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Three times in the past couple of weeks I’ve heard a variation of the same story that should serve as a cautionary tale for all managers:   

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Maybe it’s the seven years I spent as a banker in New York City working with business owners before b-school, but I believe that the only way to drive real and meaningful change related to work+life fit and flexibility is to consider the realities of the business.

That’s not always easy when you believe passionately that a new approach is the right thing to do to help people. Sometimes it’s hard to know and address business conditions. At a human level, it shouldn’t be necessary.

House built on sand vs. an earthquake-proof building

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For the last few days, I’ve been prepping for an upcoming panel at Columbia Business School entitled, The Post-Recession Workplace.   My message is going to be simple—the world has changed; therefore, we need to change.  I will explain the new work+life flex normal, and what individuals and organizations need to do differently to succeed. 

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I'm proud to announce that Work+Life Fit, Inc.

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There’s no doubt in my mind that the universe has a sense of humor.  A couple of months ago, I solemnly swore that I would 100% disconnect from work when we went on vacation during my children’s Spring Break.  No email (if at all possible), no twitter, no blogging—nothing but focused time with my family. 

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I recently attended and spoke at the APA’s Psychologically Healthy Workplace Conference.  The goal of the conference as outlined by the APA’s visionary Assistant Executive Director, Dr. David Ballard (who also happens to have an MBA) was to celebrate and learn from,

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Last week on the eve of the Health Care Reform Summit, I wondered if the changing nature of work, the real driver underlying the need to reform our currentread more

Leading up to tomorrow's Health Care Summit, I've been trying to follow each political party's public positioning as to why their approach is preferable.

You hear a lot about the current health care reality:

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As we brace for the second wave snowstorm bearing down on the East Coast, I’m remembering an experience I had a few years ago at a major pharmaceutical company widely recognized for their work+life strategy. 

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Last week I co-presented a session at the Working Mother Flexibility Leadership Conference entitled, “Flexibility is the Answer When Rightsizing is the Question.”  We explained how to use strategic flexibility (e.g. flexible scheduling, reduced schedules, furloughs, compressed workweeks, telecommuting) to manage costs and minimize job cuts in response to a business downturn.  

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