Seven

Leo turned seven last week. Seven. People always say “the time goes so fast!” And it does, usually. I love this kid and his snarky attitude (I have no idea where he gets that), his joke delivery, sick burns, and big sweet heart. Instead of prattling on about him I thought I would dig up a story I told for the There’s More podcast at USD. The theme I was given was “BANG.” That was the only prompt I had and I had no idea what to talk about. So, I started thinking about the word “bang” and all of its connotations. After eliminating a variety of inappropriate avenues, I settled on the actual sound and what it makes me think of. When you hear a bang it usually goes along with something that’s startling or something blowing up so that’s what I decided to talk about: blowing up my life in ways I never imagined.

Many moons ago I started online dating, went on some dates, and met some interesting characters.* In April 2014, I met a guy for coffee. Full disclosure, I met him at the coffee shop literally across the street from my house in case he turned out to be a creepy murderer. He wasn’t. I honestly didn’t have high expectations-it was just coffee (and according to him it was an “interview” not a date 🤨). Luckily he was nice and funny and smart. We had a lot in common and he thought my being a professor was interesting and not scary (something someone actually to me). We texted after coffee, hiked Torrey Pines, ate pupusas, and after our fourth date I knew I had found my person. I called my Mom and told her she should plan to attend our wedding the next year. She thought I was joking. I wasn’t. After six weeks of dating I invited him to Europe with me while I taught abroad. Two weeks after that he moved in to my condo. We were engaged by December and got married 11 months to the day of meeting for coffee. BANG. 
Then we blew up our lives in a way I never imagined: We decided to have a kid. And you may be thinking. Right, big deal. You had a kid-people have kids all the time. But you need to understand something. I did not like kids. I was NOT GOING TO HAVE KIDS. EVER. Under ANY circumstances. Kids interrupt your naps, they cramp your vacation plans, and they are often sticky. These are not things I like. But my husband Jairo really wanted kids and is patient and kind and a variety of things I am not so I thought: what the heck! We can do this. This will be easy peasy. I was very wrong. Turns out when you are pregnant in your (ahem) later thirties (what the doctors like to call “advanced maternal age”) things can get a little crazy. I had to teach sitting down, my fingers turned into hot dogs, my knuckles and ankles disappeared, and the only shoes that fit were Birkenstocks a size too big. I was not the glowing pregnant woman. I was a walking poster for high blood pressure and the fact that pregnancy is a young woman’s game. At one point I was getting dizzy spells and couldn’t drive so Jairo would take me to work. One afternoon my blood pressure was really high and my doctor wanted me to get checked. I had to call an Uber and the look on the guy’s face when sweaty pregnant woman got in his mini van and said, “To the hospital!” was priceless. I promised him I would not birth a child in his van. I kept that promise. But just a few days later, six weeks before my due date (on the night of my baby shower) and in the middle of a semester my water broke and it was go time. We were not prepared. I had no hospital bag packed (because I still had at least several weeks!) so I threw some stuff together and we headed out so Leonidas could make his (very early) debut in the world. When we got to the hospital they hooked me up to a butt-load of machines and a relentless blood pressure cuff that squeezed my arm with a ferocity I had never experienced before or since. Once we were settled and the Pitocin started drippin’ my husband looked into the bag I packed and realized I had brought my laptop. When he held it up with a “what the hell” look on his face I explained that I thought I would get some grading done while I was in labor. This is a great indication of just how unprepared for what was about to happen I actually was...

Leo was born the next morning and I did not get any grading done. I did however take some time to order a carseat and text my amazing colleague who would need to step into my classes a wee bit earlier than planned. We came very close to an emergency c-section because Leo’s heart rate kept dropping luckily he stabilized and was born weighing in at 4 pounds 11 ounces. A massive team was waiting to take him to the NICU as soon as he was born. It was one of the scariest things I have ever experienced. And so I found myself, type-A, hyper organized planner and list-maker thrust into a situation in which I had absolutely no control.** BANG. My world really did explode. For nine days we took shifts at the NICU while Leo put on weight, and then lost it, got treated for some serious jaundice that made him look like a little yellow highlighter, got a feeding tube, ripped the feeding tube out, had tons of wires attached to him and needed to be in a plastic incubator for the majority of time to stay warm. And then he was fine. One day they just said here you go and sent us home as a party of three with absolutely no instructions. BANG. He will be four next month and we are exceedingly fortunate that he is a totally healthy, happy and smart little kid. Along the way we have weathered a variety of blow ups: literal diaper explosions, teething, walking, growth spurts, talking, starting daycare, night terrors. Super fun stuff! Our lives now blow up in new and different ways on an almost weekly basis and I’m still trying to learn how to appreciate the insanity and unpredictability of it all. I have had to put aside the idea that things need to happen at a certain time or in a certain way because, guess what? I am really not in charge anymore and I never actually was. Life is crazy and messy and fantastic and sometimes it needs to completely blow up in your face to put you on the right track. So I don’t want you to be afraid of those big bangs in your life. Wait for the smoke to clear and look for the new possibilities you have thanks to that explosion. 

That was written three years ago and since then we have survived quarantine, Zoom school, Kindergarten, lost teeth, the death of two pets (in the same summer!), and mean kids. There are still days where I feel like I have no idea what I am doing as a parent and that is ok. What is important (I think) is remembering that he is a complete person unto himself. He has his own interests (dragons, Pokemon, drawing, unicorns, snacks, dancing, building stuff) and it’s my job to support him as he grows into whoever he is going to be. Happy #7 to my one and only, never lonely, macaroni. 🌈

Cartoons + A Kiwi Crate = this face

*If anyone ever needs material on the topic of “you’re not the person from your online picture” I have a lot to work with-hit me up!

**This has probably been my biggest parenting challenge. Control (or thinking I need to be in control) is driven by my anxiety. It’s like a terrible merry-go-round. When I don’t know what comes next I freak out (usually internally and sometimes externally) and there is no way to even guess what comes next with kids. They are bonkers. I once had to tell Leo, “we don’t lick the bottom of our shoes.” No parenting book prepares you for this shit. Over the years I have tried to slowly loosen the reins on my need to control when it comes to Leo. It is a work in progress but so far he’s turning out pretty awesome and I am convinced that has absolutely nothing to do with me.

Freaking bats

The other day I came home from yoga to Leo screaming “Crenshaw bit my face!” Clearly my zen immediately disappeared and I was like WHAT THE ACTUAL HELL IS GOING ON HERE??? Turns out my husband had already washed his face off and put Neosporin on what looked like a scratch but Leo was still really embracing the drama of the situation. After things calmed down we tried to understand what happened.* We eventually figured out the scene:

Crenshaw had recently come into possession of a deer antler. The most primo of the things to chew.

He was happily chewing on it and Leo got in his face. 

Crenshaw gave a growl and showed his teeth.

Lego ignored this and took the antler.

Crenshaw acted a fool.

Don’t freak out on me here. Clearly we were not ok with the fact that our dog bit him but I also know that would not have happened if Leo wasn’t being a menace. Leo was a mess all day because he thought that we would have to give Crenshaw away. It was constant “I love Crenshaw sooo much” and “I’m sorry!!!” We had no plans to get rid of Crenshaw but we didn’t immediately tell Leo that because we are jerks. Jerks who wanted him to reevaluate his behavior. Parenting is weird. 

The next day I was out running errands and listening to a random episode of Radiolab from early September. It was a story about a healthy fifteen-year-old girl who started getting sick but no one could figure out what was wrong with her. First she had a tingle in her arm and double vision but her symptoms just kept changing. Things got so bad that she ended up in the hospital because she could no longer walk on her own and was likely going to end up in a coma. Her pediatrician came to visit and was really worried about how badly her condition had deteriorated in the two days since he last saw her. They were trying to brainstorm what could be causing this and her mother mentioned something she thought was inconsequential: her daughter was bit by a bat a month earlier while trying to rescue it. The pediatrician immediately knew what it was and sent her to a different hospital for treatment. She had rabies. RABIES. 

The episode went on to explain that there is a vaccine for rabies and that if you contract the disease from a bite and get the vaccine you are totally fine. If you don’t get the vaccine the disease slowly migrates to your brain and you die. That’s it. They were talking about non-treated (vaccinated) rabies cases having a 99.9% mortality rate. Rabies deaths in the United States are fairly uncommon these days according to the CDC but the disease causes about 59,000 deaths a year around the world!

If you know me or are a parent you may know where this is headed. I freaked the fuck out. My gut told me that there was a reason I ended up listening to an old episode of the show and that I should pay attention. I pulled over, immediately started googling, and called the pediatrician’s office. The nurse on call said any dog bite should be seen at urgent care ASAP. This did not make me less frantic. I drove home, picked up Leo, and headed directly to urgent care. He felt fine, was in a great mood (though concerned there may be a shot involved), and I promised him boba after the appointment if he kept it together. All good. The doctor came in and checked him out. She (that’s right-a lady doctor!!) was amazing and gave me the rabies run down. Turns out that when the dog is up to date on its rabies vaccines and the kid is up to date on their Tdap vaccine, contracting rabies is extremely rare. Whew. We were good on both fronts. I was able to relax knowing that we had a situation that only required Aquaphor and additional sunscreen to avoid scarring. My gut was wrong but OMG what if it hadn’t been and I didn’t take him to urgent care? I would have never forgiven myself. 

She also told me that the majority of rabies cases come from wild animals, mostly bats. Bats are so likely to carry the disease that she recommends people get a rabies vaccine if a bat has gotten into your house. Not that you touched the bat just that you were near it! As if bats weren’t creepy enough already. Stay safe out there!

