The CEO’s Role Is Changing. What It Takes To Get The Top Job Now

Recruiters, leadership experts and board directors say the path to the top job, and the skills needed to succeed in it, has changed.

The mission of a CEO used to be fairly straightforward. Set the vision and strategy of your company and make sure the right people are in the right roles. Be sensitive to the needs of employees, customers, suppliers and others in your orbit but make shareholders your top priority. Above all else, grow as fast and as big as you can.

But as the world has changed, so have the demands of the CEO job— and the skills needed to succeed in it. Between the pandemic and polarization, climate change and cancel culture, the role has evolved in ways that few would have imagined a few years ago. CEO contenders lack a clear grasp on how the jobs they’re pursuing will change while those at the helm can offer only limited guidance.

What many CEOs increasingly realize is that the change has to start from within. Dick Patton, who co-leads the global CEO practice for recruitment firm Egon Zehnder, detected a mood of deep reflection among the 972 global CEOs they surveyed in a study last year. Nearly 80% of CEO participants said they needed to transform themselves as well as their organizations, and be more adaptive and self-aware.

Part of what’s fueling a new mindset is the recognition that trust and transparency have become vital to business success. Stephen Miles, an executive coach and founder of the Miles Group, argues that the CEO has gone from being the leader who runs the company to the person who must also promote the company’s purpose, impact and credentials as an employer of choice. In short, they must defend the company’s license to operate.

That requires “more influence-building, team-building, people-related skills,” says Miles, not to mention the courage to initiate change on weak signals and be open about their own struggles to connect with people. Emotional intelligence becomes more critical as the demands for CEOs to engage in political hot-button topics mount.

“You have to anticipate whether someone will have the instincts and the intestinal fortitude,” says Jane Stevenson, a vice chair at Korn Ferry who leads its global CEO succession practice. “The expectation of CEOs to take a stand—and to know when to take the stand and when to be quiet—is huge. It’s always been about who the person is. Now it’s who the person is, squared.”

A Need For Bolder Boards

Boards are starting—slowly—to think more broadly about the skills and profile needed to succeed as a CEO in this environment. Experience in operating and running a business is still essential—but a wider range of resumes and roles is under consideration. Diversity candidates are in higher demand, as are traits such as agility, resilience and political judgment.

“Boards are bucking conventional wisdom a bit more,” says Tim Conti, managing partner of executive search firm ON Partners. “The best boards recognize a CEO is just one member of an executive team, and if complemented properly, can come from a lot of new backgrounds.”

That doesn’t mean directors are rushing to take risks. CEO turnover dropped during the pandemic, as many boards put a premium on stability and familiarity to get through the crisis. While CEO openings among Fortune 500 and S&P 500 companies have picked up, most of those slots are filled through internal promotions, according to the latest Crist Kolder Volatility Report of America’s Leading Companies. Only 18.9% of new CEO hires through July were external candidates, versus 30.7% in 2019.

That could indicate more robust succession planning and leadership development—or a lack of imagination at a time when companies need it most. Jim Citrin, who leads Spencer Stuart’s CEO practice, argues that many boards are being too conservative at a time when they need the courage to make bold choices. “Some of the best-performing CEOs were not the obvious choices,” says Citrin.

“Boards basically define success as an internal promotion; failure as having to go outside. In this moment of change and dramatic stakes, all of us need to be creative and courageous.” While the usual route to the CEO’s office is through the president’s or COO’s job, that is not always the best path. A recent report from Spencer Stuart found that over the past 20 years, 85 percent of S&P 500 CEOs have come from one of four “last mile” roles: chief operating officer, a division-level CEO role, chief financial officer and “leapfrog” leaders who held executive jobs another rung or two from the top.

The most successful CEOs were those promoted from a few levels down; the least were CEOs who came from the CFO function. While the latter group knew how to turn a profit, the study found they weren’t as strong at driving top-line growth.

“Some of the best-performing CEOs were not the obvious choices … In this moment of change and dramatic stakes, all of us need to be creative and courageous.”

Jim Citrin, Spencer Stuart

The message is not to discount the value of leading the finance function but rather to supplement it with other responsibilities and C-suite roles. Bonnie Gwin, co-managing partner of the global CEO and board practice at Heidrick & Struggles, says there is demand “for CFOs who are strategic and have played really strategic thought partner roles with their CEO.”

There’s a growing appreciation for experience in other C-suite roles, too. A stint as a chief marketing officer or chief customer officer can be essential for running consumer-facing companies. The chief product officer is also gaining ground as a stepping stone to the CEO job, according to Mark Oppenheimer, CEO of Modern Executive Solutions, as it often “brings together sales, product, strategy and operational responsibilities.” Jeff Christian, who leads the search firm Christian & Timbers, agrees, adding that “product people are becoming the next generation CEOs.”

