Category: Work-Life Balance

Setting Priorities the Eisenhower Way

Working moms have many priorities that take over their everyday lives. Prioritizing time is crucial because for most moms, balancing work, kids, and everyday tasks can seem impossible. Setting priorities is a great way to make it clear what you need to do to make the most of your time. 

The first step to setting priorities is deciding what needs to be done and what is most important to you. A great way to organize your priorities and figure this out is to use the Eisenhower Quadrant method. This method not only helps you visualize your priorities, it gives you a smart way to triage your activities according to their level of importance and sense urgency. 

The Eisenhower Quadrant is broken up into four sections: 

  1. Urgent and Important – the first quadrant contains tasks that are most urgent and important to you, like getting your quarterly team report done in time for the staff meeting. Do these tasks first, as efficiently as possible. 
  2. Not Urgent but Important – The second quadrant contains tasks that are not necessarily urgent, but they are certainly important to you, such as requesting a mentor. Make sure you make time for these by blocking time on your calendar, otherwise they tend to slip perpetually. 
  3. Urgent but Not Important – The third quadrant contains tasks that are urgent but not important, like when your partner asks you to pick up his or her dry-cleaning needed for their trip tomorrow. These tasks are best delegated or declined when possible. 
  4. Not Urgent and Not Important – The last quadrant contains tasks that are not urgent and not important, such as lingering on social media. Do your best to eliminate these. 
from Mental Models for Software Engineers

By deciding what is the most important and determining the sense of urgency, you can delay and even eliminate certain tasks that felt imperative before using the quadrant to evaluate them. 

Setting priorities makes life easier and more rewarding for everyone, especially for working mothers. By using the Eisenhower Quadrant, every day can be a little less stressful and a lot more purposeful. 

Contributed by Carrie Davis. 

Tips for Working Moms

 

Anne Marie Seibel, pictured here with her daughter at the last Momentum conference.

For working moms, busy is an understatement–especially with the added pressures and uncertainties of the pandemic. The truth is that moms have two full-time jobs, and one of them is 24/7. Moms have some pretty stressful demands on their time, with a constant pinging from bosses, spouse, kids and parents throughout the day. Having even 15 minutes a day to be still, to breathe, feels like a luxury. 

“While there is no such thing as work life balance, there is work life management,” said Momentum CEO April Benetollo. “It’s called maximizing limited resources to meet desired outcomes, just like you would do on the job. The difference with work and life is that sometimes we don’t look at those objectives together. When we separate them in our heads, and then try to ‘balance’ the resources, we can’t make that square up.” April was introduced to the idea of work-life management by her Momentum classmate, attorney Anne Marie Seibel at Bradley. Anne Marie has a published essay on the topic in Her Story: Lessons in Success From Lawyers Who Live It

As chaotic as being a working mom is, here are some tips to help make every day easier.

Set up a schedule 

Making a schedule for the everyday creates a system that is easy to follow. Understanding where you are supposed to be at a specific time takes a little bit of stress out of the day and week. Planning a schedule also makes the time for you to do things you want, and actually do it. Being able to physically see your schedule for the week helps you visualize which days would be better for what and how you can get everything done in the week. 

Create simple chores for the kids

After a day at work the last thing you want to do is household chores such as doing the dishes or taking out the trash. A way to get help with these tasks is to assign certain chores to your kids. Young children can pick up toys or tidy their room while older children can do things like the laundry or cleaning the bathroom. A way to make this fun for the kids is creating a chores chart and earning a fun sticker for every time they complete a chore. When they get a certain number of stickers, they can win a prize. 

Prep or plan meals

Having meals prepped or planned is a great way to save some time throughout the week. At the beginning of the week, cook however many meals you please and put them in the freezer. After work just simply heat up the meal in the oven, stove, etc… and dinner is ready. If you prefer not to meal prep, simply planning out meals to make every week is also a great way to save time. 

Befriend other working moms

Having a good support system is imperative as a working mom. It might get hard to see your friends who stay at home with their kids doing activities you wish you could do too. It is important to connect with other working moms because they are the people who understand what your day-to-day life demands. Having these connections to women who can relate and offer ideas or resources is not only therapeutic, it’s practical. 

