Regus with 1,200 locations, including 25 centers in South Florida, and small operators like the new Pipeline opening on a floor of a Miami office tower. In these business centers, desks or private offices are rentable by the hour, day, or month. The usage comes with amenities such as access to a receptionist, copy machine, printer, fax, scanner, and kitchen. Rates vary depending on amenities, but rates for a desk can run about $15 to $20 a day or about $200 a month, while private offices can start around $25 an hour, $100 per day, and $400 per month.


Read more here: http://www.miamiherald.com/2012/09/11/2997495/many-mobile-workers-are-flocking.html#storylink=cpy

 Read more...


Read more here: http://www.miamiherald.com/2012/09/11/2997495/many-mobile-workers-are-flocking.html#storylink=cpy

 

 

 


November 30, 2011

Overcoming managers' objections to flexibility

After having my first two children 15 months apart, I thought I was going lose my mind. Wiping noses, changing diapers and meeting deadlines was almost impossible in the pre-laptop days. I asked my boss for a reduced work schedule (four days a week). It wasn't granted often in the newsroom but I managed to convince her to give it a try. See my video above.

 Today, in my Miami Herald column, I highlight some strategies for overcoming managers' objections to flexible work arrangements. I hope some of you who are pondering making a request will find the tips helpful.


The Miami Herald
One of the questions I most often hear from readers seeking work/life balance is “How do I get my manager to give me flexibility?”

Sometimes it comes from a mother who is struggling to take care of an infant and keep her job. Other times, the question comes from a male boomer who can’t stand the commute and wants to work from home a few mornings. Surprisingly, it even may come from someone whose company has a policy that embraces flexible work arrangements.

Typically, it’s a middle manager who stands in the way.

“Manager resistance can be one of the biggest barriers to workplace flexibility,” said Kyra Cavanaugh, president of Lifemeetswork, a flexible workplace consultancy firm.

Just last week, a young associate at a Miami law firm told me she asked her boss if she could work from home occasionally when she doesn’t have to appear in court. “He didn’t even take a breath before he blurted out no,” she complained.

Taking a manager from no to yes can be done, gradually or quickly, with the right approach. And when on board, managers who supervise staff members who work flexibly find their teams usually perform better, too. “Rather than it being a herculean task that requires extra hours to manage, it’s really about being a good manager,” Cavanaugh says.

The definition of working flexibly has expanded in recent years, encompassing everything from shifting start and finish times to working four-day work weeks to working some or all of the time from home, or a variety of other arrangements.

The most common manager objections to flexible working revolves around trust and control: How do I know you’re working if I can’t see you? What if I need you and you aren’t available?

Cavanaugh says the employee has to go in with a plan that includes more communication. “Have a conversation about expectations, deadlines, milestones, work hours, how often you will evaluate the arrangement.”

Another big manager concern is productivity: If I give you flexibility, what’s the impact on productivity and client service?

Beyond face time, how does your manager measure productivity? If he doesn’t, devise short and long term metrics to make your case.

After becoming a mother of two, Risa Steinman wanted to work a part-time schedule as a sales representative at a call center for DentalPlans.com in Plantation. Her manager, Margaret Keen, vice president of sales, was reluctant. It had never been done. “We have sales goals to make and I was not sure she would be able to meet them,” Keen said.

Steinman enthusiastically argued that she was sure she could meet the goals, even on a reduced schedule. Keen agreed to give the arrangement a try. They set a quota based on the number of hours Steinman would work. Within the first 30 days, she exceeded it and has continued to prove herself for the last two years. “I come in focused and I often sell as much as full-time sales people,” Steinman said.

Seeing the arrangement can work, Keen has allowed nine others part-time schedules that accommodate employees’ work/life needs. Still, as a manager, Keen says the business needs to remain her priority. “We’re a call center so I have to plan ahead and staff accordingly.”

Cavanaugh says managers often can be won over if they are made to see the advantages of flex, particularly if it’s higher productivity. “Every manager wants a high-performing employee. It makes them look good.”

Pointing out advantages to business operations can sway the boss, too. “Flex could lead to cross training, better use of technology, extended hours for client service. It helps to break down the benefits to the entire team so you’re not just asking for flex but spearheading a team initiative.”