Perhaps the most common resume builder that indicates a CEO could be destined for the corner office is experience on a high-profile public board of directors. “Getting on some of these major boards is a very interesting corollary to someone getting CEO calls,” says Jana Rich, founder and CEO of the San Francisco-based Rich Talent Group. “You’re networked in a different way. You’re getting incredible exposure to people in the boardroom.”

A Premium—But Limited Progress—On Diversity

Whatever their background, one promising sign is that new CEOs are more likely to be women or people of color. Of the 682 CEOs tracked in the Crist Kolder report, 7.3% were women as of July 31 – up from 6.9% last year and 1.9% in 2010. Heidrick & Struggles took an even broader look at 1,095 CEOs in 24 countries and found women accounted for 13% of new CEOs during the first half of last year, about double from six months earlier.

Racial diversity is a slower climb, although Indian-born leaders continue to ascend to CEO roles, most recently at companies like Starbucks and FedEx. When it comes to the skills in demand for CEOs, some measures of potential remain constant. After studying data from thousands of CEO assessments, Elena Botelho, a partner at leadership advisory ghSMART, distilled the core behaviors for success to the acronym DARE – decisive, adaptable, reliable and engaging for impact.

While the framework is unchanged, Botelho says “adaptability became really paramount” amid the pandemic, which is less about the ability to spot a shift than to immediately respond to it. Resilience is critical. For current CEOs, the exhaustion of the last two years is real, despite it being a job where the median pay was a record-high $14.5 million last year for S&P 500 CEOs, according to an Equilar/Associated Press study.

The rinse-and-repeat series of crises and the dizzying rate of technological change is shifting how CEOs lead, how quickly they’re ready to pass the baton, and what their ambitions may be. While the current generation of CEO-ready leaders has arguably lived through more booms, busts and industry-shattering innovations than the people who came before them, many still feel unprepared. Faced with the prospect of added stress and scrutiny, some recruiters say a lot of candidates also want the job less and less.

They can earn millions through other C-suite roles without the constant scrutiny and stress. Still, for as long as there have been ambitious people, there have been people ambitious to lead. Increasingly, the brass ring is likely to go to those who are ambitious to learn. As Matthew Smith, an executive coach and former chief learning officer at McKinsey puts it: “Leaders who adapt and pivot with speed in the face of opportunities will outperform those who are over-reliant on the skills and habits that got them to the top.”

I am an assistant managing editor at Forbes, overseeing our editorial team that runs the C-suite communities, careers, ForbesWomen, 30 Under 30, and related coverage.

I am a Senior Editor at Forbes, leading our coverage of the workplace, careers and leadership issues. Before joining Forbes, I wrote for the Washington Post for more than a decade covering

Source: The CEO’s Role Is Changing. What It Takes To Get The Top Job Now

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Not Quietly Quitting But Quietly Returning, Older Workers Are Changing Work And Retirement

“I thought you retired,” I say teasingly to an old friend. He turns swiftly and in a somewhat irate tone, responds, “I am retired!” The 66-year old ‘retired’ engineer goes on, “I simply do what I want, when I want.” Pausing, he says, “And, for now, I want to work a bit.”

His words sum it up. For many, today’s retirement looks a lot like work. The difference? Work in their retirement years is now on their terms, not their employer’s or even on society’s expectations. My friend is not alone. Many recent retirees are saying they want to work at least “a bit“ in retirement. More than 2 million people retired during the first 18 months of the pandemic. They now appear to be heading back to work in what might be best described as quiet returning.

Today, data shows that the quiet return to work of onetime retirees are at higher levels than before the spring 2020 alarm bells caused many to run for the exits. At a time when “quiet quitting” — doing just enough to meet your job’s position description, but no more, has become a strategy for some to maintain their idea of quality of life, why would people who have worked decades and achieved what has been sold as nirvana, a.k.a. retirement, come back to work?

In part, the reasons for return includes what many might assume, money worries and the looming threat of inflation. Survey data from Joblist do indicate that 27% of those quietly returning to work were doing so because they needed the money and another 21% feared that inflation was eroding their retirement nest egg. However, the data identify the primary reason for quietly returning to be neither money nor inflation woes.

A full 60% of retirees returning to work said they were simply “looking for something to do.” According to Joblist CEO Kevin Harrington, “Many people struggle with how to spend their time after they retire and miss the social connection that work provides.”

While many scoff at the idea of work being more than a means to pay for living, work serves other critical functions that go well beyond money. We are very likely to spend more waking hours with our work colleagues than with our family and friends; consequently, work is a large part of our social world. Work structures our days, if not always to our liking. But while life may seem short, days with nothing to do or without a sense of purpose can feel endless.

