Work-Life Balance Tips

Women aren’t weak or slow — we’ve just been carrying too much, for too long. A few months ago, I was coaching a brilliant young woman in her early leadership journey. Sharp, strategic, self-aware — and still, she couldn’t shake off the feeling that she was “falling behind.” Why? Because her male colleagues seemed to move faster, take more risks, and rise more easily. But here’s what she forgot: She was not only leading at work. She was also managing a household, caring for aging parents, navigating microaggressions, proving her worth in every room, and still being told to “lean in.” This isn’t about excuses. It’s about context. Women aren’t behind because they’re incapable. They’re behind because they’re overburdened — with unpaid labor, emotional caregiving, cultural expectations, and invisible pressures that rarely get acknowledged. So the next time you think a woman is “not ambitious enough,” pause. Look again. She might just be tired of doing it all. Let’s stop measuring potential through a lens that was never built for women in the first place.

"Don't get married otherwise your career will be ruined." This was advised to me by many of my friends & acquittances 11 years ago, when I was about to start next phase of life. Today, they are willing to join my company. As a professional and a mother, I have experienced a rollercoaster of challenges and triumphs. My journey in the corporate world has been a balancing act, where every step forward has been accompanied by a juggling act of responsibilities. 🎢 🔹 The Balancing Act: Balancing the demands of a career and the joys of motherhood is no small feat. There have been days when I had to be present in important meetings while worrying about a sick child at home. Striking the right balance between work commitments and family needs has been an ongoing challenge. But it has taught me resilience and adaptability. 💪 🔹 Societal Expectations: Society often imposes unrealistic expectations on working mothers, making them feel guilty for pursuing their careers. It's crucial to challenge these stereotypes and celebrate the strength and determination of working mothers. I have learned to focus on my achievements and skills, rather than conforming to societal norms. 🌟 🔹 Facing Biases: Unfortunately, gender bias still exists in the workplace. As a working mother, I have encountered subtle prejudices that questioned my dedication and commitment. I combat these biases by proving my capabilities through hard work and determination, breaking down barriers for future generations. 🚧 🔹 Childcare Struggles: Finding reliable and suitable childcare options has been an ongoing struggle. Entrusting the care of my children to others was initially tough, but it allowed me to focus on my career knowing my children were in good hands. Building a support network of trusted caregivers and family members has been invaluable. 👶 🔹 Time Management: Managing time efficiently has been a critical skill to master. Between deadlines at work and ensuring quality time with my family, I've had to learn to prioritize effectively and delegate tasks when needed. Time management has helped me maintain productivity while also being present for my loved ones. ⏰ 🔹 Career Advancement: Advancing in my career has been an upward battle. The fear of being overlooked due to motherhood can be daunting. However, I've learned to advocate for myself, seek mentorship, and seize opportunities to showcase my capabilities, proving that motherhood is not a hindrance but a source of strength. 📈 Embracing the challenges as a working mother has enriched both my professional and personal life. Every obstacle has presented an opportunity for growth and learning. I am proud of the journey I have undertaken, and I hope my story inspires other working mothers to pursue their dreams without hesitation. Together, we can redefine success and create a more inclusive and supportive work environment for everyone. 🌈💼 #WorkingMother #CareerAndFamily #DiversityAndInclusion #SuccessStory

Junior lawyers of all sorts, you probably have a supervising attorney and there is a good chance he or she is BUSY. Here is something I learned as a young associate to manage this and stay sane. When I was a junior associate, I had lots of cases with one of the busiest partners in my office. I had questions and needed his approval on strategy and work product. He was happy to give me that guidance, but it was hard to nail him down because he was so busy. So I started sending him a brief weekly update. I listed all our cases with a one-sentence description. I listed the upcoming deadlines in bold. I added one or two sentences providing a status update. Then I highlighted it. Green meant everything was on track, my update is just FYI. Yellow meant, “I need your input or approval on this”—it is how I noted a question* or a suggested a next step if I wasn’t sure. Red meant “I need your specific attention on this now!” It was for things like the draft I sent last week that needs his sign off so it can go for client approval. And I re-attached to that email any document that I had sent him for review. It worked like a charm. His confidence in my ability to manage cases grew because he saw all the things I was handling well. I wasn’t sending 25 urgent emails that cluttered his inbox and added to his workload. He had all the information he needed at his fingertips and didn’t need to hunt. And I would get a prompt response with his answers to my questions. He was happier because I made it easier to do his job. I was happier because I wasn’t stressing that a partner wasn’t responding to me or I had urgent matters that needed attention that felt out of my control. Being a rockstar associate usually comes down to making a partner’s life easier. I don’t know if there is a supervising attorney on earth who wouldn’t appreciate an associate proactively checking in, providing succinct status updates, and making it simple to give approval, assignments, and guidance. *Bonus tip: when you have a question or problem, propose a solution! You may have thought about this in a different or better way than the partner. And learning to start predicting the correct next step is how you grow!