What I really appreciated about the doctor, aside from the fact that she actually took the time to talk to us, was that she said she was a mom and would have done the same thing. That was awesome to hear. There are so many situations in which moms/women in general get completely dismissed when they raise medical concerns. We are seen as overreacting and our pain is dismissed.** Much has been written about cases where women were told they were “imagining” their pain or that it was nothing to be concerned about only to be diagnosed with endometriosis or cancer. 

The word “hysteria” comes from the Greek word for “uterus” and it used to be an actual medical diagnosis. Hysteria served as a catch all explanation for women’s health concerns ranging from heart palpitations to stomach pains. The treatments were heinous and did not address any actual medical issues. 

Interacting with a female doctor made me feel heard because she understood where I was coming from. I’m not sure that a male doctor would have taken the extra time she did to chat with Leo and talk me off the ledge and I’m certain I would not have left feeling the way I did. There is something about knowing you have been seen as an actual person and listened to with care. This difference isn’t something in my head either. Research shows that women report feeling more empathy than men because our brains process some things differently. We get into others' shoes and make decisions from there. There is an entire moral theory called the Ethics of Care that addresses the differences between men’s and women’s moral decision making. It highlights that men (often) make decisions based on ideas of justice while women (often) make them based on interpersonal relationships. We are different. It’s not good or bad. It’s just how things are. Knowing these differences exist adds to the argument that women need to be represented in every field. We have all heard “if you can’t see it you can’t be it.” That is important to inspire younger girls but for us grown ladies, interacting with other women in these situations is equally important. You know what else is important? Avoiding freaking bats. 

EMPATHY is the ability to recognize, understand, and share the thoughts and feelings of another person, animal, or fictional character. Developing empathy is crucial for establishing relationships and behaving compassionately. It involves experiencing another person’s point of view, rather than just one’s own, and enables prosocial or helping behaviors that come from within, rather than being forced.

*Since adopting Mango the puppy in September, he and Crenshaw have been playing constantly. They growl, chomp each other's ears, yip and act generally unhinged. We have told Leo MANY times that he is not to get in between them when they are playing. We have explained ad nauseam that even though both Crenshaw and Mango are sweet and snuggly they are still animals and you need to pay attention to what they are “telling” you with their behavior. 

**I find this particularly rich. Any of you who have dealt with a man cold know exactly why I feel this way. 🙄

Beauty must suffer

I spent a lot of time with my Dad’s parents growing up, my grandma in particular. I called her Nanny and her friends called her Flower Annie. She always wanted a daughter but only had a son so I was her big chance. She took the opportunity and ran with it, turning me into a bit of a dress up doll. There were little socks with lace, patent leather shoes, hair bows, hand embellished overalls, and a new fur coat every year.

Here we are in the winter of 1980-ish. I would like to apologize to all of those bunnies. We were stupid and had terrible taste back then.

Every weekend we had a specific routine:

Friday night: Arrive, stuff self with junk food, watch Hee-Haw

Saturday morning: Watch cartoons while eating breakfast, get dressed, board the bus to downtown Pittsburgh for bargain shopping and lunch

Saturday evening: Bath, beauty, snacks, Dallas, Falcon Crest

Sunday morning: Church

Sunday evening: Epic dinner. If I was really lucky it was triple-breaded chicken that was fried and then baked.

Each part of the weekend had its merits but Saturday evening was my favorite. After watching Solid Gold it was bath time. Nanny’s bathroom was entirely pink. The tub, sink, toilet. PINK. In fact, the background of this website is the exact same shade of pink because it brings back such good memories. Next up was the beauty process which took place while eating candy and watching shows entirely inappropriate for children:

Step 1: “Grease your face.”  Translation: Slather face with Revlon’s (tragically discontinued) Moon Drops lotion. Nanny was a huge proponent of face greasing. She was ahead of her time. She was a slugging pioneer. 

Step 2: Get out the tangles by force and a wide toothed comb.

Step 3: Section hair, generously coat each section with Dippity Do gel, roll in foam rollers with plastic sides, repeat over my entire head.

After this it was time for bed. Every weekend I complained that sleeping on the curlers hurt my head and every weekend Nanny told me, “beauty must suffer!” She was not kidding. In her mind, looking “put together” was important and that involved curling your hair. Looking put together showed that you cared about yourself. She was always put together. Accessories on point, everything matching, her appearance was well thought out. I have to assume that a lot of this was a generational attitude. She was born in 1922 and had a very different experience growing up, but I also fault the Miss America Pageant for her low-key appearance obsession. Nanny loved watching the pageant because those women were the cream of the crop when it came to being put together. When the pageant was on we ate 100 Grand Bars and took in the spectacle. One year while watching, Nanny decided that my time had come; I should enter a pageant. Yes, me. In a beauty pageant. She convinced my mom to sign me up for one in Harrisburg, PA and the preparations began. I needed a sporty outfit, a bathing suit, a costume, and a talent. I have vague memories of the bathing suit and sporty outfit but I do remember practicing a jaunty swing of my jacket over my shoulder. The costume I definitely remember. Nanny decided I should be a mermaid and that we should have a seamstress make it. It involved many sequins, a tail, and I had a lot of trouble walking in it. My talent was gymnastics. I did a routine that involved doing tricks/flips on a giant wooden drum Pap-Pap made for me (he was a carpenter) while dressed in a spandex outfit with a red feather headdress.* We spent all day at this pageant in a sad hotel. At the very end everyone was called in to hear the winners and do you know how many times my name was called? None. Not even an honorable mention. I was an utter failure in the pageant world. I think that is what is often referred to as a character building experience. 

I have a seaweed hair accessory. That was 100% a Nanny idea and a testament to her commitment to a look.

That was my first and only pageant but I often wonder what impact it and  the weekend beauty routine with Nanny had on me. For example, I am obsessed with skincare. Leo often hangs out with me while I do my (8-10 step) nighttime face routine and says that I have a lot of lotions and potions. He is not wrong. I own many lip glosses in what would appear to a normal person to be the exact same shade (lies!), and I am very proud to have mastered curling my hair with a flat iron. There are so many possible underlying reasons why I love these things. Off the top of my head: societal norms around appearance, the insane power of the $535 BILLION beauty industry, insecurities, chapped lips,** capitalism. 

Is all of this me tightroping? I spend a lot of time thinking about this (while doing my hair) and I’m honestly not sure. It is possible that I do all of these things because I have been completely programmed by societal standards. But I like these things! In a vacuum maybe I would not get pedicures or slap on a hydrating face mask because I wouldn’t even notice my dry-ass skin, but pedicures and face masks are freaking fantastic and I love them so who cares? The entire point of not tightroping is getting to behave in ways that make you feel most like yourself. You get to stop sinking your time worrying about what other people think, embrace your own awesomeness, and do what makes you happy. I will likely keep thinking about this. In the meantime there will be days when I go all in on the fancy lady vibe and days where I look like a troll and I’m ok with that. I’m still not ok with sleeping on curlers though. That is never happening again, sorry Nanny. 

*I know. It’s very cringe. Cultural appropriation was not a thing we understood in the 80s.

**After years of extensive research I have decided that the Rosebud Perfume Company’s Rosebud Salve takes the cake but ONLY the one in the tin (even though the packaging is horrible). The tube is different. I will die on this hill.

Innie or outie?

The other day I had this conversation with my son:

Leo: Mama are you an innie or an outie?

Me: Well, I have an innie belly button but when I was pregnant with you it was sort of an outie.

Leo (looking at me like I have lost my mind): I meant do you like it better when you are inside or outside.

Me: Ohhhhhhh. 

Turns out that sometimes kids ask questions that mean one thing to them and something entirely different to you. His innie or outie question led to a conversation about people who like to stay at home and people who like to be outside. I said some people feel good and recharge their bodies and brains by having quiet time alone (introverts) and others can do that by being around other people (extroverts/extraverts, either spelling works). He asked if you could be both and I said, “you bet!” because I sure am. The idea of people being introverts or extroverts is something that has become part of regular discussion and I think that’s pretty cool (because I am decidedly not cool). I love seeing posts on Instagram* about introverts socializing for an evening and needing days to recover. I get that. I also get being outgoing and I never shut the hell up and those are decidedly extroverted characteristics. Introversion and extroversion are part of the Big 5 dimensions of personality, also known as the five factor model. Researchers way back to the 1930s wanted to understand our differences so they started with lists of thousands of adjectives to describe personality traits. Over time they began to see where traits overlapped and in 1990 a formative study that thoroughly vetted and validated the Big 5 was published. This helped the Big 5 test gain traction with researchers and the business community. If you’re wondering why these five in particular, it’s because they accounted for the most robust representation of our personalities. In other words, these five personality traits pretty much contain everything in terms of how we operate and see the world. Each of the five personality dimensions can be thought of as ends of a spectrum. Most of us fall somewhere in between the extremes of these traits, but we all know people who definitely do not (I’m looking at you extroverted extroverts!). Here is a useful breakdown of the dimensions:

To measure our traits, The Big Five test presents fifty statements that you rate on a scale of very inaccurate to very accurate when describing yourself. Some items include: have a vivid imagination, make friends easily, and complete tasks successfully. The results present the degree to which you exhibit these characteristics.** You can be high in some categories and low in others. For example, you might find that you rate high in openness. This doesn't mean that you are never spontaneous or curious, just that it isn’t your default setting. If you are interested in finding out more about your own Big 5 here is a free version of the test. Like any psychological measurement, it isn’t foolproof and your results depend on how truthfully you answer the questions. 