And, as I observed in a previous article, socially isolating during the pandemic effectively became a fire drill for retirement planning. Unfortunately, during that time many of us discovered that we were far from prepared for unstructured days, weeks, and years no matter how long our ‘to do’ list was for retirement.The Joblist data show that more than half (52%) of those quietly returning were happy to be going back to work, 42% even said they were excited to clock back in on the job.

Similar to younger workers, retirees heading back to work were looking for flexibility. The vast majority (79%) wanted to work part-time. And, half of respondents might make many employers’ hearts sing — saying that work could either be in-person or remote. Moreover, as Joblist’s Harrington comments, older workers quietly returning, “Could be good news for employers. Retirees are an overlooked talent pool that companies can and should engage in order to combat labor shortages.”

That said, returning to work is not without some trepidation. Nearly 30% of retirees surveyed by Joblist expressed nervousness, stress, and frustration about returning to work. Getting back into the rhythm of work after being retired can be challenging. Just consider how difficult it has been for many people of all ages to go back to the workplace after the pandemic. Retirees may have multiple and compounding concerns. These might include feelings of being ‘rusty’ after being away from work for a year or many years.

How do you write a resume with several decades of varied experience? How to prepare for an interview with someone your child’s or even grandchild’s age? What is appropriate compensation? And, sadly, many will confront valid fears of not being accepted by employers and younger colleagues in workplaces that may be rampant with ageism.

Some call those making this quiet return back to work ‘unretired.’ Not incorrect in phrasing, but incomplete in capturing the full impact of what those quietly returning may have on our social narrative of retirement. They are not simply unretired, they are pioneers. These older adults are inventing something that is neither our current idea of retirement or of work. They are quietly creating something else — a new life stage altogether that sees the retirement age of today as a mile marker, not an exit.

I lead the Massachusetts Institute of Technology AgeLab (agelab.mit.edu). Researcher, teacher, speaker and advisor – my work explores how global demographics, technology

Source: Not Quietly Quitting But Quietly Returning, Older Workers Are Changing Work And Retirement

Critics by Cheryl Winokur Munk

Start with those that have publicly pledged to level the playing field for older workers. More than 1,000 companies, including Humana, Microsoft, Marriott International and McDonald’s, have signed on to the AARP Employer Pledge program. Eligible companies can’t have had discrimination lawsuits within the past five years. They must also agree to recruit across diverse age groups and consider all applications equally, regardless of age. AARP also offers a jobs board to help match experienced candidates with companies who have committed to having an age-diverse employee base.

The Age-Friendly Institute also certifies companies that are considered best-in-class for workers aged 50 and above. Applicants go through an extensive review and certification process, which includes committing to “meaningful employment, development opportunities and competitive pay and benefits for employees 50+.” The list, last updated in April, includes Aetna, Home Depot, Macy’s, Starbucks and Wells Fargo.

Just be aware that these lists can change, and don’t give you the whole picture, so be sure to do your due diligence on any company you are considering, said Lance Robertson, a former U.S. Department of Health & Human Services Assistant Secretary for Aging, who is now a director at Guidehouse, a global consulting and IT services provider.

Older job candidates should look at a company’s job ads, which can offer insights into the company’s culture and if it’s really age inclusive, said Paul Lewis, chief customer officer at Adzuna, an online job search engine. Older job seekers should look for language that specifically states the company doesn’t discriminate based on age, he said.

Conversely, seniors should be wary of companies that use the term “digital native” in a job description or set a cap on the number of years of experience as a job requirement, said Karina Hertz, strategic communications director of AARP.

Additionally, websites like LinkedIn, Facebook and Glassdoor can be helpful in finding resources and information about a company’s employment practices, including its commitment to older workers. And talking to current and former employees is also a good opportunity to gather information, Robertson said.

It’s also worth checking out what tools, if any, a company offers to help older workers find jobs. Humana, for example, has a career site, with a section on “jobs after retirement” where seniors can search for jobs, learn about popular roles for older workers, and get answers to FAQ, including what the impact of working could be on their Social Security benefits.

Workers who are younger than what the Social Security Administration considers their full retirement age and earn more than the yearly earnings limit, $19,560 in 2022, may have their benefits reduced. This means a deduction of $1 from your benefit payments for every $2 you earn above the annual limit, for those who are under full retirement age all year.

After doing your basic research, be sure to talk to a company’s human resources department to get a deeper understanding of the company’s policies, Robertson said.

Seniors should ask about the kinds of support the company provides to family caregivers and what flexible work options exist in the event an employee needs to take on or increase existing responsibilities. This can include an array of options including job-sharing, compressed work weeks, remote work, hybrid work and project-based work, said Chantelle Johnson, associate vice president of workforce and culture at Humana.