“How does she do it all?”(Spoiler: She’s Not) 👀 Three years ago, my mentor shared a secret that changed everything: "I'm not doing it all. I've just built systems that make it look that way." These are 12 things I’ve done and seen my C-suite executive mentors do to make space for the life they want outside of work without sacrificing momentum in their careers. ✨ 12 Things Women Who "Do It All" Don't Talk About 🧠 1. I hired a Virtual Assistant.
Delegating admin work helped me protect my time for high-impact projects.
📌 Tools: Upwork & Fiverr 🧼 2. I outsourced cleaning.
Instead of spending Saturday’s deep cleaning, I use a monthly service—and it’s been worth every penny.
📌 Tools: Taskrabbit 🛒 3. I stopped grocery shopping in person.
I use delivery services to save hours every week and free up mental energy.
📌 Tools: Instacart , Amazon Fresh 🍽️ 4. I simplified my meals.
Whether it’s meal prep delivery or rotating go-to orders, I make fueling myself easy.
📌 Tools: HelloFresh , DoorDash , Uber Eats 🚗 5. I started outsourcing my commute.
Whether it’s Uber or Lyft, I buy back time for calls, thinking space, or just rest.
📌 Tools: Uber , Lyft 🧘♀️ 6. I invested in therapy and coaching.
Emotional wellness is non-negotiable. Having support for my mindset changed the game.
📌 Tools: Lyra Health , BetterHelp 💪 7. I created a fitness system.
I don’t wait for motivation. I rely on consistency, planning, and accountability.
📌 Tools: ClassPass , Equinox , Peloton Interactive 📊 8. I let go of DIY finance.
From taxes to tracking expenses, I started using tools (and pros) to take the pressure off.
📌 Tools: H&R Block , Intuit ( Intuit QuickBooks & TurboTax) 📅 9. I learned to say no—clearly and confidently.
Boundaries aren’t selfish. They’re how I protect what matters most.
📚 Book: Set Boundaries, Find Peace by Nedra Tawwab 💅 10. I schedule my beauty maintenance like work meetings.
Hair, nails, brows—pre-booked. One less thing to worry about midweek.
📌 Tools: GLAMSQUAD , ClassPass 👗 11. I stopped buying new outfits for every event.
I started using clothing rental platforms so I could show up confident without stressing my wallet or closet.
📌 Tools: Nuuly , Rent The Runway , Pickle , By Rotation 🙏 12. I stay grounded through faith.
Every Friday morning, I join a virtual FaceTime Bible study with friends. It keeps me centered, spiritually fueled, and reminded of who I am—beyond titles, deadlines, or LinkedIn highlights. My faith doesn’t just restore me—it inspires the kind of leader I want to be. What are your sustainable strategies for thriving at work and living fully outside of it? Let me know in the comments ⬇️ ✅ Like if you’re building success and sustainability. 
✨ Follow Caitlyn Kumi + Miss EmpowHer for tips and systems that support your growth. 
📬 Subscribe to the Miss EmpowHer newsletter for weekly tools, tips, and event invites: https://lnkd.in/ewWwzEhd ♻️Repost to help other women in your network

When I was in corporate, we'd promote people from high achiever to leader and assume a magic transformation would happen - that they'd suddenly feel comfortable delegating, coaching and watching others struggle without stepping in. Today I led about 150 women (virtually) from the Women in Electronics organization through four key tools to shift from high achiever to strategic leader. Here’s some strategies to make the shift: ▫️Notice your payoff from doing. The thrill of achievement provides a quick dopamine hit (helper’s high!). But that’s something you need to resist to get to the greater fulfillment of patiently coaching others to improve. ▫️Get out of the overwhelm cycle It’s hard to build sustainable confidence if you are overworked and overwhelmed. Ask yourself: Am I overwhelmed because it’s just easier and quicker to do it myself? What low-stakes tasks can I delegate where it’s okay for people to make (and learn) from mistakes? ▫️Stop overusing empathy. Being an empathetic leader is a key skill! But overusing empathy to the point we rush in and protect and save our team from disappointments and challenges is overusing empathy to the point of being disempowering. Can you be comfortable with allowing them to struggle a bit as they learn something new? Remember, when you overfunction, you allow others around you to underfunction. #womenleaders #confidence #careers #leadershipdevelopment