Some companies use the Big 5 (or the Myers-Briggs Type Indicator or the Wonderlic) as a way to understand a candidate's strengths and weaknesses but, like any psychological measurement, it isn’t foolproof and your results depend on how truthfully you answer the questions. Even so, I think there is value in tests like these because they offer us insight into ourselves and an opportunity to to be introspective. Taking time to just sit with yourself (flaws and all) and consider why you do the things you do may feel indulgent at the moment but I think it’s a good use of your time. Understanding how your personality drives your decisions and behavior can help shed light on things you may want to change. Of course you can’t just decide to be a completely different person (certain “celebrities” aside), but you can take steps to change the parts of your personality that no longer serve you. I think it’s all about balance and no matter what, I like you exactly how you are. Innie, outie, or somewhere in between. 

*I know these also exist on TikTok but I am not on TikTok because I fear I will never do anything else ever again if I download the app.  

** In news that is not at all shocking I am exceptionally high in neuroticism and conscientiousness.

A very good egg

Bedtime stories are still a thing in our house. Some of them are terrible (i.e., the “joke” books he loves so much) but some of them are great. One of my favorites is The Good Egg written by Jory John and illustrated by Pete Oswald. These guys have written a ton of super books: The Bad Seed, The Couch Potato, The Cool Bean, The Smart Cookie. All winners! But The Good Egg speaks to my soul. You see, the good egg is part of a dozen (obviously) eggs who live together in a (recycled) egg carton at the grocery store. The good egg, who does not have a name, lives with: Shel, Shelly, Sheldon, Shelby, Meg, Peg, Greg, Clegg, Egbert, Frank and other Frank. The other eleven eggs are all bonkers. They break the rules, they break their stuff, they act a fool 24/7. The Good Egg is NOT into this behavior. He is the kind of egg that will help you no questions asked and he does what is expected of him. The Good Egg thinks the other eggs need to get it together so he tries to get them to behave, to be kind, and to follow the rules like he does. It does not work. Instead, the Good Egg ends up with cracks in his shell! He is putting so much pressure on himself to be good and to get everyone else to be good that it is harming him. To deal with this the Good Egg goes on a quest of self-discovery. He walks for months, grows a beard, does peyote,* takes yoga classes, paints, and engages in some real self-care. The cracks in his shell start to heal, he misses his friends and decides to go back to his carton. He now understands that he can be good to the other eggs and still take care of himself. He also realizes:

“The other eggs aren’t perfect, and I don’t have to be either. I’m ok with that.” 

I read that to my son and thought, did an imaginary egg just become my therapist and life coach? You see, the Good Egg and I have a lot in common. Though I do not share a home with eleven rowdy friends (just four), I do have a really hard time when other people aren’t following the rules or doing what they “should” be doing at all times. Please note, the “should be” is according to my own brain not universal so you can see how this is an issue. This is not a new thing. Much like the Good Egg, I have always been like this. When my parents went to teacher conferences in the first grade they were told that I walked around the room making sure that other kids were doing their work.** 

There were and are a few things driving this. First up: perfectionism. The best description I have seen of this is that perfectionism is a trait that makes life an endless report card. Nailed it. For me this isn’t a regular report card because it didn’t always have to do with academic achievement (I was a mediocre student at best until graduate school). Instead it was more about never dropping the ball! Always being the one people can count on! All of the things to all of the people all of the time! Messing up on one of these things resulted in complete failure on all of them and you might as well just give up because you suck and now everyone hates you. Some of you may be reading this and thinking, this sounds exhausting. You are correct! It is. And it also leads to a great deal of ANXIETY and that is no fun at all. 

Growing up in the olden days (i.e., the 80s and 90s), people didn’t really talk about mental health issues or therapy. Sure there were scenes in movies or TV shows every once in a while but it wasn’t part of everyday life so we either ignored it or put a label on a behavior to explain it away. For example, according to my 8th grade math teacher, I was “wound too tight” while other people blamed it on my being the oldest daughter. None of that was helpful because those were descriptions without any solutions. No one asked why I was like this or what the cause was so you just “dealt” with it. Except you didn’t! You pretended you were super duper fine when really you were not. Then you took all of that anxiety with you to get a master’s degree where you put an insane amount of pressure on yourself to kill it (and you did) so you upped your game and brought all of that anxiety and then some with you to a PhD program where you finally kind of broke a little bit as a person, saw a psychiatrist, got diagnosed with anxiety, started taking medication, and FINALLY felt better. Just a totally random example…

The pandemic exacerbated and highlighted mental health in ways we have never seen before. The World Health Organization cited a 25% uptick in anxiety and depression worldwide. This is clearly terrible BUT there’s good news for the good eggs out there! Lots of people seem to be turning the corner on normalizing discussions about mental health. There are huge communities on social media talking about anxiety, depression, ADHD, body dysmorphia and a host of other issues faced on a daily basis by millions of people. For the first time ever, all adult Americans are being encouraged to be screened for anxiety. Access to therapy has increased with online platforms like Better Help and Talkspace. We are working out, sleeping in, taking vitamins (that’s a link to a Qveen Herby song. You should probably listen).

This open dialogue is not the case for everyone in the U.S. or around the world. Unfortunately, cultural norms, stereotypes and stigmas around mental health prevail and prevent many people from seeking the help they need. 

With employees returning to the office organizations are starting to pay more attention too. I’d love to believe it’s because they are acknowledging the humanity of their employees. It is not. It’s because if they don’t people will quit. Companies are starting to give paid mental health days (Qualcomm isn’t on this list but they are in San Diego and offering this benefit). They are paying for subscriptions to mindfulness apps like Calm and Headspace and they are (trying) to create healthier work schedules that draw a line between work and home while people are still remote. I think all of this should be standard practice but that’s just me being so silly.

When it comes down to it, mental health is a business issue. This isn’t something people just set aside before they open their email and pick up after work. It impacts their ability to focus, to interact with co-workers, and to just show up on some days. When employees receive treatment for things like depression and anxiety they feel better, their productivity increases, employee retention increases, and health care costs decrease. This is a win/win/win. If you are a manager, founder, or anyone with power to drive change in your organization and you want to offer more mental health support to your employees there are great resources available. McKinsey put out a recent report addressing this exact issue, as did the Centers for Disease Control. There are also a lot of other suggestions of approaches that have worked for companies. It seems the key components to all of these changes is attempting to reduce employee stress in general and removing the stigma around talking about mental health. That means the leaders need to be the example. If you manage a team, take a mental health day. Don’t call it a sick day and certainly DO NOT call it a vacation day. Show your employees that it is ok to take time to reset when needed. If the people in charge are willing to openly do that it will start to create a shift. Employees will notice. 

Maybe you don’t run a company. Maybe you are working somewhere and aren’t getting the necessary support for your own mental health. All insurance plans are now required to include mental health support services. If you don’t have insurance there are resources you can access on your own. San Diego recently created a 24/7 helpline and there are non-profits, disability benefits, and Employee Assistance Programs you can contact. You probably didn’t expect going from egg-based children’s books to mental health resources but here we are! Remember, you don’t want cracks in your shell so be a good egg not a perfect egg. 

*Kidding. I think. 

**Anyone reading this who knows me personally is thinking: Yup. That checks out. 

TRICKS but no treats

The other day an article appeared in my feed about a woman who “raised two successful CEOs and a doctor” and her thoughts on parenting. I’m down for a parenting article every now and then so I clicked. It was written by Esther Wojcicki who is a journalist, educator, and author of a book titled How to Raise Successful People. Her daughters are the CEO of YouTube, the CEO of 23andMe, and a Berkeley educated epidemiologist with a PhD in anthropology from UCLA, an Undergraduate from Stanford, and Fulbright recipient. That last one wasn't a mistake. Her third daughter is all of that. These are three insanely successful women. Having one of these women in your family would be amazing but all of them? Imagine holiday dinners! Who do you think Esther likes best? I feel like Susan at YouTube is at a disadvantage here. The other two sisters are sequencing our genes to tell us what % neanderthal we are* and studying the impacts of obesity in high-risk populations

Esther’s book is all about what you should do as a parent to raise kids that are resilient, respectful, and self-driven. I like it! Definitely components that lead to success. She uses the acronym TRICK (trust, respect, independence, collaboration, kindness) to lay out her approach, but I think she forgot a letter. “S” for serious privilege. These women who became CEOs and PhDs grew up in a home where their dad was Professor of Physics at Stanford with an undergraduate degree from Harvard. Their mom went to Berkeley for her undergraduate, teaching credential, and Master’s in journalism. She also has an M.A. in educational technology, and earned an M.A. in French and French history from the Sorbonne in Paris. The Sorbonne for goodness sakes! These two people are brilliant!!! They combined their insanely intelligent genes and made babies with an immediate leg up on the rest of the world. No one can fault the Wojcicki sisters for where they were born or what their parents did for a living, that is all pure luck. The issue for me is the idea that if you use Esther’s TRICK your kids are bound to be successful. That’s simply not the case. Esther’s daughters were set up for success for reasons that go far beyond TRICK (though I’m sure it helped). Straight out of the gates (so to speak) they came into the world with a great many advantages. This was their reality:

• Palo Alto, California (United States of America)

• Caucasian

• Two parent home

• Women (JK!!! That’s not an advantage!)