It’s also important to find out whether the company offers networking groups for seniors, which is a good way for mature workers to connect and benefit from shared experiences, she said. Approaches to team collaboration, and learning and development opportunities, are important to know about in advance, said Ronni Zehavi, CEO of HiBob, an HR tech platform.

“Even if someone has been in the workforce for 30 years or longer, it doesn’t mean that they have acquired all the wisdom they possibly want,” he said. It’s equally important to inquire how this learning is accomplished, since many older adults aren’t as tech-savvy as their younger counterparts. Find out whether the company offers other options beyond online and app-based training, Robertson said. And health-care options, including dental, vision and pharmacy benefits, become even more important as people age, so that’s a must to understand, he added.

Related contents:

Daniel Andrews joins push to mobilise ‘hidden army’ of older workers 3AW

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What Is Inheritance Theft (and How Can You Protect Your Money)

If you have money, property, or other assets to pass down when you die—or if you’re a beneficiary expecting an inheritance from a relative—you want to make sure all gets distributed according to plan.

But it’s not unheard of for family conflict to complicate or completely derail the allocation of an inheritance—and this can even devolve into a type of theft known as “inheritance theft,” or “inheritance hijacking,” which could be charged as a misdemeanor or a felony. So what exactly does it involve, and how can you protect your money?

What is inheritance hijacking?

Inheritance theft may occur in a variety of ways:

  • Stealing, destroying, or forging trust or will documents.
  • Coercing or using undue influence (part of which involves “excessive persuasion”) to convince someone to change their will or trust.
  • Stealing, hiding, or diverting assets from an estate or for personal gain.
  • Abusing power of attorney authority.
  • Charging excessive fees for services related to executor or trustee duties.
  • Marrying under false pretenses for the purpose of benefiting from an inheritance.

While inheritance theft can be perpetrated by professionals aiding in estate planning or execution, it’s more likely to occur within a family or among close caretakers. Emotional manipulation is one common tactic, and usually involves a family member who is after someone’s assets trying to get closer to that person, often by doing them favors. Similarly, family members may bad mouth each other to convince the person to reallocate their inheritance.

Note that stealing assets from an older adult or forging documents related to finances is considered a form of elder abuse.

How to protect your assets from hijacking

First and foremost, start your estate planning process early, and with the help of a lawyer who specializes in this area. An experienced attorney can help you draft a sound estate planning agreement. Keep multiple sets of extensive records of anything related to your estate, and discuss your wishes clearly with those involved.

You may also consider distributing assets early so they are dispersed the way you want, says Jason Porter, a UK-based senior investment manager with Scottish Heritage SG. This could prevent coercion or diversion, though you’ll want to work with a tax prep expert to understand the impact of large gifts.

Again, because emotional manipulation among relatives is a more likely scenario than any sort of professional theft or fraud, employing legal and financial professionals who specialize in estate planning can be your best protection. You may also consider having multiple executors who are accountable for distributing your assets according to your estate plan.

How to protect your inheritance

Let’s say you’re an heir, and we’ll assume you have the best intentions to honor a relative’s wishes and be above board legally. You can watch for family members acting weird or cozying up to a relative they’ve had a lot of conflict with. Financial abuse and exploitation—mismanagement or misuse of money—can be difficult to spot, but warning signs may also include sudden changes in banking, large or unexplained withdrawals or asset transfers, and unpaid bills.

The laws governing inheritance theft and the penalties for violations vary by state, but if you suspect this is occurring, an estate planning attorney or forensic accountant can help you pursue these concerns. You can also report elder abuse to your state agency.

By: Emily Long

Source: How to Stop Someone From Stealing Your Inheritance

Critics:

The reason we create estate plans and wills is that we want to feel assured that our assets will pass on to the intended recipients. Unfortunately, our best-laid plans can go awry when Inheritance Hijacking occurs. One of the most frustrating things about inheritance theft is that it is often committed by relatives. This not only means that their actions can ruin family relations, but also that they are likely to get away with it if no proper measures are in place.

You can increase the odds that your assets reach the intended parties after you die if you take certain steps now. For example, it can be useful to discuss your estate plan with all your intended heirs present at the same time. This way, you can ensure that everyone is on the same page, making it much more difficult for the various forms of will hijacking to occur.

Ensuring that you have an attorney involved who will also be able to assist the family can help keep conversations consistent, and diminish the ability for anyone to fabricate what was said or what was intended. 

You may also want to appoint two executors to your estate. This can reduce the chances that anyone will abuse their position. It can be especially helpful to nominate a non-family professional as one of the two executors.