Set boundaries

Setting boundaries as a working mom is a must. Managing your time between your kids, work, and social life can be tricky. Speaking with your family about what you need is a great way to set boundaries between work and home life. Setting boundaries can also mean blocking out personal distractions when you are at work or turning off your work phone when you are with your kids. Being able to say no and set the boundaries you need is empowering and can make you feel more in control.  

 

Co-mentoring Through the Decades

Each Executive and Upward class is split into co-mentoring groups, which consist of a diverse selection of women leaders in Birmingham. If you are interested in finding a mentor, Momentum has a free matching program.

Some of our groups have been connected for over a decade.  Tricia Kirk, Katherine Bland, Connie Pruett, Rusha Smith, all from class 6, and Katherine’s wife Peggy Vandergrift. According to Katherine, “We are family. We celebrate life’s blessings and we lift each other up through difficult times. My Momentum family has supported me and inspired me, especially when I was diagnosed with Ovarian cancer.”

Alumnae with similar profiles will not be put together. For example, there will never be a group with 5 lawyers or accountants. What’s surprising about the group?

“You would never put this group together. We come from different walks of life, career paths, rural and urban upbringing, ideologies, and so much more. But, we respect and embrace our differences,” Katherine Bland.

Others are newer but just as engaged. Mo Shorts, Alaina Ploski, Carly Miller, Danielle Hines, Efstathia Andrikopoulou, and Felicia Pike are in a group from the Upward class. Their advice?

“Be intentional. It is worth it.”

“All members need to be equally invested for this to work.”

“These women are unbiased third parties and they can give you great perspective on the challenges you face. Even if you are nervous, you will feel better putting it out there for consideration.”

Both of these groups remained consistent throughout the pandemic. How was this possible? The Upward group stayed connected through a daily group text. They also had virtual meet ups until it was safe to meet in person. One participant shared, “I am geographically far from my family and friends, so having this group has been a true gift – knowing I have friends close by and people to reach out to if I need. Simply by existing, the women who make up my group have supported me through what has been a very strange time.”

Having a strong group of supportive women means you can call someone up for a drink or a walk at any time. “What seemed so big, with them, is now so small. They have a way of putting things in perspective.” Momentum’s mentoring program pairs mentees and mentors who share a specific goal or skill they want to work on together. Although you are only required to have a six month relationship, many pairs stayed connected beyond that time period.

The Executive group had even more ideas for connecting through COVID. “We continued our gatherings through Zoom. We even bought the same appetizer tray from the grocery store so we were still ‘sharing’ our appetizers. When it was safe, we had a gathering outdoors and recently moved to outdoor dining in restaurants,” Katherine Bland.

Despite a bizarre year, we are thrilled to hear of moments of support and encouragement. Women need true connection now more than ever. Reach out to Mindy Santo, Mentor Coordinator, for more information. Here’s to a better 2021!

May Showers Bring Summer Flowers

Observing this past month of May where we celebrated Mental Health Awareness, it is vital to reflect on the general state of wellness impacted by the pandemic and quarantine. We do not want to labor into another disparaging article about the statistical impacts that sudden loss, sustained periods of doubt and uncertainty, and isolation (among other effects) have had on our health outlook. Instead, we want to encourage you to remember the incredible obstacles we have overcome through the course of quarantine 2020, as we return to a semblance of what our life was before.

While some are bold to make the leap, others are understandably hesitant to re-enter an inevitably changed world. They are weary of returning to a state of blissful ignorance and remain cautious of their people interactions despite substantial progress in projected health outcomes. They still carry trauma from the suddenness of the quarantine order, shutting down our economy and livelihood many depended on. And, this fear of dire consequence drives a delayed expectation of gratification that has permanently changed how we approach mindfulness, connecting with others, and how we seek enjoyment outside of our professions.

In spite of this, we are seeing major improvements in public mental health acceptance. Undeniably, the time spent in isolation or confinement awakened space to identify and face some areas of trouble we faced prior to 2020. We had to put in the tough effort to derive comfort from ourselves and continue to build self-originated hope. Whether we carried in mental health issues from our past or were confronted by new ones, it is more visible to us how our stress, low self-worth, or low trust impede our day-to-day tasks.