• Exceptionally educated parents with thriving careers and an impressive network

• Access to the best education

In addition to those things, they also had access to the very basic necessities to thrive and become successful:

• Healthy food

• Consistent shelter

• No threats of violence

• A support system

• Healthcare

• Access to any education

Esther’s kids did not have to worry about that second list and that is a massive advantage. They may not have noticed it, and many of us are immune to it too, but without all the things on that second list your likelihood of being successful is very slim. One in six kids in the United States lives below the poverty line (poverty according to the U.S. Government = $26,500 for a family of four). One in every thirty kids in the U.S. is homeless. One in every fifteen kids are exposed to intimate partner violence. Every kid needs a squad, someone in their corner, an adult who cares for and about them (#framily), but not all kids get that. Without a support system, who is going to get them health insurance? And who is going to make sure they go to school (especially during a pandemic)? You can’t learn when you are hungry, or tired, or living in fear so the kids who don’t grow up with all of the things on the second list are immediately behind those that do. Many of these kids have the same potential as the Wojcicki sisters but without that serious privilege things don’t play out quite the same. Pretending that socioeconomic, race, and other factors are irrelevant ignores the reality of the situation. We can’t talk about success without also talking about equity.

Let’s take the example of access to a college education. We know there are measurable benefits to completing college. It opens the door to better paying jobs with opportunities for advancement, it provides access to a network of alumni who may hire you, it (in theory) teaches you how to think critically and fend for yourself. These are all exceptionally useful things but college isn't an option for many Americans. In fact, the majority of people ages 18-24 in America do not attend college and that number will continue to increase as tuition rates rise. But cost is not the only barrier to college. When your parents didn’t go to college you are less likely to enroll in challenging courses in high school. When you don’t take those challenging AP classes in high school (because the ability to offer them is impacted by your school’s budget) your chances of getting into college are impacted. Then there are racial and ethnic disparities in the admissions process (especially at elite schools) that are also a massive issue. With all of these hurdles before even starting college it’s clear where and why serious privilege comes in handy.

Raising kids with trust, respect, independence, collaboration, and kindness is amazing. Let’s also add the ability to recognize the barriers in place for those without advantages like the Wojcicki sisters and a desire to do something about it as part of what it means to raise a successful person.

*Less than 2% which is apparently 80% MORE neanderthal than all of the other people using 23andMe. I have a lot of questions.

So long, farewell

I’m going to be totally honest, in all of the many times I have watched the Sound of Music I have only gotten through the whole thing once. It’s a long-ass movie clocking in at 2 hours and 52 minutes! The other night my amazing friend Laura Bohlin was watching it at the Hollywood Bowl and posting clips and it made me feel, as the kids say, some sort of way. I have memories of watching it with my family (recorded on a VHS tape from the TV), I owned the soundtrack on cassette, and the image of Maria twirling in her skirt and apron in the mountains is iconic. I really hadn’t thought about the movie in years, but now that I am it’s a whole lot of YIKES. I’m not alone on this. There are a variety of general criticisms of the film as well as ones specific to  Austrians. Now, before anyone gets all “but it was made in a different time!” on me, I know (#noshitsheryl). The movie was released in 1965 and (theoretically) things are different now. But it's a classic and one of the top grossing films of all time. The American Film Institute ranks it as the fourth best musical in movie history (coming in behind Singin’ in the Rain, West Side Story, and Wizard of Oz) and it was remade as a live TV special in 2013 with Carrie Underwood as Maria. What I am saying is that people are still watching it and it’s sexist and a little creepy so let’s at least talk about it. 

There was a twenty-five year age difference between Maria and Captain Von Trapp. That isn’t insignificant. The power differential between the two of them was huge. Maria came to the house as a governess (employee) on a break from the convent. SHE WAS A NUN! Granted, she was not a great nun because “underneath her wimple she wore curlers in her hair”* but still. A nun. The Captain had money, a fancy house, a sassy Baroness who was really into him, and powerful friends. Maria had a guitar and the ability to sew clothes from curtains. 

It may also promote some problematic parenting approaches. In the movie Captain Von Trapp uses a boatswain WHISTLE to summon his children. Upon hearing it they run into the house, line up in age order, and stand at attention because the Captain was into obedience and yelling. In real life he was the most successful Austro-Hungarian submarine commander in World War I and that military precision carried over to his house and children (seven in the movie, ten in real life). We know enough about parenting now to realize that scaring the shit out of your kids isn’t a great approach. The good news here is that the real Captain was apparently much nicer but he did actually use a whistle. He said that he used it (with a separate call for each child!!!) to get their attention when they were spread out around the house and gardens. Ok. I guess. 

But meet me by the gazebo because that’s where things really go off the rails for me! Hormone filled sixteen-year-old Liesl and seventeen-year-old traitor bicycle messenger Rolfe rendezvous and break into the song Sixteen Going on Seventeen. The lyrics are something. 

[Rolf:]

You wait, little girl, on an empty stage

For fate to turn the light on

Your life, little girl, is an empty page

That men would want to write on

[Liesl:]

To write on

[Rolf:]

You are sixteen going on seventeen

Baby, it's time to think

Better beware, be canny and careful

Baby, you're on the brink

You are sixteen going on seventeen

Fellows will fall in line

Eager young lads and roues and cads

Will offer you food and wine

Totally unprepared are you

To face the world of men

Timid and shy and scared are you

Of things beyond your ken

You need someone older and wiser

Telling you what to do

I am seventeen going on eighteen

I'll take care of you

[Liesl:]

I am sixteen going on seventeen

I know that I'm naive

Fellows I meet may tell me I'm sweet

And willingly I believe

I am sixteen going on seventeen

Innocent as a rose

Bachelor dandies, drinkers of brandies

What do I know of those

Totally unprepared am I

To face the world of men

Timid and shy and scared am I

Of things beyond my ken

I need someone older and wiser

Telling me what to do

You are seventeen going on eighteen

I'll depend on you

Run Liesl!!! You don’t need a man telling you what to do (and also he will try and have your entire family killed!). The gist of the song is that Liesl’s life will only truly begin when she has a man tell her how the world works (old school mansplaining?). Because Liesl has grown up wealthy and sheltered, she thinks Rolfe is worldly and knows what's up. The crazy thing to me is that he is one year older. He has absolutely no idea what he is talking about yet he is so confident that he does. In all honesty, no eighteen-year-old has any idea about anything. Half way through the song it starts to rain and they take shelter in the gazebo. They are now damp and decide to break out into a dance. There is a lot of leaping and dress twirling and at the end of the song they kiss. That chaste kiss was such a big deal that Liesl is convinced that her future is basically set after one duet. Girl, that is insufficient! If you don’t remember this part of the movie here it is and if you want to see an even better version, Saturday Night Live recently did their own. 

There has been a lot of talk about cancel culture in recent years and some great pieces written about its history. I didn’t write this because I think The Sound of Music or all these other shows that have been “canceled” should never be watched again. Instead I think we should use them as discussion points. Acknowledge why they are problematic, celebrate the progress we have made, and recognize that still needs to change. Turner Classic Movies recently decided that the best way to handle showing “classic” movies with racist, sexist, and homophobic themes was to include thoughtful introductions and discussions after the movies aired. I love this. I love that TCM is  exposing an audience who likely never took issue with any of these things to the ways in which society is evolving. Writing this made me think I need to add Sixteen Going on Seventeen to my Women in Management required listening. Hearing how young women view this now would be a great discussion. I would also like to note that though this movie is filled with a lot of garbage if I hear the Lonely Goatheard song you better bet your ass I will yodel right along (even though those goats are what nightmares are made of). 

* That is a lyric from the song How Do you Solve a Problem like Maria.

Nene, the OG

Gender role conformity is no joke. It is the result of the societal systems in which we live (patriarchy, capitalism) and creates an idea of how men and women are “supposed” to behave. There are many reasons to not be ok with gender role conformity. One of the largest is the assumption that there are two genders and that you are either female or male. Clearly this notion is outdated, incorrect, and problematic. Research shows that children start identifying their own gender and the gender of others by eighteen months and that automatic stereotyping starts around age five and it set by age eleven. That means that by middle school kids have a variety of specific (but very incorrect) ideas about the roles people play in the world.

A great example of gender conformity can be found in the toy aisles of any store. The girl’s area is an explosion of pink, babies, and cuteness. The boy’s section is jammed with superheroes, race cars, and video game characters.* The assumption is that this is simply what boys and girls will gravitate towards and what will sell but from my experience they are missing out on a lot of $ by creating these divisions. My son loves pink things, sparkly things, and unicorns. These are all seen as “girl toys” and it is a hell of a slog to keep up the narrative that all toys are for all kids when you take a trip to Target and the sections are very clearly divided by color and (supposed) interest.

Allow me to share one of my favorite stories about being a mom. For my son’s first birthday I got him a baby doll similar to ones I saw him playing with at daycare. I wanted one that looked like him and found one that the company described as “Hispanic.” I don’t exactly agree with that assessment but at least the doll wasn’t white and blonde. He was so excited and immediately decided the doll’s name was Nene which means “baby” in Spanish so it worked. Nene immediately became THE toy. Nene came wearing white footie jammies with a purple collar and purple flowers. The jammies became such a thing that only certain people were given permission to touch them. This was an honor bestowed upon very few people and one that could be removed for the smallest transgression. If you were not one of Nene’s anointed and you were asked to help find or get Nene you were specifically told to only hold Nene by the hands or head (feet were off limits because they were in the jammies) and if this was disobeyed; chaos. 

We were given permission to wash the jammies several times but Oxi clean and elbow grease can only get you so far with polyester handled by a toddler every day. About a year later I saw a new Nene in the store! This Nene was wearing the exact same jammies. It felt like winning some sort of weird lottery. I hid new Nene in the clean jammies in the linen closet because the plan was to switch the jammies and then have New Nene as a backup in case some terrible fate occurred to OG Nene. Randomly, my son ended up opening the linen closet. He saw New Nene, immediately named him Josè, and said he was Nene’s cousin. He also declared that Josè was the sole responsibility of my husband. 