It is also worth considering giving assets to your heirs before you die. Not only will this keep family members from fighting over them after you are gone, but you will also get to witness your heirs enjoying your gifts while you are still around.

It can be quite difficult to prove your case if you don’t know when the theft happened or aren’t sure who is to blame. You will need to do some detective work to get the evidence you require to prove your claim in court.

If you suspect something has been stolen but aren’t sure what it is, you’ll need to conduct your own inventory of the decedent’s estate. You may notice large withdrawals from bank accounts or changes in beneficiaries with life insurance policies, retirement accounts, or of other assets. If someone else is named as the beneficiary instead of the family member or if a title was transferred to another person, you will likely need to prove that the decedent was coerced into making those changes or manipulated by someone stealing your rightful inheritance.

If the theft was of money from a business or other fraudulent activity, you may need a forensic accountant to go through the records. Of course, you won’t need to take care of all this yourself. Your probate attorney will hire someone with experience in this area.

For physical items, you may have difficulty proving the person has possession of it. If the theft is of real property or large items, such as their classic cars, the title or deed would have to be changed. You would need to prove that the decedent was manipulated or threatened into giving them the property.

For smaller missing items, you may have difficulty proving they exist. If they have significant value, these items may have been insured, such as with expensive jewelry or artwork. Many times, the thief will sell these assets quickly to get the money and remove the item from their possession.

An estate plan that is prepared in collaboration with an experienced Santa Cruz will and trust attorney is much less susceptible to inheritance hijacking than one that you prepare yourself. A seasoned lawyer can help you arrange your estate plan in a way that protects your interests and those of your heirs, leaving far less room for confusion and making it much less likely that your will could be successfully contested.

If you would like professional assistance with this process, we invite you to contact our Santa Cruz office or one of our offices located throughout the state of California by calling (800) 244-8814.

Related contents:

what-is-inheritance-hijacking

Inheritance Hijacking Defined

Inheritance Hijackers: Who Wants to Steal Your Inheritance and How to Protect It

Blood & Money: Why Families Fight Over Inheritance and What To Do About It

Inheritance Theft: Coping With Family Betrayal

Protecting Yourself From Inheritance Theft

How to Stop Inheritance Theft and Protect Your Rights

How to Recover Stolen Inheritance – Probate Advance

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How To Manage Life When You Have Poor Executive Function

Even if you’ve never heard the term “executive function,” you may be painfully aware of how important it is for everyday life. Executive functioning is often described as the management system of the brain: This is the portion responsible for planning, prioritizing and executing tasks.

“Executive function is the CEO of the brain,” said Jessica McCabe, host of the YouTube channel How To ADHD. “Executive function is a set of cognitive processes that help us self-regulate so that we can effectively plan, prioritize, and sustain effort for our long-term goals.”

What does executive functioning control?

Carrying out tasks to completion requires a significant number of mental skills, including the ability to accurately predict what is needed, the ability to problem-solve when issues arise, and the emotional self-control to follow through, even if the task turns out to be harder than anticipated. It is the bedrock of many different skills, including the ability to focus, make and execute plans, identify priorities, follow tasks to completion, understand multiple points of view, regulate emotions, and keep track of what you are doing.

“We’re talking about converting intentions into action,” said Ari Tuckman, a clinical psychologist who specializes in treating ADHD. Going from intending to do something to actually finishing it requires a combination of working memory, flexible thinking, and self-control.

In real life, issues with executive function can look like losing your keys on a daily basis, missing appointments because you keep forgetting about them, struggling to finish projects at work, getting slammed with late fees because you forgot to pay your credit card bill on time, or being unable to stay organized. “That affects every aspect of our lives,” McCabe said.

Executive functioning can be impacted by depression, anxiety, and disorders like ADHD. Stress and sleep deprivation can also lead to short-term impairments.

Strategies for dealing with executive function issues

The biggest challenge when it comes to dealing with executive functioning issues is that all of the solutions also require executive function to carry out. “As lovely as it is to suggest making lists to someone with ADHD, they’ve probably made lists. They’ve lost them. Or they weren’t sure how to prioritize them,” said McCabe, who was diagnosed with ADHD when she was younger.

It’s for this reason that dealing with executive function issues is so challenging—it’s needed for pretty much everything you do, and impacts just about every facet of your life. For conditions like ADHD, the most effective way to improve executive functioning is to seek treatment—the main strategy is often medication. ADHD is a neurodevelopmental condition, which is thought to be due to a shortage in the neurotransmitter dopamine. However, as McCabe points out, although medication can help improve the underlying cause, “pills don’t teach skills.”

Medication can help address the underlying neurobiological cause, but it won’t teach you the life skills needed to reach your goals. For that reason, the most effective course of treatment is generally medication combined with therapy, which can help develop the necessary skills.

