Contrary to common misconceptions, women returning from maternity leave are not less committed or more likely to be absent. In fact, they’ve undergone a life-changing event that has made them more robust and capable of taking on new challenges. These women are eager to reclaim their professional identity alongside their new role as mothers.
Through my coaching practice, I’ve supported numerous women transitioning back to work. Whether the coaching is offered as part of a company’s maternity benefits package or sought privately, all my clients benefit from the reflective space that coaching provides. It’s an opportunity to discuss the significant changes in their lives and plan their return to work.
Key themes that crop up time and time again in with my maternity coaching clients include:
- Resetting productivity
In our world of flexible working, adjusting to new schedules that include nursery drop-offs and office days requires a complete rethink of time management. My clients want to be present for crucial moments as a mother while also contributing to key initiatives at work.
My clients and I work on redefining achievable goals and readjusting work patterns. Exploring various techniques, from analysing time expenditure to identifying optimal times for different types of tasks. Drawing inspiration from Dan Pink’s book ‘When’, I often share how analytical work is best suited for peak morning hours, while creative thinking tasks are more effective during the recovery period later in the day.
I encourage my clients to embrace the concept of ‘wearing different hats’ – by being fully present as a parent when with their child, and fully engaged as a professional when at work. This mental shift helps in managing the dual roles more effectively.
Coaching provides a safe place to re-evaluate your working practices, so they work for both you and the business. For example, I’ve been working with a client called Lily who’s recently returned to work three days a week. Initially, she worked Tuesday, Thursday and Friday, but through coaching we discovered this split created resentment towards her work, as it often interrupted the Wednesday with her new baby. Jumping hats mid-week wasn’t working for her – it’s easier to stick with one hat at a time – so she decided to work Tuesday to Thursday which has been a better fit and enabled her to focus on one hat at a time.
- Building confidence
Confidence levels vary among returners. Some women feel extremely confident as mothers but have lost their professional confidence due to the extended absence. Others are eager to return, brimming with confidence, only to be held back by organisations not offering the same level of responsibility as before.
In recent coaching sessions, I’ve worked with clients on rebuilding self-confidence by acknowledging existing achievements and focusing on the present moment. We discuss practical tips and assignments between sessions to help clients actively grow their confidence. These typically include:
- Using affirmationsto keep you on track. It can be as simple as ‘you’ve got this’ or ‘I can handle this’. Saying the right words to ourselves and using positive language is life affirming. Look in the mirror each morning and give yourself a high five or say something powerful that works for you.
- List your strengths. Have you received feedback about being a good listener? Are you a creative thinker, or do you possess calmness and serenity admired by others? Recognising our own strengths and harnessing them so we deploy them to their best advantage has a direct correlation to us feeling confident.
- Focus on your wins. Achievement underpins motivation so record your wins every day. The momentum encourages you to achieve even more…
- Rekindling motivation
Motivation often shifts after having a child. The new value placed on family can either drive some women to work harder or make others feel that work is no longer everything. However, most of my clients still seek fulfilment and enjoyment in their work, perhaps even more keenly now that they have another significant life role.
Practical aspects like working hours and environment need to be manageable, before delving into growth factors such as additional responsibilities, promotions and development opportunities. I encourage the HR professionals and businesses I work with to recognise the immense personal growth that comes with parenthood which, in my view, is an opportunity to tap into rather than overlook.
- Navigating change
Both the returner and the business undergo changes during maternity leave. Communication is key during this period of transition. While Keep in Touch (KIT) days are valuable, it’s important to plan these strategically for maximum benefit.
I often reference the Elisabeth Kubler-Ross change curve to help clients understand their emotions. Moving from shock and denial to experimentation and then finally integration – are normal ebbs and flows to move through during change.
- The importance of communication
I can’t stress enough the importance of open, honest communication between returners and their employers. Both parties should acknowledge that there may be different productivity levels and potential peaks and troughs in the short term. However, the long-term benefits of retaining these valuable employees far outweigh any temporary instability.
Employers stand to gain tremendously from supporting and retaining returners. By the time these employees have school-age children, the stability and institutional knowledge they bring will far surpass that of new hires, not to mention the savings in recruitment and training costs.
My role as a coach is to provide a safe space for returners to articulate their needs and vision for their return to work. By facilitating this process, I help bridge the communication gap between returners and their employers, paving the way for a successful transition that benefits everyone.
Maternity coaching is not just about easing the transition back to work; it’s about unleashing the untapped potential of a highly valuable workforce. By investing in returners through coaching and support, employers can cultivate a more diverse, experienced and motivated team, ultimately driving greater success in the long run.
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