Going forward, we must continue to prioritize mental health wellness and take action, not retrospectively, but because we deserve positivity and assurance about our progress. We deserve to pursue happiness in tandem with our responsibilities. We deserve to disrupt business to introduce intervals of peace, creativity, and freedom. These are all necessary pursuits.

 

 

By Nikita Udayakumar

The Kids are Alright

 

In July 2020, Harvard Business Researchers surveyed a group of 2,500 working parents to assess the importance of the (declining) childcare industry in supporting the reopening economy, following the Covid-19 outbreak. The study held by fellow professionals and mothers – Alicia Sasser Modestino, Jamie J. Ladge, Addie Swartz, and Alisa Lincoln – aimed to examine the impact felt by the 50 million parent U.S. workforce with children under the age of 14. The results presented that 20% of working parents across low and high-income brackets had to leave work or reduce their hours because of the lack of childcare. Of them, nearly a third claimed it was down to the “more capable parent,” while less than a quarter decided based on income bracket.

Why is this an issue?

The survey displayed a heavy lenience towards traditional gender roles, and found that 26% of women surveyed were expected to step-down from their work roles. In addition, the expectations of the role of an active mother and breadwinner have only surmounted for single mothers and women of color. The survey showed that women were more likely to reduce hours at work if they were Black, or if they were single, divorced, separated, or widowed. The report subsequently argued for businesses to assume the responsibility for arranging childcare, as opposed to individual employees. Seeing the weighted and incredibly meaningful contribution of women in the workforce – plus, the possible addition of 5% to the U.S. GDP – it is crucial for companies to address these inequities for working women parents.

Temporary Solutions

In September 2020, the Birmingham Business Alliance compiled a list of resources to support parents managing their work and homeschooling pressures, including YWCA’s School Support Program, The Levite Jewish Community Center Day Camps, and YMCA and similar community center services. Wyndy offers an app to connect local nannies and sitters to parents in need of childcare services. Additionally, Childcare Resources’ is a Central Alabama agency connecting families to over 700 childcare programs that fit their needs.

Be S.M.A.R.T.

What are your goals for your career?  For your life? We like to use the S.M.A.R.T. method to break down large goals into smaller pieces. As you check off each shorter goal, they begin to snowball and eventually you have attained the larger one!

Here’s a great example from Mindy Santo, our Mentoring Coordinator, who wants to promote our mentoring program.  Her goal:  Increase awareness of Momentum’s mentoring program by featuring topics on our social media platforms reaching readers within and outside our network to help women progress toward their goals of skills development, like; leadership, professional presence, or entrepreneurship within their organizations.

 

Mindy’s SMART goal breakdown:

S-pecific increase awareness of Momentum’s Mentoring program through our social media platforms

M-easurable reach goal by end of Q1

A-ttainable increase our Mentor and Mentee pool of candidates by 20%

R-elevant reach readers within and outside our network to help women progress toward their goals of skills development, like; leadership, professional presence, or entrepreneurship within their organizations

T-ime-bound feature one topic every Thursday on the benefits of mentoring

 

By defining Mindy’s mission, she is able to tackle her goal one piece at a time and hit her target.

 

“Mentoring has touched me in so many ways. From the gift of personally being mentored so I could do my thing, to connecting with courageous women who want to be mentored because they want to do their thing — no matter if they’re moving up, out, or laterally — and finally to the exceptional Mentors who are willing to help their Mentees accomplish those things (who may surprisingly get something in return!). All of these people have special meaning.”

 

Mindy Santo, Mentor Coordinator

Mentoring is:

A gift

Up-leveling

The courage to show up, open up, and give yourselves grace during the moments of discomfort

Setting expectations AND meeting them

An unexpected mutual exchange between Mentee AND Mentor

Bringing you’re A-game to serve AND be served

A selfless act of generosity

Fulfilling and SO worthwhile

Paying it forward

Rewarding

Realizing you are a step ahead of someone with your life experience, and that you all have skills and talents in certain areas that can be beneficial to someone else

 

Have you challenged yourself to reach a goal?  Do you need a little guidance?  Momentum’s Mentoring Program may be a perfect fit for you to help you climb to your highest potential.  Check out our website or reach out for more information!