Limit (further) impairments to executive function

If you have executive function issues, it helps to support it in any way you can, which includes lifestyle. Stress and sleep deprivation can lead to short-term impairments of your executive function, while diet and exercise can help it perform at its best.

“It doesn’t make you Superman, it doesn’t make you better than you are, but it at least enables you to bring the best of what you got,” Tuckman said. Of course, as with so many of these strategies, the double whammy is that when you are overwhelmed, prioritizing sleep, diet, and exercise requires significant executive function. “This kind of makes a bad situation worse,” Tuckman said.

Introduce strategies one at a time

There are going to be a hundred different strategies and tricks that can potentially help with your executive function issues. However, as McCabe notes, “a lot of the support we need is in implementing these strategies. Every time we add something new to our plate, to support our executive function, that throws things off for us.”

Instead, McCabe suggests being selective about introducing new strategies, and allow a period of time to get used to it. She also strongly recommends thinking about what has worked in the past and using that as a guide for what can help now. “Don’t start from scratch,” she said. “That’s hard on executive function.”

One of the most important things you can do to support your executive function is to make sure that you are spending your time on what matters, rather than trying to do everything. “Staying on top of everything isn’t realistic for most people, let alone those with executive function challenges,” McCabe said.

Potential strategies can include minimalism, automating things, or picking your battles wisely. “If you want to do more, do less, because the more we’re trying to do, the more we have to keep track of, the harder it is for executive function to stay on top of all that,” McCabe said.

Understand this is a work in progress

Improving and supporting your executive function is a lifelong process. What helps today may not work a year from now when circumstances may have changed—and there are going to be good days and bad days.

“Focus on the long game,” Tuckman said. “Focus on finding better systems and strategies, and then just keep showing up and applying them. If today was a bad day, show up again tomorrow and start over.”

By: Rachel Fairbank

Source: How to Manage Life When You Have Poor Executive Function

Critics by : Marisa Sanfilippo Business News Daily Contributing Writer

What is work-life balance, and why is it important?

In short, work-life balance is the state of equilibrium where a person equally prioritizes the demands of one’s career and the demands of one’s personal life. Some of the common reasons that lead to a poor work-life balance include:

  • Increased responsibilities at work
  • Working longer hours
  • Increased responsibilities at home
  • Having children

A good work-life balance, said Chris Chancey, career expert and CEO of Amplio Recruiting, has numerous positive effects, including less stress, a lower risk of burnout and a greater sense of well-being. This not only benefits employees but employers, too. 

“Employers who are committed to providing environments that support work-life balance for their employees can save on costs, experience fewer cases of absenteeism, and enjoy a more loyal and productive workforce,” said Chancey. Employers that offer options as telecommuting or flexible work schedules can help employees have a better work-life balance.

When creating a schedule that works for you, think about the best way to achieve balance at work and in your personal life. Chancey said that work-life balance is less about dividing the hours in your day evenly between work and personal life and, instead, is more about having the flexibility to get things done in your professional life while still having time and energy to enjoy your personal life. There may be some days where you work longer hours so you have time later in the week to enjoy other activities. 

Here are eight ways to create a better work-life balance, as well as how to be a supportive manager.

1. Accept that there is no ‘perfect’ work-life balance.

When you hear “work-life balance,” you probably imagine having an extremely productive day at work, and leaving early to spend the other half of the day with friends and family. While this may seem ideal, it is not always possible. 

Don’t strive for the perfect schedule; strive for a realistic one. Some days, you might focus more on work, while other days you might have more time and energy to pursue your hobbies or spend time with your loved ones. Balance is achieved over time, not each day. 

“It is important to remain fluid and constantly assess where you are [versus] your goals and priorities,” said Heather Monahan, founder of the career mentoring group, #BossinHeels. “At times, your children may need you, and other times, you may need to travel for work, but allowing yourself to remain open to redirecting and assessing your needs on any day is key in finding balance.” 

2. Find a job that you love.

Although work is an expected societal norm, your career shouldn’t be restraining. If you hate what you do, you aren’t going to be happy, plain and simple. You don’t need to love every aspect of your job, but it needs to be exciting enough that you don’t dread getting out of bed every morning. 

Monahan recommended finding a job that you are so passionate about you would do it for free. “If your job is draining you, and you are finding it difficult to do the things you love outside of work, something is wrong,” said Monahan. “You may be working in a toxic environment, for a toxic person, or doing a job that you truly don’t love. If this is the case, it is time to find a new job.”