Nene didn’t get those clean jammies but did reunite with family so I guess that’s good. Fast-forward another year and I spot a different Nene in the store. This one had a pink version of the jammies and was very white but the jammies would fit and it would all be great. Unfortunately, before I had a chance to figure out how I would convince my son to put these new pink jammies on Nene, my family took my car somewhere and New Nene 2.0 was in the back seat. When they came home, my son ran into the house with New Nene 2.0. Anyway, that’s how we met Rose. She is related to Nene but her exact connection is TBD. No one was assigned responsibility for Rose. 

Toys are for everyone. Nenes are for everyone.

L-R: José, Nene,** Rose

Please note, I would have never been able to pull off switching Josè for Nene. I was informed that Nene has a “squishier” body and his face was “more shiny.” This is a lesson to all parents: if your kid is obsessed with something IMMEDIATELY go buy more before the company makes it squishier or different in some way you won’t notice but your eagle-eyed kid certainly will.

Now, you may not be taking your Nene to work (unless you are as a way to personalize your space), but you are taking your gender roles. They are one of the largest components to tightroping because they impact so much of what we think and do. We are constantly managing these roles to ensure our “fitting in” at work. How we speak (and don’t speak), dress, and crack jokes are all impacted by perceived gender roles. Sometimes we even reinforce these stereotypes ourselves without realizing. To try and make the shift away from tightroping, one of the best places to start may be by looking at how we treat and interact with others at work. Do you assign gendered tasks to certain people (like the Party Planning Committee on The Office)? Do you assume all women are mothers? Here are some great suggestions to start taking notice and changing your behavior. It’s not easy but it will start the move to put everyone on equal footing.

*In 2021 CA mandated gender neutral toy aisles!

**Since initially writing this post Nene was the victim of a vicious puppy attack. Mango ate several of Nene’s fingers. In Mango’s defense, what is the difference between a plastic doll hand and a Kong toy…?

A skill is a skill

In college I was a bartender at a place on campus at the University of Pittsburgh called Fuel & Fuddle. I got this job by lying. A friend put in a good word for me and the job application I filled out was me writing my info on a cocktail napkin. I said I was 21 (I was several months short of 21). I said I had previous bartending experience (I didn’t). No one checked and I was hired! Hooray for the 90s! Every Tuesday and Thursday I would go to my 9am philosophy class and then straight to my shift to restock the beer and get ready for the lunch crowd. I also worked every Saturday and Sunday for brunch which made for some particularly trying bus rides and shifts.* But at that age you are resilient! 

I often tell students that, no matter what job you are doing, you can learn skills and pick up ideas applicable to other jobs. These types of transferable skills are things you can highlight in your resume and discuss during interviews. Sure, being a bartender seems like it has absolutely nothing in common with being a professor but I learned many useful skills behind the bar. I had to communicate, work with a team, adapt to new situations and managers, and pay attention to detail. Those are useful things for any job! Of all the things I learned though I think these are the most important:

How to think on my feet

Every once in a while people would order a drink I had never heard of. Rather than actually telling them that, I would engage in some very stealth on the job learning. Some might call it faking it until you make it. I would duck behind the bar, open the bartender book, and make a rough approximation of what they ordered, usually with a heavy pour. Guess what? People don’t usually complain about their drinks when they get extra booze! This allowed me to build up my cocktail repertoire over time and I never had to show my (slightly incompetent) hand.

Pro tip: If you find yourself bartending and someone who really wants to feel terrible the next day orders a Long Island Iced Tea just pour a little bit of about four types of random liquor into a pint glass and add the tiniest splash of Coke. Et voilà! Bonus points if you can hold and pour all four bottles at once. I could. This isn’t really a transferrable skill.

There are pros and cons to this approach but in this situation it worked beautifully. In a corporate setting faking it until you make it can be far dicier and isn’t recommended. Instead of pretending you know what you are doing, ask for help! I know asking for help can feel weird and many of us like to figure things out on our own but sometimes it’s the most straightforward solution. It also turns out that asking for help has a lot of benefits and there are some fairly easy ways to do it without making yourself feel like a failure. I ignored this advice in favor of tips.

Multitasking

As a bartender you have to keep everyone at the bar happy and make all the cocktails for the rest of the restaurant. I can remember being on the phone (it had a cord and was attached to a wall) while inputting a take-out order (there was no internet!), while grabbing food, and filling drinks. If you don’t multitask (#hustle) you won’t get tipped and then you can’t pay your rent. 

This all comes in handy while teaching classes. Faculty have to constantly scan the room checking for facial expressions and body language. We monitor this to see if students are confused or checked out. We need to be ok with being stopped in mid sentence to answer questions and then get back on track. We have to use the classroom technology in a way that is useful and not distracting. Oh, and we have to be engaging. That’s a lot to ask while also delivering actual course content so if you can’t multitask you are going to have a rough time teaching.

Managing unruly individuals 

Drunk people can be a handful. At the bar I mostly had obnoxious people acting a fool and saying stupid (i.e., sexist) things to me. I often handled it with exceptionally dry humor and sarcasm and tried to never show that I was ruffled. There were times when that was hard because I also encountered some inappropriate and handsy jerks who assumed I wouldn’t cut them off and have them thrown out. They were wrong. So sarcasm and threats of not being able to come back to the bar helped. 

You know who else can be a handful? Students! Sadly, I have had similar experiences in class. I have been insulted, had my credentials questioned (how could a lady have a PhD and be teaching an MBA class?!), and encountered exceptionally disruptive students.** You know exactly who I am talking about. They over-contribute and dominate class discussion (often having not actually read the material) and they love to play “devil’s advocate.” They are combative with other students and say inflammatory things because they love to stir the pot. They are annoying and it is our job to manage them without alienating them or the rest of the students. So in comes the dry humor and sarcasm. It’s not everyone’s cup of tea but it often helps to make the situation more manageable. When that doesn’t work, I bring on the threats. Luckily, I have only had two instances where that was necessary. 

Once a student walked into my class 20 minutes late carrying a red Solo cup and nothing else. No backpack. No pen. Nothing. He was clearly drunk and proceeded to “contribute” for about 40 minutes and then left early. He had been slightly obnoxious before but this was BOLD. This was the last class before Spring Break and I sent a doozy of an email to him. I believe I alluded to the fact that his behavior could be “cause for dismissal.” He freaked out and wrote a lengthy apology email and then apologized to the class. See? Sometimes threats are helpful!

Making cocktails

My Bloody Mary game is STRONG thanks to having to make them by the pitcher at brunch. My exceptionally dirty, shaken, vodka martinis are masterpieces. I own a cold smoke gun and can make you a smoked Old Fashioned. Give me some mezcal and I will whip you up a treat. You have no idea how much this skill transferred during quarantine!

There’s a great quote, “Hire for character. Train for skill.” from the former CEO of Porsche, Peter Schultz. I am a firm believer in this idea and not counting people out. Especially when you are hiring. Take those fundamental transferable skills a promising candidate has (no matter what industry they are from) and teach them the rest of what they need to know. Keep in mind the systemic and physical barriers that many people face when trying to get hired in the corporate world and look for the skills. Shifts like these are what produce more diverse, equitable, and ultimately profitable organizations. Just make sure you check their age and employment history ;) 

*Ever gotten really sick and wickedly hungover from drinking something like Captain Morgan and then had to make drinks with Captain Morgan several hours later? I do not recommend it. Unrelated, even smelling Captain Morgan still makes me feel queasy.

** In case you were wondering, yes they were all men. 

Here’s to your guts!

I have started using evenings in my quiet office to get a lot of work done. Sometimes I’m the only one around. The other night I walked out to refill my water bottle and there was a guy I never saw in the hallway. My gut reaction was fear. Why? This man did not jump out at me, he did not yell, he was wearing khakis and a button down chatting on his cell. He was likely a graduate student and the scariest thing about him was probably the student debt he is incurring. 

This got me thinking about gut feelings. We all know what gut feelings are because we have all experienced them. They are that pit in your stomach, getting the butterflies, or just knowing that a situation is not quite right. Some think of these as our intuition, but whatever you call them I thought a lot about them in grad school.

My dissertation was about gut feelings and moral emotions. Specifically, guilt, contempt, sympathy, and inspiration. I wanted to know if the organizational context in which we work impacts how we react to these emotions. 

For example, if you work in a place that encourages competition, loves to use sports metaphors, and feels like a locker room, are you more likely or less likely to listen to your gut instincts and moral emotions? 

In this case I found you were less likely to listen to your gut. My hypothesis was that the (dude-centric) context sent signals that emotions aren’t a thing we do around here. You punt those someplace out and focus on results!

I thought it was a cool idea, it went through three rounds of revision at a great journal and was then rejected. Academia is super fun. Anyhow…

Since I finished my PhD, a lot of new research has come out about what is being called the gut brain connection and it is cool! Turns out our brains have a direct link to our stomachs, and intestines via the vagus nerve and vice versa. Because of this two-way street, when your gut is a mess so is your brain. Some research is positing that better gut health can lead to less anxiety, depression, fatigue, and chronic pain. That has yet to be totally confirmed but it’s promising but how do we make sure our guts are good? Do we just eat a shit-ton of yogurt and call it a day? Sadly, no. Turns out you have to eat healthy (preferably filled with fiber and non-meaty) food, take a probiotic, exercise, and try to limit your stress among other things. So, next time we hang out let's eat some sauerkraut and go for a walk. That way we get our probiotics in and our farts out.

