Beyond the obvious reasons an organization cares for their staff, there’s a real business case (aka your bottom line) for building an integrated workplace that’s inclusive of parents.

Sounds incredibly basic, right?

However, when parents themselves have trouble navigating the transitions that life presents them, how should a business handle them? Knowing that parenting lasts, at minimum, 18 years we know families cope with transitions long after the parental leave & sleepless nights.

Where there is no roadmap, Cara Pollard Coaching (CPC) provides a sense of GPS; helping to shift parents away from less successful, repeating behaviors and generational patterns, to creating authentic relationships with their children. CPC has developed their own program, SPIRAL™, which strives to stop reactive parenting and, instead, put in place an intentional process to help manage the moments of challenge .

Whatever that may look like, to each individual household.

In the workplace, we assume that parents of younger children need the most support. However, as children age, the later-stage parenting demands have unique challenges that need to be considered to allow a mother or father to cope effectively.

In 2018, 97 percent of married-couple families with children, had at least one employed parent, and 63 percent had both parents employed. Among families maintained by fathers, 84 percent of fathers were employed in 2018, a greater share than the 74.1 percent of employed mothers in families maintained by mothers.

Creating equity within the workplace means empowering both men & women in their roles in and out of the office. Keeping women on track to their goals while, at the same time, allowing men to participate more fully in their family’s life means we must shift the cultural norms within the workplace.

Studies show that two thirds of working parents report feeling like a failure as a parent. This sense of failure shows up in the workplace too. Alternatively, studies show that when the primary breadwinner has greater connectedness to their family, they are more productive in the workplace. Additionally, when Dads are more connected and engaged in their child’s life, they are happier and more productive employees.

CPC is skilled at crafting solutions that empower working parents to create a greater sense of accomplishment and belief in their own abilities. Understanding how organizations deal with the women and men behind these shared parenting & corporate roles can be the difference between success & failure within an organization.

When a business helps to provide a sense of Integration between an employee’s personal and professional worlds, the payoff shows up in the bottom line.

CPC works with leadership teams instilling the VALUES and LESSONS that can be passed along to every level of team member in order to create a culture of inclusivity & community. CPC can also works with individual employees providing tools that work to build their brain power and flex their soft skill muscle. Including mindfulness, resilience, better relationships and direct communication skills. We will find ways to narrow the gender gap through the implementation of coaching methods that shift cultural mindsets and restraints that keep women form advancing.

Not unlike the managerial Peter Principle where we are promoted until the point of ineffectual, parenting has a way of working until it doesn’t. CPC turns parent ‘hacks’ into parent pros who find greater integration between their life in the office & at home. Our self-taught systems don’t always serve us in knowing how to adjust to the changing phases of your children’s development but we will support your employee through those phases.

Let CPC lead your staff with parenting strategies that allow for knowledge and discovery; forging new habits for a preferred way of interacting.