Gender Wage Gap: Fact or Fiction?

“Women earn less because they take time off for motherhood.”

The census data collected by the National Women’s Law Center in 2019 calculated that women lose an average of $16,000 a year due to the “motherhood penalty.” Mothers in the U.S. earn 24.8 percent less than their paternal counterparts. Mothers also have to deal with employers that harbor certain biases. Employers have stereotypes about the value of mothers as employees. They are perceived to be less committed to the job, less dependable, and more emotional. This discriminatory thought process plays a significant role in the limitations for working mothers.

This bias includes these mother’s coworkers as well. A 2018 study conducted by Bright Horizons, which operates over 1,000 early education childcare centers in the United States, found that 41 percent of employed Americans perceived working mothers to be less devoted to their work than single women. Over one-third judge working mothers on their inflexibility. The number of women worried about announcing their pregnancies bosses and coworkers has nearly doubled from 12 percent to 21 percent since 2015.

“Women choose lower-paying careers so it makes sense why men make more money.”

Women do choose lower-paying careers in comparison to their male counterparts. Those careers being paid lower is part of the problem. Young girls are steered away from certain subjects from childhood by their parents, teachers, and peers. From a young age, boys are expected to be better in math and science. These fields typically result in higher pay. Girls are encouraged to enter into “traditional” careers as a result of this bias.

Women don’t choose low-paying jobs. Society values women’s work less. Job industries dominated by women pay less than those dominated by men. For example, teaching, especially early childhood, is a field dominated by women. The work is insanely hard and demanding, it requires certain skills and educations, and the success of future generations depends on their shoulders. Yet, because these teachers are mostly women, the pay is not proportional to the demand of the job.

“Saying a woman makes 77 cents for every dollar a man makes is an exaggeration!”

Comparing the difference in annual earnings between men and women finds that women make about 23 cents less per dollar than men on average. These statistics are even less favorable for women of color who on average earn significantly less than their white coworkers. Looking at weekly earnings between men and women, the figure is a little smaller, around an 18 cent difference.

When the Equal Pay Act was passed in 1959, women were only making 59 cents on the dollar. That figure rose to 77 cents by 2004 and has increased by less than half a penny annually.

At some point or another, every woman has heard these three statements in her career. The issue with these statements is that they make women intentionally feel like second-class citizens in a patriarchal society that perpetuates fictional beliefs that harm women in the corporate sector. 

Breaking Down Focus 2021 – What Comes Next?

We are still on cloud nine from last Wednesday, March 31st, presenting the Momentum Conference, Focus 2021. Our goal: to combat the physical and psychological toll from 2020 through a more positive focus in 2021. The multifaceted conference featured inspiring keynote speakers, Momentum Lessons in Leadership, and messages from our sponsor partners. We explored our strengths in innovative teamwork, work-life management, making bold career moves, and supporting inclusive cultures.  

 

A main highlight was the return of our fabulous keynote speakers from Vision 2020, Risha Grant and Robyn Benincasa.

 

Takeaways from Risha Grant (Learn about her here)

Speaking on her experience trailblazing diversity and inclusion practices at Regions Bank, she urged us to “turn our brains off auto-pilot” to identify and address our biases.  To focus on equitable change we have to understand we have to understand how our individual behaviors, actions, support for certain workplace policies, and attitude to change hinder or support our efforts to social progression. 

Click to see her additional tips for carrying this internal reflection in a mindful way and more about sustaining personal progress on the Focus 2021 Resource Page.

 

Takeaways from Robyn Benincasa (Learn about her here)

Robyn shared her iron approach on how leaders should carry courage and guts through their journeys “adapt, overcome, and win” against tough challenges in their environment. She related this to the motivation necessary for her to continue to ascend the 19,000 ft. summit of a volcano. 

Remember, GUTS means:

Go the distance, quietly persevering

Unwavering in patience and faith

Taking calculated risks

Shattering the norm

 

How Can We Keep the Fire?

 

#1: Continue to encourage self-exploration through journaling 

There is no feeling freeing than the flow of unprovoked thought. To meaningfully access to our subconscious beliefs and attitudes, we must first displace the filtering, perfectionist monitoring of even the things we write to ourselves. Personal journaling can help us address the start of a negative thought and pull it out from the root.