Don’t be a bitch

It is exceptionally easy to be labeled a bitch at work. All you need to do is be assertive or have your own ambitions and BOOM #uabitch. You may not care if people think you’re a bitch but unfortunately, once you get the label it’s much easier for colleagues to ostracize you and devalue your work. If you don’t want to be the office bitch the logical fix is to go in the other direction. Act really nice (even if you’re not) and then people will like and respect you. But guess what? That won’t work either because then you run the risk of being too nice. And when you are too nice, and do things to help everyone around you suddenly you are the office Mom, a particularly interesting trope. I think it’s safe to say that most of the people we work with had a Mom or some sort of Mother-figure at some point, yet it would seem they don’t respect her enough to want to work with (some version) of her.

What’s crazy to me is that this was first noted in 1977. Dr. Rosabeth Moss Cantor wrote that women are seen as the default housewives and mothers of the corporate world. Gross. But fast-forward to today and not much has changed. Women still do the majority of the office “housework. ” This includes any person-oriented task that isn’t directly related to your actual job. There are the more obvious things like buying presents on behalf of everyone else, picking up/making coffee, bringing in treats, or cleaning up the communal space. But there are other tasks like taking notes, scheduling meetings, filling out forms, or mentoring that aren’t a function of your job and happen to fall to you because you are “so organized” which is just code for “a woman.” One of the reasons this is especially frustrating is that many of us either don’t mind doing these things or take on the task because we want to make sure that box is checked. A lot of this is incredibly subtle and it’s really difficult to recognize as problematic particularly when we’ve learned to accept it in basically every arena of our lives. Additionally, women (generally speaking) have the instinct to “tend and befriend” and this plays out at work in a variety of ways. Much like fight or flight, tending and befriending is a response to stress. 

Tending involves nurturant activities designed to protect the self and offspring that promote safety and reduce distress; befriending is the creation and maintenance of social networks that may aid in this process. [The biobehavioral mechanism that underlies the tend and befriend pattern appears to draw heavily on the attachment/caregiving system, and considerable neuroendocrine evidence from animal and human studies suggests that oxytocin, in conjunction with female reproductive hormones and endogenous opioid peptide mechanisms, may be at its core].

When we spend our time doing these things we do not get credit for them because our altruistic behavior is (thought to be) just part of what women do. That makes it seem inconsequential, gets us nowhere and our male counterparts actually reap the benefits of our work. And speaking of the men, when they do these types of tasks they are rewarded and praised because office housework is clearly beyond their job descriptions. A smart lady might think to herself, “Noted, I will not be the Office Mom.” Turns out that is also problematic. When women don’t pitch in to help with tasks thought of as “office housework” we are seen to be violating those pesky gender roles. I believe that is called a lose/lose. We are literally wired to engage in these behaviors but when we follow these instincts we are punished and deemed to be “too helpful” to be taken seriously. YIKES!

So what the hell do we* do? The most obvious option is to just say no. Unfortunately, we all know that is easier said than done so it’s something we end up tightroping. There are small things we can try to start. Instead of agreeing to take the meeting notes, say that you would prefer to be active in the discussion (or something like that) and then (helpfully!) suggest someone else in your place. Don’t bring in treats or make the coffee or offer to get that condolence card. Basically, ask yourself: would [insert name of any guy from your office] do this? And if the answer is no: then move along, pretty lady! If you just absolutely can’t say no to these tasks for whatever reason, keep track of the time you spend doing them and include that in your annual review discussion. That way you have a record of all the time you spent doing shit that wasn’t your job! 

Don’t be the office Mom, and don’t just be a bitch. Be the HBIC 👑

*I hate that we have to help solve this problem that we didn’t create

Quiet trend setter

This all things quiet trend is too much! Now that quiet quitting has run its course, people are talking about quiet firing. I find this newest iteration equally annoying. Quiet firing is when a supervisor is generally unsupportive on purpose. They are passive aggressive or not giving an employee a promotion or pay increase with little to no justification. That is a terrible way to operate and a surefire way to create a nightmare of a corporate culture. It isn’t clear if the quiet quitting leads to the quiet firing or vice versa but it all makes me want to quiet scream. 

You know what this all reminds me of? My dating life in college. I was one of those people who would mentally break up with someone but not want to have the actual conversation. Instead I would ignore calls and messages (left on my answering machine that sat on my kitchen counter!!!), cancel dates, or just start dating other people.* My theory was that whoever I was dating would get sick of this behavior and eventually break up with me to save me the effort. I was quiet firing people way before it was a thing. But that approach was nothing to be proud of. It was wholly immature, dragged things out unnecessarily and created confusion and hard feelings that likely could have been avoided. It also led to some very awkward interactions while I was bartending.**

Canceled dates = canceled check-in meetings or 1-on-1s

Waiting to get broken up with = waiting for employee to quit

Ignoring calls = unwilling to provide direct feedback

Move on to someone else = give attention to employees with more “potential” 

Actual quiet firing is worse though because it’s happening at work and can impact people’s livelihoods. If employees are underperforming, TELL THEM. If you are not happy with what they are producing, TELL THEM. The idea that this is the approach adults with authority are taking in the workplace goes against pretty much all we know about what good managers do. These aren’t 21-year-old college bartenders, they are leaders whose actions impact the rest of their team and the organizational culture. There is so much research on how to motivate employees and what to do when employees aren’t meeting expectations. There is also a ton of information on how to give feedback that is clear and constructive (even to people who are reactive). I think the people doing the quiet firing may also be missing the HUMAN aspects of their employees. If their performance started slipping all of a sudden what triggered it? Are they ok? Are they struggling with issues outside of work? Great leaders care and ask questions founded in empathy and psychological safety.

If you have tried all of these things with an employee who just isn’t cutting it and nothing changes then it’s time to let them go. You will need to actually tell them this or have HR do it for you. I realize firing people can be exceptionally difficult emotionally, and in some states practically, but there are ways to do it that are humane. Don’t be a quiet fire-er or a quiet quitter be a leader and remember that leadership is an action not a position (that’s a quote from Donald H. McGannon, I didn’t come up with that gem). I hope the next quiet trend to emerge is quiet eating because the sound of other people chewing makes me crazy (#Misophonia). 

*Yes, I was a jackass back then. Also, social media didn’t exist so it was much easier to be a shady lady.

**Once the guy I quiet fired came into the bar and sat next to the guy I started dating instead. NEXT TO HIM. That was not a great shift.

Circling back to quiet quitting

After I wrote about quiet quitting (a term that I still despise) I kept talking about it more with friends and colleagues. A thought provoking comment on my post and an intellectually stimulating conversation at Dave and Buster’s (a sentence that has likely never before been uttered) made me realize that I didn’t really address the organization's responsibility for this trend. My (made up) estimate is that it’s about 85% the organization’s fault. Leaders and managers are ignoring the signs of burnout all around them which is crazy because 72% of employees say stress or burnout is an issue for their organization. They are also failing to recognize that their employees are PEOPLE. Actual human beings with needs and desires beyond their jobs. Sadly, this is not new, it has merely been brought to the forefront by the pandemic. Companies have been mistreating employees in a variety of ways for long enough that many laws are on the books to protect employees. Are they working? That’s a post for a different day…

Much of the employee protection legislation deals with physical safety and non-discrimination but that’s not what quiet quitting is about. This phenomenon is driven by the overwhelming mental burdens being placed on employees. American workers are some of the most stressed on the planet. The combination of the lingering uncertainty of coronavirus and being asked to do more with less has brought many to their breaking points. For some the answer to this untenable situation was to quit. The Great Resignation saw millions exit the workforce (for a variety of reasons). Perhaps quiet quitting is just the next best option; it allows employees to reclaim some of their time and still get paid. But it’s not an actual solution to the problem. It’s like taking two Advil the morning after drinking four Mai-tais in the Maui sun. Theoretically it should make you feel a bit better but if you really wanted to feel better you should have not had so many Mai-tais, taken Advil before bed, and drank some water.* 

The actual problem is much larger, it’s the organization's culture (or the sugary Mai-tais). It’s also the pressure from up the chain attempting to drive performance without much thought to the resources provided or the impacts on their employees. This disengagement from the humanity of employees just isn’t going to work anymore. If companies want to attract and retain talent they have to do better. McKinsey & Company just put out a great report on what they are calling the The Great Renegotiation. Companies have to understand that employees have more options now and better organizational cultures attract and retain the best people. 

Creating a good culture doesn’t just happen. Leaders have to be purposeful in considering what will work and how to implement it. A great place to start is by taking a look at what is done to show employees that they are valued. How are managers truly acknowledging the work of their employees and their contributions to the company? If the answer is a shoulder shrug there is work to be done. Showing employees they are valued doesn't take a huge investment, it’s a combination of a lot of little things. There is so much research about how to motivate employees and some of the things are so easy and make a big difference. Remembering that employees are people is key. They want to be seen, to have their opinions heard, and to know that their work is appreciated. 

Please know I am not saying that a hearty “thank you” or free bagels are going to eliminate quiet quitting. Thanking people visibly and loudly for the work they do is a start, but there needs to be specific attempts to lessen employee workloads. Here are some things I think will work:

Make a plan to remove some of the extra work from their plate so they see light at the end of the tunnel

Run interference when other employees try to delegate to already overworked members of your team.

Advocate for compensation that aligns with what people are actually doing, not just what is in their job description. 

Organizations are run by people. We need them to do better on this so we can move on to the next catchy yet annoying workplace fad!

*This is definitely a made-up situation (no it’s not) #mauifever

Persevering down the rabbit hole

Graduate school teaches you a lot. One of the things you learn is that we really don’t have any new ideas. Every great thing we think we came up with someone else already said/wrote/did. It can be really disheartening to think you have a brilliant idea only to realize there is already research on the same thing from forty years ago. When this happens you have to get to the original source and find out if they really said what you are trying to or if there are ways to expand the idea in some way. Sources and citations are key in research for better or worse. They are our currency. The impact/importance of our work is often considered in terms of how many other authors cite you.* Not giving credit to someone via citation in a paper is plagiarism. That is bad. As a Professor of Business Ethics I do not want to be the person who didn’t properly cite someone (#unethical). 