3. Prioritize your health.

Your overall physical, emotional and mental health should be your main concern. If you struggle with anxiety or depression and think therapy would benefit you, fit those sessions into your schedule, even if you have to leave work early or ditch your evening spin class. If you are battling a chronic illness, don’t be afraid to call in sick on rough days. Overworking yourself prevents you from getting better, possibly causing you to take more days off in the future. 

“Prioritizing your health first and foremost will make you a better employee and person,” said Monahan. “You will miss less work, and when you are there, you will be happier and more productive.” 

Prioritizing your health doesn’t have to consist of radical or extreme activities. It can be as simple as daily meditation or exercise. 

4. Don’t be afraid to unplug.

Cutting ties with the outside world from time to time allows us to recover from weekly stress and gives us space for other thoughts and ideas to emerge. Unplugging can mean something simple like practicing transit meditation on your daily commute, instead of checking work emails. 

Monahan said when she used to travel with her boss for work, she’d look over to find him reading a novel while she would be doing something work-related. 

“I didn’t understand at the time that he was giving himself a break and decompressing while I was leading myself to a potential burnout,” said Monahan. 

Now, Monahan practices the same tactics. She reiterated that taking that time to unwind is critical to success and will help you feel more energized when you’re on the clock.

5. Take a vacation.

Sometimes, truly unplugging means taking vacation time and shutting work completely off for a while. Whether your vacation consists of a one-day staycation or a two-week trip to Bali, it’s important to take time off to physically and mentally recharge. 

According to the State of American Vacation 2018 study conducted by the U.S. Travel Association, 52% of employees reported having unused vacation days left over at the end of the year. Employees are often worried that taking time off will disrupt the workflow, and they will be met with a backlog of work when they return. This fear should not restrict you from taking a much-needed break. 

“The truth is, there is no nobility in not taking well-deserved time away from work; the benefits of taking a day off far outweigh the downsides,” said Chancey. “With proper planning, you can take time away without worrying about burdening your colleagues or contending with a huge workload when you return.” 

6. Make time for yourself and your loved ones.

While your job is important, it shouldn’t be your entire life. You were an individual before taking this position, and you should prioritize the activities or hobbies that make you happy. Chancey said that achieving work-life balance requires deliberate action. 

“If you do not firmly plan for personal time, you will never have time to do other things outside of work,” said Chancey. “No matter how hectic your schedule might be, you ultimately have control of your time and life.” 

When planning time with your loved ones, create a calendar for romantic and family dates. It may seem weird to plan one-on-one time with someone you live with, but it will ensure that you spend quality time with them without work-life conflict. Just because work keeps you busy doesn’t mean you should neglect personal relationships. 

“Realize that no one at your company is going to love you or appreciate you the way your loved ones do,” said Monahan. “Also [remember] that everyone is replaceable at work, and no matter how important you think your job is, the company will not miss a beat tomorrow if you are gone.”

7. Set boundaries and work hours.

Set boundaries for yourself and your colleagues, to avoid burnout. When you leave the office, avoid thinking about upcoming projects or answering company emails. Consider having a separate computer or phone for work, so you can shut it off when you clock out. If that isn’t possible, use separate browsers, emails or filters for your work and personal platforms.

Additionally, Chancey recommended setting specific work hours. “Whether you work away from home or at home, it is important to determine when you will work and when you will stop working; otherwise, you might find yourself answering work-related emails late at night, during vacations or on weekends off,” said Chancey. 

Chancey advised notifying team members and your manager about boundaries beyond which you cannot be accessible because you are engaged in personal activities. This will help to ensure that they understand and respect your workplace limits and expectations.

8. Set goals and priorities (and stick to them).

Set achievable goals by implementing time-management strategies, analyzing your to-do list, and cutting out tasks that have little to no value. 

Pay attention to when you are most productive at work and block that time off for your most important work-related activities. Avoid checking your emails and phone every few minutes, as those are major time-wasting tasks that derail your attention and productivity. Structuring your day can increase productivity at work, which can result in more free time to relax outside of work.

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How Much Liquidity Does Your Portfolio Need During Ages 30, 40, 50, 60+

The global market’s volatility and increasing inflation is likely a cause for concern as you manage your portfolio.  With these challenges, it’s advisable to incorporate liquidity into your planning.

Liquidity is described as the amount of cash you can readily access, or how quickly you can convert assets to cash. The need for liquidity can vary depending on your age and risk tolerance, and short and long term financial goals. We’ve asked financial experts for their advice about how to plan your liquidity strategy as you age.

Liquid emergency savings for unforeseen life events

According to financial experts, you should have about six months of liquid living expenses set aside in an emergency fund, if you encounter a job loss, experience a medical emergency or have a sudden expense like a car repair.

“At any age we recommend an emergency fund in cash or cash investments to cover roughly six-month expenditures.”

