Source | LinkedIn | Penelope Trunk | Marketing. Content. PR.
Companies that have both men and women in high-level positions see improvements in productivity, innovation, safety, and profitability. Yet the number of women with jobs at the top is still decreasing.
You know why you would not want one of those jobs: 80-hour weeks, monthly travel, other people raising your children. But I wonder if you know the incredible lengths a company will go to attract and keep a woman who has reached a top position. These are stories I hear from women I coach and companies who hire me to recruit the type of women I coach.
Coaching client: Managing director in investment banking in NYC.
Three weeks after the third baby, the nanny quit. The nanny was supposed to raise the kids til they went to college. But instead, in an unprompted exit interview from hell, the nanny said the house is chaos, the parents don’t get home on time and the family needs two full-time nannies and a chef if they want someone to stay in the job long-term.
Her husband was a deer in headlights. He hated managing one nanny so much as a stay-at-home dad that he went back to work. The idea of coordinating two nannies was too much. Managing two nannies, a housekeeper and now a chef—it’s a part-time job in itself.