When I started working on tightroping I did my research. I looked at Google Scholar, I tried every key word similar to tightroping and I didn’t find anything. I looked at social psychology and sociology as well to see what those researchers were up to and I decided that I was on to something. Yes, there are other concepts that make up part of tightroping (i.e., impression management) but they are not the whole story. So off I went! 

About sixteen months into my research and writing I was reading an awesome book called Delusions of Gender (2010). And there on page 58 I saw this written: This catch-22 positions women who seek management roles on a “tightrope of impression management.” This sentence took me to a citation that says this: A phrase (tightrope of impression management) coined by Janet Holmes, author of Gendered Talk (2006), cited by Cameron, 2007, p. 141.

As you can see from my thoughtful margin notes this threw me for a loop. 

From the way this is written, it seems like this is a phrase people know. How did I miss it? “Coined by” makes me think this is something people say often!!! Was I stealing some other woman’s idea? Had I heard it and (accidentally) just repackaged it? Am I an idiot? Should I stop writing about tightroping? This was all followed by a flurry of texts to friends, a little bit of crying, some Scotch, and trash television to get it together.

I needed to find the Holmes citation to see what she was talking about. So I looked up the book and saw that Dr. Holmes was a sociolinguist (I am not) so I felt better about not bumping into this phrase. I also saw that the complete title of her book was Gendered Talk at Work: Constructing Social Identity Through Workplace Discourse. That’s a wobbly start. This told me that it was likely that Fine cited Cameron who cited Holmes and Fine may not have read the original quote. Still with me? Ok. No big deal so now that I had the Holmes book, I will see where she COINED this phrase. But guess what? She didn’t. On page 35 Holmes said: Joanna Brewis cites research on senior women who trod a tightrope of impression management. I looked up that citation in the index and found that, Dr. Joanna Brewis (Professor of People and Organizations), wrote: Telling it like it is? Gender, language and Organizations theory. This is a chapter in a book titled The Language of Organization (2001). By some miracle our library had an e-copy of this book. There, on page 299, Brewis said: Sheppard makes reference to the fact that her women managers had to be careful to tread a ‘tightrope” of impression management. 

At this point I believe I literally lost just a bit of my mind. WHO IS SHEPPARD????

Off to Brewis’ bibliography where I found that Sheppard was a sociologist in Canada. She wrote a chapter titled Organizations, Power and Sexuality: The Image and Self-Image of Women Managers that appeared in a book from 1989 titled The Sexuality of Organization. I had to request an actual physical copy of this book from the library, wait for a human to find it, and then go to the library to pick it up. Like the olden days. Now, with The Sexuality of Organization in my grubby little mitts, I started reading her chapter. On page 145 this phrase appears: They (women) live in the spotlight, highly visible, and they are very much alone up there on the corporate tightrope. CORPORATE TIGHTROPE! Wait, WHAT??? After several long, slow, deep breaths, I checked to make sure Sheppard didn't cite anyone. She didn’t. I had come to the end of the citation rabbit hole. And what did I learn? 

No phrase was “coined”

Sheppard is not using “tightrope” in the way other citations say she is

There is no direct mention of impression management 

People don’t read the things they cite

I wasn’t stealing some other woman’s idea

The library pick up desk is on the ground floor

Academia is maddening (I knew that this was just a reminder)

If you made it to the end of this harrowing tale you, my friend, have perseverance. It has a lot of different names: grit, determination, moxie (that is a fun one!!), tenacity, stamina and it is absolutely vital to achieving your goals. When this is how you operate, you muscle through even when things suck. The initial research on grit indicated that it was the key element to success, but new studies show that you also need passion about what you are doing to truly get you through the muck. That makes sense to me. I always say I don’t have my PhD because I am a some genius, I have it because I am determined. Even when I was wallowing in statistics-related self-doubt I was writing a dissertation I believed in and that drove me to keep going. That little dash of passion definitely helped. 

If you are thinking that this just isn’t something you have, it turns out you can work on it. Perseverance is a skill. There are some specific things you can do to develop your perseverance over time and part of making these changes is a growth mindset. If you  aren’t currently feeling the growth mindset and don’t want to persevere through any of these readings, let me offer you Dr. Duckworth’s TED talk. Baby steps count on the road to developing this skill!

Now that I have confirmed no ideas were stolen, I am going to keep writing about tightroping. I made it a verb and filed my trademark application. This website is the initial citation and I coined the term. I hope it becomes popular enough to get mis-cited. 

*If you ever use Scholar.Google for research look @ the citation count of a paper. That is usually an indication of the degree to which other researchers find it valid and useful. Alternatively, the count is high because this researcher is already “academic famous” and everyone cites them without actually reading what they wrote. 

Why leaning in is trash

Writing about quiet quitting the other day made me think about “leaning in” because it feels like the exact opposite. Leaning in was a huge deal a few years ago and is all about women looking for new and more opportunities as a work. Sheryl Sandberg popularized the idea with her book of the same title which came from her TED talk. Leanin.org offers “circles” women can join, resources, research, and articles. All great stuff! There are some suggestions in the book that I particularly like*:

1. Sit at the table. Rather than being on the periphery (literally or figuratively) we (women) need to pull up a chair and make our presence known.

2. Don’t leave before you leave. Don’t pass up opportunities because you think your life may change. She gives the example of pregnancy and women who have passed up promotions because they are trying to get pregnant. Basically that will take at least 8-9 months (likely longer) and other people are advancing while you stagnate waiting for something to happen. 

Awesome advice from the (former) COO of Facebook.** Here’s the thing though. Sheryl was writing for a very specific audience (crucial if you want to get a book deal which I very much do) but her book was touted as if it was a game changer for all working women. I wish! I wish that book existed (and that I wrote it), but it doesn’t and it won’t. Every woman faces unique challenges for a multitude of reasons (#intersectionality) so leaning in was never going to be the solution. 

A brief summary of the life of Sheryl Sandberg:

Her dad was a doctor (ophthalmologist), her mom taught college french 

She was a National Honor Society member in high school 

Her undergraduate is from Harvard and she was the top graduating student in economics (that is exceptionally impressive!). She made connections with faculty there that allowed her to work at the World Bank. 

She earned an MBA from Harvard with highest distinction (that is very bad ass)

Sheryl is highly educated, white, wealthy (her reported net worth is $1.5 billion. With a B.), straight, married, and well-connected. There is no doubt that she  is an exceptional and brilliant woman but she is NOT the norm. Many, many women do not have the advantages she had from birth so her advice sometimes goes off the rails a bit for regular ladies. For example she addresses the important issue of partners stepping up and fully taking on ½ of the responsibilities of a parent and member of a household. Great. They should, but there are a lot of single moms out there with zero help. Added bonus, even women with partners can’t allow themselves the opportunity to lean in when childcare is insanely expensive, not readily available, and women continue to be the “default” parent when something goes wrong. And these are only the starting point of the issues being faced by working women.

This all makes me want to scream. Our systems are broken. We need support for women in so many ways but suggesting we do more is definitely not the answer (BTW there is a book titled Lean Out and it’s great!)  but neither is quiet quitting. We need some sort of happy medium. I’m hoping tightroping can be part of it.

*There are other suggestions that are good but a little obvious. “Work hard” being one of them. No shit, Sheryl. 

**Please note this book was published at a time when we didn’t all understand the depths of Zuckerberg’s terribleness

SMART Goals

Good morning blog readers! In my first post a few weeks ago I laid out my SMART (specific, measurable, attainable, relevant, timely) goals for sabbatical. As a reminder here is my plan:

• Weekly or bi-weekly blog posts on academically-adjacent ideas about the invisible burdens on women @ work and tightroping

  • I am consistently posting Tuesday and Thursday @ 11am

• Monthly blog posts where I rant about how Sheryl Sandberg sold us all a lie and that leaning in is a bunch of bullshit and/or stories about my son

  • Son stories ✔️

  • Sheryl Sandberg post coming next week ✔️

• Six or seven completed book chapters

• An additional dog

• A book contract with an actual company so that I don’t have to make hard copies of what I write to give as gifts

It’s been less than a month but I am feeling good and that’s probably because making progress on your goals is shown to make us happier. It feels great to write and, weirdly, science also shows that it also makes us happier. You know what else makes us happier? DOGS!!!

Please meet our newest family member: Mango San Carlos 🥭

His brother, Mr. Crenshaw Sniffers (L) wavers between indifference and slight jealousy. Human son is very happy with this development. A New Life Rescue was wonderful if you are looking for a dog-faced friend. I can officially cross this (measurable) goal off my list!

I already knew how much I love having a dog but the actual research on what they bring to our lives is so interesting! Dogs are shown to increase our levels of oxytocin thus literally making us feel better. They also decrease stress levels in us and our kids and can make us healthier. This begs* the question: do these benefits carry over to work? It looks like they do! Workplaces that allow (well-trained) dogs in the office decrease absences and increase employee retention. They also increase productivity and communication between employees and it’s a great way to attract younger employees. There are clearly people who do not appreciate doggie licks or barks during meetings so having dogs in the workplace can be a tricky thing to establish. Understanding your employees is crucial to making this work and there are some great suggestions if this is something you want to implement or pitch at your office. If just thinking about having your furry friend with you all day sounds like a dream here is a list of companies that will let you.

Now if you will excuse me, I have a baby dog belly to rub!

*unintentional dog pun

Free to be

This tightroping idea has been in my brain for a while now. I like the word. I like the concept and women know EXACTLY what I am talking about when I say it. But so what? 