 

Helpful Journaling Guides:

A Journal Prompt for Every Emotion You Feel

Start a Work Diary And Leverage it for Career Growth

 

#2: Fuel respectful discussions with others

The key to communicating is first and foremost active listening. We do this by tuning our attentiveness, our patience, and our receptiveness of what others confide in us. This should be a mutual practice among the members of a discussion group and should reflect a bare foundation of respect and empathy. It is challenging to engage in conversations about inclusion that might have never been confronted before, but if we are patient with others and ourselves it will empower us to have brave conversations.

 

#3: Give yourself some grace

We must understand that we do not all innately hold the perfect solutions to the problems we confront in our 3D world. We are positive people, passionately moving forward, building on our knowledge and reflecting that personal growth outwards.

 

ALUMNA SPOTLIGHT: BRITTNEY SMITH

One of the greatest things about Momentum is the powerful alumnae network. Periodically we interview these amazing women about their experience in our program.

Brittney graduated from the University of Alabama at Birmingham with a degree in Communications Management/Business Management in 2010.

Brittney began her career as a program and compliance specialist for the Jefferson County Committee for Economic Opportunity and later joined Virginia College as a Student Career Development Coach. She joined Birmingham Business Alliance in 2015 as a Program Manager, Workforce Development. And in 2019, Brittney began at Protective Life as a Corporate Recruiter and transitioned into her role as a Diversity & Inclusion specialist in January of 2021.

As a Diversity & Inclusion Specialist at Protective Life, Brittney Smith partners with HR & business leaders to develop and implement D&I strategy and programming designed to promote inclusion and increase diverse representation across the organization. She also leads Protective Life’s D&I outreach efforts, including establishing recruitment partnerships with colleges, universities, and professional organizations and leading Protective Life’s Summer Internship Program team.

Brittney is a board member of the Jefferson County Public Education Foundation Board of Directors, as well as a member of the Rotaract Club of Birmingham. She is a former board member of Better Basics Inc. as well as an inaugural member of Momentum’s first Upward cohort.

What did you gain from your Momentum experience?

Relationships. I had the opportunity to meet so many incredible women who are making an impact in Birmingham. Some of them even went on to become friends, which is something I count as my greatest gain. Another thing that contributed to my Momentum experience was the specific professional season I was in. There’s a point in every career where you have achieved quite a bit, but there’s still much more to go in terms of navigating the journey and taking ownership of your career, and Momentum helped me take more control over my career journey.

What is one piece of leadership advice you have been given that has helped you in your career?

Early on in my career, someone shared with me a piece of advice that still applies no matter what stage of your career you’re in, and that’s the need to trust that your God-given ability will always make room for you. If you give your best in whatever position you’re in, do right by people, and be authentic, the right opportunity will always come to you. When I think about people that have given me advice I think it’s especially important, that when the door of opportunity is opened you’re ready to walk through it, and also leave the door open for other people to follow. 

If you knew then what you know now, what would you tell your 18-year-old self?

The first thing I would say to my younger self is that success is a journey, and never compare that journey to others. The other thing I would add would be to learn at every stage and step of your career. No matter how difficult the job or the season may be, there is always something to learn.

What challenges do you think the next generation of women leaders faces?

The first thing that came to mind would be balance. In the new normal of work, more and more companies are allowing people to work remotely, though that’s a huge plus, it increases the difficulty of drawing an important line between work and home. Both men and women have different home priorities, but it is especially true for women. 

The second thing that came to mind is connectivity. Relationships are incredibly important and it’s much harder to fully connect in a gratifying way in a virtual world. Women need to find ways to be intentional and overcome that obstacle to build and maintain relationships as we move away from traditional work experiences. 

What do you think organizations need to do differently for more women to rise into executive roles?

Mckinsey & Co. produced a report in partnership with the Lean In organization back in 2019. According to the report, for every 100 men hired or promoted into a first-time manager role, only 72 women are hired into that same position. These numbers are even lower for women of color. That’s a gap. When I think about potential solutions, I immediately think of sponsorship. Companies have the opportunity to consider putting more thought into building out a framework for sponsorship specifically for women and underrepresented minorities. Most people are willing to mentor, and I think that mentoring is an incredible opportunity, but women need sponsors, advocates, people willing to invite us to the table and have our voices heard to truly experience growth. 

