Women Returners Case Study – Coaching Programme Retains Senior Manager
Evelyn* returned to her demanding senior management role after having her first child at 40. Prior to having her daughter, she was a committed individual, dedicated to her colleagues and team and worked long hours to manage her workload and achieve the high standards she strived for. She was respected within the organisation and perceived as a rising star.
Before she left to go on maternity leave, Evelyn was advised that upon her return she would be responsible for more than double her existing portfolio. This would mean her working closely with under-performing areas, inheriting a mountain of staffing problems and a lot more travel.
To support Evelyn in this challenging time of professional and personal change, her HR manager arranged for her to participate in a Women Returners Coaching Programme. This involved individual face to face and telephone sessions focusing on the specific issues that faced her relating to her return to work. The first session concentrated on managing the new challenges in her personal life that would enable Evelyn to focus on working competently when she returned. The following sessions dealt with the work-based issues, identifying the gaps and creating an action plan for addressing them. These areas included using time efficiently including appropriate time management tools, delegating successfully and creating strategies for work-life balance. In parallel, issues around general confidence and professional image were also tackled. Evelyn went on to out-perform expectations for her new areas of responsibility and managed to achieve a satisfactory level of balance in both her work and personal life.
When providing feedback to her HR manager after the programme had been completed, Evelyn remarked that the coaching had been a critical component of her successfully adapting to her expanded role. As she had not received any support from her own line manager during the time, she went on to say that she would not have been able to cope with the new responsibilities at work without the support of the coaching and would have probably left the organisation.
* Name has been changed
MORE CASE STUDIES
Women Returners Perspective – Taking the decision to return to work
Janice* is on additional maternity leave with her second daughter. At the time of writing this she was undecided as to whether she would return into her middle management role. Going back to work after her first child was relatively easy for Janice. She was quickly able to establish a pre-work routine and her daughter was happy at nursery. The difficult part was changing her hours so that she could get back from work in time to pick up her child…… More .
Women Returners Perspective – Challenge, Change and Perceptions
Daniela* is currently on maternity leave with her second child. She has a daily commute of at least 1.5 hours each way and works in an administrative role. After her first child she returned to work 4 days a week. Planning to return to work at the end of her maternity leave, Daniela hopes to work 1 day a week from home and 3 in the office…… More .