“So what?” was the question my PhD advisor would ask (after a painfully long pause) any time I told him a new idea I had for a project. It seems like such an innocuous question and yet it can totally destroy your day and your confidence.

I sat down the other day and started thinking about my “so what” and realized I have several. Today I want to talk about this one: I’m a Mom. In case you are wondering, I am 100% one of those annoying Moms who will show you pictures of her kid that you did not request to see. He is adorable. That is a fact. One of the (many) jobs I have as a Mom (as far as I am concerned) is to instill confidence in my kid. I want to make sure that he is comfortable in his own skin as he moves through the world and that the opinions of others don’t affect him. This is not easy. Have you hung out with any kids under 10 lately? They are savage with their opinions, disheveled, and generally terrible.* 

We are trying to develop his confidence by creating an emotionally healthy home that offers psychological safety. Having long talks about how and why all people are different. Validating his feelings. Playing songs with important messages. And reading books that highlight all the great things that result from just being yourself. 

The current favorite song  is W.I.T.C.H. by Devon Cole. You haven’t lived until your 6-year old is singing “she’s a woman in total control of herself” while doing his chores.

If you are rolling your eyes I GET IT. Before I had a kid I would have made fun of me. But these little maniacs make you just want to protect them. Unfortunately, at some point he has to leave the house and interact with people that aren’t his loving, accepting, delightful parents and friends. That is when I hope that all of those talks, and stories, and hugs are enough to make him not compromise himself or dull his shine for others. 

But GUESS WHAT??? I was doing the exact opposite in my own damn life. At home I was preaching the Free to be You and Me gospel but out in the world I was dulling my own shine. My words hold zero legitimacy if I am not applying them to myself so I decided I needed to make a change. I needed to cultivate the confidence of a six-year old dancing to his favorite Lady Gaga song in the living room. 

To clarify, I don’t lack confidence in a general sense. I claim my accomplishments and think I am generally kicking ass at life but there is room for improvement. I realized that I was holding parts of myself back at work. I was reluctant to speak up In certain circles because I didn’t want to come off as “pushy.” I was unwilling to contradict some colleagues for fear of repercussions. I didn’t wear the nose hoop piercing that I love for fear it would look unprofessional. I let the inappropriate comments go. All of this was me sacrificing part of myself and letting the (potential) opinions of others determine my behavior. 

That’s a hard pass from here on out. Me tightroping all of those behaviors and thoughts wasted my time, my brain power, and compromised the true expressions of my opinions which might have helped other women at work. I’m sure I will still tightrope things from time to time but when I catch myself I course-correct. Now I proof-read emails for errors not to check my “tone.” My nose hoop is in and I am committed to dismounting the tightrope at work. Watch out, I’m a W.I.T.C.H. 🪄

*I said what I said

A tribute to the G.O.A.T

Serena Williams is the epitome of a powerful woman. She owns her talent, strength, and opinions. In short-she is an icon. Last month she talked about the U.S. Open being her final tournament. Yesterday was the second round of the U.S. Open. Serena, currently ranked 605 in the women’s singles standing, beat Anna Kontaveit, the player ranked second. That in itself is impressive as is the fact that Serena is 14 years older than Anna. 40 year old bodies do not move and work like 26 year old bodies…

But here’s what I think is even more significant. Serena returned to tennis time and time again when people counted her out.* She came back from injuries, mental health struggles, and having a child. I can’t pretend to know what it is like to get back in Grand Slam shape after any of these issues. 

I do think it’s important to acknowledge my own illustrious tennis career. As a high school freshman I played third singles. In theory that was because I was the third best player on the team. In reality it was because the team just started that year and there were about five players total. My sophomore year I was “demoted” to the first doubles team. I am not a team player. I do not trust people to do things the way I do. I have control issues. I am working on them in therapy. So we had a doubles team consisting of one player who wasn’t happy to have to be a teammate and another who thought she was too good for doubles. It wasn’t good. We didn’t work together. We didn’t like each other. And then one day she didn’t run for any shots and I threatened to hit her in the head with my racquet. I was demoted to third singles. We were terrible. I switched to track the next year and that is a story for another day (#longjump). The end. 

In her on-court interview after the match yesterday there was a moment that was spectacular. Here’s how it went:

Interviewer: Are you surprised at yourself with your level (of play)?

Serena: Literally CHUCKLES

Interviewer (apparently just  realizing who she’s talking to-the damn G.O.A.T.): No. I know.

Serena: I’m mean, I’m just Serena, you know.

Just Serena. Just the greatest tennis player (and maybe athlete) of all time. Just a barrier breaking, African American woman who is a role model to millions of women and girls. Just a player who rocked a catsuit in protest of gendered dress codes in tennis. Legendary. Her comment in that interview is a lesson to us all. We can’t be shy about owning our accomplishments, ladies! Serena knows she is good. It’s not a fluke. It’s because she works hard. We do too. We have to own our accomplishments (this isn’t bragging!) because if we don’t someone else will take credit for our amazing work. 

Here are some tips on how to claim credit without being insufferable. If you still aren’t ready to toot your own horn, have someone else do it for you. Maybe even get together with a few women and decide to form a group (coven?) where you purposely highlight each other’s work. Don’t fly under the radar. Be like Serena. Be the G.O.A.T. in your office!

*Let’s be honest, people were counting her and Venus out for years. Until they started kicking everyone’s asses.

Loud working

My friends and I have been texting about quiet quitting a lot and, per my earlier blog post, we all think it’s dumb. In one of our threads, my amazing friend and colleague Dr. Justine Farrell said, “what about loud working?” This is a truly inspired turn of phrase. What is loud working you ask? Well, (according to my smart lady text thread) it’s when people need everyone to know that they are working. That they are BUSY. We all know these people (we sometimes are these people). No matter what the situation they fill you in on all of the very important things they are doing even when you did not ask. They will spend 20 minutes doing something that could have been done in 5 just to make a point that they “add value” and they are often energy vampires.* From what I can tell, there are two types of loud workers:

1. The ones who talk about how busy they are but a lot of the work is self-created busy work that isn’t important or useful

2. The ones who talk about how busy they are but are actually barely fulfilling their duties and/or doing a whole lot of nothing

I’m not sure which is worse but both of them drive me bonkers. I wish this didn’t annoy me so much but it does and I think it’s because WE ARE ALL BUSY. Just because we aren't bragging about our overloaded calendars, looming deadlines, or jammed inbox doesn't somehow make us less busy. Research shows that some people have an inherent need to be busy (or at least say they are) because busy = important and busy = valuable to the organization. But really, busy is generally a facade.

Maybe it’s not their fault. Maybe they are just not organized or lack time management skills. Studies show that some people are simply more efficient with their time which leads to increased productivity. No matter what the cause, it turns out always telling people how busy you are is potentially harmful to your career and can impact opportunities for you at work. This need to be busy is also bad for your physical and mental well-being. If you're reading this and you are or know a loud worker here are some things to say instead and some suggestions for how to stop. 

I’m going to try and be less annoyed with loud workers because it’s not a business competition and if it is I am not interested in winning. I want to do my job (well) and have the opportunity to spend time not doing my job and that’s ok. In fact it’s healthy and makes me MORE productive. So take note loud workers! Spend less time telling everyone how busy you are and more time doing the actual work. You’ll feel more accomplished, you may improve your standing at work, and your colleagues won’t feel drained or angsty after every interaction. Everyone wins!

*Please watch this if you aren’t familiar with energy vampires and their powers. And if you love absurdity I highly recommend What We Do in the Shadows. Vampires + Staten Island? Yes, please.

Quiet quitting is stupid

I don’t know how some stuff catches on but I think this whole “quiet quitting” thing is truly dumb. First, it’s not actually about quitting. Anyone who is quiet quitting is keeping their jobs and basically shifting their approach to work. The idea is that, rather than spending your time going above and beyond at your job, you simply fulfill your required duties. This is not revolutionary and I would argue it is merely repackaged work-life balance. I would also argue that work like balance is an absolute joke and doesn’t exist but that is a rant for another time. The quiet quitters out there are shutting their computers off at 5pm and heading home for some self-care.* They are focused on work fitting into their lives and not the other way around. Don’t get me wrong, none of this is bad but it also isn’t a as exciting as TikTok would lead us to believe. 

We are all trying to reclaim (i.e. desperately CLAW back) some of our personal time. While working at home during Covid, the line between work and home completely disappeared and now that many of us are back in the office the shift is jarring. No more folding laundry during meetings or middle of the day Hot Girl Walks. Instead people have to readjust to being back at their desks for many hours and day and the idea of staying late or working at home in the evening is no longer appealing. But was it ever? I have never encountered anyone who adores working long hours at the expense of personal time. 

Where I really struggle with quiet quitting is that someone has to pick up the slack. Yes, it is an organizational issue when employees are tasked with more than their fair share of responsibility for things beyond their job description but it all needs to get done. If you work as part of a team and opt to quiet quit (but don’t say anything, you know, because it’s “quiet”) that extra work is likely getting foisted on them. Some people may simply not care but, as I have said before, we work with other HUMANS and they would also likely enjoy reclaiming a bit more of their time as well.

Maybe one good thing that will come of this is a realization by leaders in organizations that the boundaries between work and home need to be reestablished. That’s tricky territory considering the many ways Covid completely transformed the way we work but it is possible. Maybe start by looking at our European friends. They are implementing the  four-day work week with great results. Employees are happier and more productive. Their overall mental health is improving and they have extra time for laundry and Hot Girl Walks. Sounds like a win-win to me. 

*Unless they have kids in which case they are heading home to be bossed around and to cook pasta for the thousandth time.