What three words do you think should characterize every leader?

The first one is integrity. Good leaders should do what they say they’re going to do. People should be able to trust their words. A good leader will do the right thing, even when no one is looking. The second word that comes to mind is vision. I think the ability to cast a vision as well as bring others into that vision and help them see how they fit into the vision is a sign of a good leader. The last thing I associate with a good leader is empathy. Good leaders can connect with people and share the feelings of others.

How do you manage your career, home, and community life?

This is something I am in the process of restructuring how I balance all of those. One of the things I have been doing is making sure I know my priorities. For me, my priority is my family. I always want to be the person that thinks of my family and uses them as the drive for my success, not the other way around. One of the things that helps me balance my priorities, which I learned through one of the Momentum courses is taking a survey of all of my activities and responsibilities and ranking them based on what I can control. It’s also important to take the time during the day to accomplish the things that I need to accomplish so that it doesn’t carry over into my personal life. 

What advice do you have for aspiring leaders?

My advice would be, talent is a start but it’s not enough. Sometimes we focus so much on the base talent of intellect or creativity and that’s great. What’s equally as important is development. Invest in your development. Develop your environment, and that includes your network, your skillset, and your character. 

Persistence Through the Decades

Chelsea Brewton, Upward Class Two

Finding a good time to interview 98 year old Harriet Cloud, grandmother of Upward 2020 alumna Chelsea Brewton , was challenging because her schedule was completely packed. Once we talked, you could tell that despite a busy week, she was calm and collected. She has been dedicated to healthcare since she graduated in 1944, and she is a “lifetime learner,” according to her granddaughter. Just the other day, Harriet was looking to take classes on web design to develop a site for her business, Nutrition Matters. Harriet’s tenacity and curiosity are unique attributes that have allowed her to stay up to date as the field of dietetics has changed over the past seven decades.

Harriet Cloud, Founder, Nutrition Matters

Harriet had her eyes on the goal from the start. She majored in dietetics at Kansas State, interned at John Hopkins, taught at a nursing school, got married, and then moved to Birmingham, where she had eight children. She took time off to be at home with her babies but started working again as they got older.

Harriet was employed by the Jefferson County Health Department as their only nutritionist in 1958. She developed a heart for underserved populations as she assisted clients with food stamps and frequently traveled to housing projects in the city. She also began her foray into extracurricular leadership as chairman of the nutrition council at United Way.

“If you want to be a leader, you can be a leader.”

However, it helps to have support. Even though many women were facing discrimination in the workplace at the time, she only received support from her male colleagues. Harriet partially attributes this anomaly to the fact that the field of dietetics is made up of many women.

When asked if it was challenging to manage eight children and a position at the health department and UAB, she responded, “not really.”

Her grit and determination carried her through twenty-seven years in dietetics at the Sparks Center at UAB where she developed leadership grants and taught graduate students. According to Harriet, she would tell her classes, “I got up at 5 am, and I hope you did too,” when explaining the importance of hard work. Shortly before she accepted the position at the Sparks Center, she completed a master’s in nutrition at the University of Alabama. This degree gave her more access to opportunities there and eventually led to her becoming interim director. She encourages students to continue to learn and gain degrees as they lead to more career opportunities.

Looking back on her career, Harriet attributes her strength to self-esteem, a spiritual base, optimism, and persistence. She has been successful in her pursuit of leadership, but she acknowledges that many women face a variety of challenges in that pursuit. For example, the field of dietetics has a low percentage of Black women, and workplaces have to acknowledge why this gap exists and how to promote diversity in the short-term.

Working mothers still face the dilemma of balancing childcare and their careers. Harriet is a proponent of daycare coordinated by employers, but she recognizes that this mission has a long way to go.

Harriet’s main takeaway from 76 years of working is that you need to like what you do. When you take a job, always look for other opportunities or projects you can pursue. We’re excited to see what Harriet will accomplish in year 77 of her career!