In a small business with resource limitations, there is an even bigger opportunity to show how flexibility can help. For example, shifting a person’s schedule to come in later and stay later could result in extended office hours to better serve customers.

In most workplaces, flexibility exists as an informal accommodation. Managers will give it to top performers. But some bosses object to all requests by saying, “If I do it for you, I will have to do it for others.”

Wellstar, an Atlanta health provider with 12,000 employees, has a flexibility policy recognized as one of the best by Working Mother magazine. But even the best workplaces have pockets of resistance. Wellstar urges managers to evaluate each request fairly, based on the business rather than the individual reason.

“We tell the managers that if their staff is able to maintain its level of productivity and there would be no negative impact on results, it’s at least worth considering different ways to work,” said Karen Mathews, director of work/life services at Wellstar. Some managers still say no, she concedes, but others are starting to feel peer pressure.

To make managers more comfortable about maintaining control, Mathews says the company has gone to online scheduling — a manager can see who is scheduled at what time and where. An employee can go online and choose her schedule weeks in advance.

Another manager objection to flexible work arises from concerns about practicalities: How will we collaborate? What if we don’t have the technology to enable someone to work from home?

This is where you need to get creative, Cavanaugh says. Scrutinize what your company already uses and free programs that are available to allow virtual collaboration — instant messaging, Google file-sharing, a virtual whiteboard or Skype.

Lastly, job security continues to factor into manager reluctance. Most will say, if not think: What if I stick my neck out to support this? Who has my back?

Experts say to analyze the risk to your manager and figure out how to lower it. This could mean suggesting the arrangement as a short-term pilot program to prove its benefits. Show the boss you’ve got his back.

 



 

October 18, 2011

Balancing work and breast cancer treatment

Meet two courageous women who have spent the last year balancing work and treatment for breast cancer. When I spoke to them, they told me they consider themselves lucky. They are fortunate to work for an employer who has given them flexibility and encouragement throughout their treatment. As co-workers they also had each other to give them support. 

I'd like you to meet Lisa Tighe and Kathryn Bass, who are my guest bloggers. Lisa is director of Human Resources and Kathryn is Chief Financial Officer of Greenspoon Marder law firm in Fort Lauderdale.

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Every woman who has battled breast cancer has a unique story to share; but, at the center of each story is a common theme: the importance of a strong support system.  For us, two long-time co-workers, our support systems emerged from what many would consider an unlikely source.

Lisa: I never saw it coming.  I have no family history of cancer, and I got regular mammograms.  Yet, last July, I became one of the statistics, “one of eight.” 

My first instinct was to prepare my husband and daughter; then, I realized that instead of spending the coming year preparing to die, I could fight for my life.  Now, one year later, I have short hair and a few scars, but I am cancer-free.

Like many women, I had a tremendous support system, including my husband and daughter and, quite notably, my employer.  Greenspoon Marder allowed me and my daughter, who also works there, flexible work schedules and armed me with the technology to work when and where I chose.  Not a day passed without a phone call, text, card or gift from my co-workers.  They even rallied around the cause and raised $12,000 for the Susan G. Komen For the Cure® foundation in just one month!

Now, it’s my turn to pay it forward, and I am thankful that I have that chance.

Kathy:   Breast cancer is humbling, to say the least.  I’ve learned to accept help, which is something that does not come easy to a person with a stubborn streak. 

I was diagnosed just five days before my divorce, so my support system came in the form of my mother, friends, employer and my staff.  Lisa was a tremendous resource for me, because she had already experienced the process and was very open about what to expect.  Greenspoon Marder allowed me a flexible work schedule.  My co-workers, especially my Accounting Controller/assistant/friend, were a tremendous help,  taking me to doctor appointments, caring for me after chemotherapy, and making sure I had what I needed.  They have become like family. 

Last week, my staff held an “end of treatment” party for me, coinciding with Greenspoon Marder’s week-long fundraiser for Susan G. Komen for the Cure®.  It’s amazing to see everybody coming together for a great cause, and it makes me believe that, together, we will find a cure someday.

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