TRANSITIONS PROGRAMME RETURNING WITH CONFIDENCE WORK, ME AND THE BABY

Transcription

1 TRANSITIONS PROGRAMME RETURNING WITH CONFIDENCE WORK, ME AND THE BABY

2 Becoming a parent has helped me develop my creativity in ways I never imagined.

3 NURTURING GREAT RETURNS BECOMING A PARENT DOESN T NEED TO MEAN THE END OF A PROMISING CAREER. AT WOMBA WE BELIEVE THAT STARTING A FAMILY IS A UNIQUE AND ESSENTIAL OPPORTUNITY FOR PERSONAL AND PROFESSIONAL DEVELOPMENT. Making the switch from childless professional to working parent is challenging, particularly for primary care givers. Time away from careers, and those all important networks of colleagues and stakeholders, can slow professional progression. Sometimes to a dead stop. At WOMBA we think this is a lost opportunity. Parenting involves the rapid development of some incredible skills, all eminently transferable to the workplace. Being a parent, after all, is a unique opportunity for reflection, re-evaluation, and recharge. By working together to provide the right framework of development support, we can enable new parents to emerge stronger and more confident. The WOMBA Transitions Programme has been thoughtfully designed with the help of working parents, experts in leadership development, and leading academics from some of the world s most prestigious business schools. It s accessible for all of your employees, as we recognise that support and development for a broader cross section of any organisation will create optimum conditions for both retention and progression. A SUPPORTIVE NETWORK As part of our Transitions Programme, our elite leadership coaches nurture parents from a diverse range of organisations and give them the opportunity to build networks with like-minded professionals. We provide an environment where participants feel safe and enabled to not only make positive choices about their own careers, but to also have a real impact within their respective organisations. Providing access to world class coaching during a pivotal moment in your employees lives will help make this an incredible experience. When your employees return to work it will be with increased confidence, new skill sets, and renewed passion for both their current role and future progression.

4 PROGRAMME OUTLINE PHASE 1: PREPARATION Two half day modules. Participants should join from around four months from their planned departure date Content covers: establishing a new external network; working with identity change; mindfulness and self care; understanding your personal drivers; strategies for a successful exit and maintaining contact The aims of this phase of the programme are: To create a supportive community of like minded parents To help participants understand the psychological phases of their forthcoming transition To increase participants self knowledge about their personal drivers and unconscious triggers that will help or hinder them during this time of change To develop participants skills in a selection of tools and techniques that support their experience of change, help manage energy and increase resilience To fully explore participants stakeholder groups, as well as internal and external support networks To share best practice for a well planned exit and help employees stay connected during absence

5 I m much more efficient because I don t sweat the small stuff anymore.

6 I trust my instinct more so I make better and quicker decisions.

7 PHASE 2: RECONNECTING Two half day modules. Participants will agree as a group on a start date, usually around five months into parental leave Content covers: reconnecting and sharing learning; setting and communicating boundaries; negotiating a successful outcome and maintaining personal power; communicating with confidence and managing inner game; integration of new identities; managing energy and increasing resilience The aims of this phase of the programme are: To reconnect and strengthen the network through shared experiences of parenting To positively integrate new learning, skills, and perspectives into their leadership approach To re-examine participants values and beliefs, enabling them to develop an authentic sense of their leadership purpose To increase their skills and confidence when setting and communicating unambiguous boundaries To fully prepare them for their transition back into the workplace FINAL PHASE: ARRIVING, SURVIVING AND THRIVING Two half day modules. Participants should attend this phase within the first two months of returning to work Content covers: reconnecting and sharing experiences; managing expectations of self and others; being good enough; guilt vs presence; enhancing resilience for early challenges; career planning and maintaining visibility The aims of this phase of the programme are: To reconnect and strengthen the network through the sharing of early challenges and successes To develop participants skills at managing internal dialogue, particularly around self limiting beliefs To provide them with tools and techniques to manage the expectations they have of themselves and others To increase their available range of tools and techniques for managing energy levels and increasing resilience To identify and support future career development and planning

8 WHO SHOULD JOIN THE PROGRAMME? The WOMBA Transitions Programme is developed for career minded individuals who have shown steady progress in expanding the breadth and depth of their job roles. Although the programme is a valuable and worthwhile experience for all, first time parents will benefit most from the development offered. We recommend that your participants join the programme within four months of their scheduled maternity, paternity, or adoption leave departure date as the content is tailored to this timeline. The programme will ensure working parents receive the support they need so that starting a family has a positive impact on their careers.

9 When you have immovable deadlines it keeps you honest and focused

10 ABOUT US HELEN SACHDEV PROUD MUM (OF TWO), FOUNDER & EXECUTIVE COACH DAN GODSALL PROUD DAD (OF ONE), FOUNDER & EXECUTIVE COACH ABOUT WOMBA WOMBA was founded in 2015 to champion and develop the careers of working parents and to combat the negative association between career progression and parenting. As parents ourselves, we have experienced the highs and lows that accompany starting a family whilst trying to maintain and grow your career. It s not easy, and we don t claim that our programmes contain a magic formula that will remove all the challenges. But we do believe that with a bit of timely development and support, you can do it, if it s the right choice for you. We re very proud and passionate about the work we do. We hope you get as much from it as we do. CONTACT US TO FIND OUT HOW WE CAN WORK TOGETHER, OR TO DISCUSS POTENTIAL CANDIDATES FOR OUR PROGRAMME. GIVE US A CALL AT OR VISIT WOMBAGROUP.COM/TRANSITIONS. WE RE CHANGING PERCEPTIONS ABOUT PARENTING. FOR PARENTS. FOR BUSINESS.

11 TESTIMONIALS FROM PREVIOUS PARTICIPANTS I simply feel so supported by yourselves at WOMBA I m feeling really excited about the potential opportunities for returning to work. I feel very fired up and excited after yesterday, it was a great session. To have a support package like WOMBA allows you to make sure you re appreciating all the great things about being a parent, but at the same time gives you some assurances that all of those terrifying things aren t really as bad as you think they are at the time. WOMBA gives you more confidence that when it s time to go back to work you ll be ready to do that.

12 If you want to get something done, give it to a busy person. NURTURING GREAT RETURNS