- Be prepared- write down your thoughts and what you want to achieve from the break/change. It helps crystallise them for you and helps in communicating them to others.
- Think hard about the real motivation for taking a break or making a change- make sure you are doing it for the right reasons.
- It is not a quick decision or a resort for not making one. It needs to be a step in a long process.
- Work out your financials, but be prepared to take a calculated risk.
- Talk to people, tell your friends about your thoughts and plans- it will make it more real and help you in actually taking the step.
- But make sure you talk to people who will understand you. Not the ones that will just add to your concerns and fears.
- Look for and seek the company of people who have done similar process to what you are going through; draw ideas and inspiration.
- As you get more mature and progressed with the plan, be on the lookout for friends in similar situation that may not be as progressed with their thinking- the ability to help and inspire others is great.
- Be positive and optimistic- don’t do it because you’ had enough’ and ready to throw everything in the air (even if you sometimes feel like that…).
- Be prepared for a long process. Don’t expect immediate and magic answers. Experience and experiment as much as you can and want to.
- Don’t start feeling insecure just because your inbox is getting empty- it takes time to get used to it and remember you are not being defined by the emails in your inbox.
- Enjoy it!! be excited about it and look at the difficult times as part of your new set of challenges.
by Negba Weiss-Dolev
Many women, me included, are tired of participating in regular ‘preaching to the converted’ sessions attended by a multitude of women in the business environment with only a few ‘token’ men who either ‘get it’ or have to be there because of their roles.
It is really clear to most of us that there are 2 parties to the drive for gender equity. Both men and women have to adapt and be willing to try new ways of working for any initiative in this arena to be successful.
Yet when companies such as ours (Resurgence) try to create a pragmatic vehicle to work with men on the issue of how to lead in a diverse workforce we get great responses from the participants but large organisations still tell us that we need to focus on ‘the women’ (which we also do BTW).
How do we accelerate the acceptance that it’s not about ‘fixing the women’ but rather about creating a real understanding of what makes the other gender tick and how to create a more gender balanced environment that bridges the ‘Mars-Venus’ divide.
Help! Is there anybody out there who has ideas about getting progress on this issue?