“At any age we recommend an emergency fund in cash or cash investments to cover roughly six-month expenditures,” says Rob Williams, CFP®, CRPC®, managing director, financial planning, retirement income and wealth management, Schwab Center for Financial Research. “They can cover a one-time surprise expense or tide you over if you have an illness, change jobs, or have another expense, to help avoid the need to sell investments.”

How your age factors in on your liquidity path

According to Williams, investors aged 30 to their early 60s and still working and who do not need money from their portfolio soon could start with around 5% of their portfolio in cash and cash investments, based on the time horizon and risk tolerance.

And, for investors nearing retirement, when they may need to start tapping their portfolio, or another goal, such as paying for a child’s education, may want to hold a higher proportion in cash and cash investments in their portfolio, Williams says.

“We suggest, generally, that investors hold the next year of money that they may need to withdraw from a portfolio, to pay for a goal or expense in cash or cash investments.”

“We suggest, generally, that investors hold the next year of money they may need to withdraw from a portfolio, to pay for a goal or expense, in cash or cash investments,” Williams explains. “This is a good guideline, to determine how much you might want to hold based not just on your age, but your goals as well.”

How goals can influence your decade-by-decade liquidity decisions

John Pilkington, CFP, senior financial advisor with Vanguard Personal Advisor Services, also recommends setting aside 3-6 months’ worth of expenses in an emergency fund, and, given an individual’s or couple’s lifestyle and financial goals, he advises to consider how liquid reserves fit into a broader financial plan.

“For example, if someone is in their early 40s and is planning a significant purchase, such as a vacation property, in the near future, they will have significantly higher liquidity needs than someone of the same age who is only saving for longer term goals,” he says.

Other factors that can impact your need for liquidity could be financing a child’s education or creating a retirement plan.

“Typically, those in their 30s and 40s have competing financial goals – think paying down a mortgage, student loans, saving for children’s future college expenses, saving for retirement – and therefore have a higher need for liquidity should they need to tap funds amid planning other financial obligations,” Pilkington says.

As he mentioned,  a challenge that many in these 30s to 40s decades face is the ability to create liquid reserves, as their competing goals are co-existing among higher debt burdens.

“This audience can benefit from looking at alternative sources of liquidity – such as a home equity line of credit, tapping a Roth IRA, or a personal loan,” adds Pilkington.

Source: How much liquidity does your portfolio need during ages 30, 40, 50, 60+ ? | Fox Business

.

Critics:

Liquidity becomes even more critical to consider in the context of an investor’s financial goals. For most, goals can be described most simply as certain amounts of money needed at particular points in time. However, when the time comes, investors will likely need to fund their goals in the form of cash, rather than in the form of financial securities or art.

Of course, exceptions exist for example, a charitable donation of stock or repurposing a piece of real estate investment property to serve as a retirement home. Your financial advisor has the tools and resources to incorporate your financial goals into your long-term plan. To illustrate this, consider a goal of funding a child’s university education. For most, this involves multiple payments of cash over the course of a few years at some point in the future.

When the tuition due-date nears, the portfolio of securities would likely need to become less risky, more stable, more liquid, and more accessible in order to ensure the tuition payment clears. The graph below depicts a hypothetical example of how the cash required over the child’s age increases as he approaches his college education years – requiring strategic planning for liquidity needs.

Especially in the case of relatively large financial goals such as funding higher-education, the chances that your goals become a reality can be improved by starting early, having a long-term focus, and putting a plan in place with your financial advisor.

More contents:

Liquidity – Dictionary Definition of Liquidity”. About.com Education. Archived from the original on 17 April 2015. Retrieved 27 May 2015.

Keynes, John Maynard. A Treatise on Money. Vol. 2. p. 67.

TradeLive”. TradeLive.in. Archived from the original on 26 December 2017. Retrieved 27 May 2015.

The Performance of Liquidity in the Subprime Mortgage Crisis” (PDF). New Political Economy. 15 (1): 71-89. doi:10.1080/13563460903553624. S2CID 153899413.

Mifid ushers in a new era of trading”. Financial Times. Retrieved 27 May 2015.

Understanding Financial Liquidity”. Investopedia.com. Investopedia US. Archived from the original on 3 May 2018. Retrieved 11 August 2014.

Why Stocks Are Rising: It’s The Liquidity, Stupid!”. Yahoo Finance. Archived from the original on 1 June 2013. Retrieved 11 August 2014.

Liquidity: Finance in motion or evaporation”, lecture by Michael Mainelli at Gresham College, 5 September 2007 (available for download as an audio or video file, as well as a text file)

The role of time-critical liquidity in financial markets by David Marshall and Robert Steigerwald (Federal Reserve Bank of Chicago)

Financial market utilities and the challenge of just-in-time liquidity

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