Time stops being your own the moment you become CEO. I remember taking over London radio station Kiss FM years ago. (The youthful demeanour in that photo didn’t last long 👶🏻 😂) In my first week as a CEO, my calendar filled up faster than a Glastonbury headline slot. Everyone wanted a catch-up or “just a quick word”. I spent so much time reacting to other people’s priorities that my real job - leading the company - got buried beneath the noise and it took me weeks to regain control of my own agenda. Here are four strategies that I still use today when I feel the outside world leaning in too far: 1. Turn your calendar into a fortress Block out “deep work” time every week for strategic thinking and high-impact work. Treat these blocks like your most important meetings. 2. Shrink your default meeting times Most meetings expand to fit the time they’re given. Set the calendar default to 30 minutes instead of an hour. You’ll be amazed at how much more productive they become. 3. Make stakeholders work for access Create clear communication rules with board members and investors. Regular updates are fine, but limit how often you’re available for drop-ins or last-minute calls. 4. Say no - without apology As CEO, your most powerful tool is focus. Politely but firmly decline anything that doesn’t align with your top priorities. Saying no isn’t selfish; it’s leadership. Master these, and you’ll feel a little less like the company’s busiest person - and a lot more like its most effective one.

You don’t get promotions, bonuses, or recognition for this job. But without it, nothing works. That’s me with my girls, many years ago on a trip back to India. They’re young adults now and about to enter the workforce. For nearly a decade, I raised them as a single dad—while leading in senior leadership and C-suite roles. Grocery shopping, cooking, cleaning, school matters, medical appointments, extra-curricular activities, friends, pick-up/drop-off runs… the list was endless. It wasn’t easy. I was juggling all day—work, kids, home—trying not to drop anything. And I was very fortunate to have had incredibly supportive leaders and team members who understood the challenge. But let me be clear—I’m not sharing this for your sympathy or support. I’m sharing this because the experience of raising my girls gave me a unique and often overlooked perspective on the hidden cost women pay when balancing professional careers and caregiving. For a moment, replace me with any other woman in your family—your partner, daughter, maybe even your mom—and you start seeing the bigger picture. This isn’t about saying men don’t contribute—many do. But the numbers tell a different story. 👇 🔹 Workforce gap – Women’s participation: 62.5% (men: 71.3%). 🔹 55% pay cut – Women’s earnings drop post-childbirth. Men’s? Unaffected. 🔹 Childcare penalty – High costs make full-time work unaffordable for many women. 🔹 Retirement gap – Women retire with 23% less Super, increasing financial insecurity. 🔹 Unpaid labour = another job – Women do 30+ hours/week of unpaid care (men: 22 hours). (Source: Women’s Economic Equality Taskforce, 2023 Report to the Australian Government). These issues are major contributors to the Gender Pay Gap. As a C-Suite leader, you have the power to break these barriers—starting now. Here are two steps you can take immediately: ✔️ Provide flexibility – Support caregiving without compromising career growth. ✔️ Encourage equal parental leave – Normalise men taking an equal caregiving role. 📩 If this resonates, let’s talk. I’d love to hear your thoughts—message me for a copy of my guide. "Closing the Gender Pay Gap & Accelerating Women into Leadership Positions." #Leadership #DiversityAndInclusion #GenderEquity #FutureOfWork --- For senior leaders navigating complex challenges, the journey to impactful leadership can feel daunting at times—but it doesn’t have to be walked alone. Anoop, with 30+ years of experience across three continents, a former Board member and CPO of a Fortune 10 company in Australia, and winner of the 2022 HR Leader of the Year award, advises senior leaders on making profound changes.

🧾 The cost of being seen isn’t the same for everyone. For women, it’s a "Surchage" no one talks about. 👩 Take Ling, a regional sales director. When she speaks up in strategy meetings, she’s told to “be mindful of her tone.” When she stays quiet, she’s labeled “not strategic enough.” It’s not a leadership gap. It’s a cost-benefit calculation, rigged against her. 👩 Meet Rina, a product lead. She’s built three go-to-market launches. Each one a success. But when promotion time comes, her boss says: “You’re doing great. Let’s not disrupt the team dynamic.” Her competence became the excuse to keep her contained. 👩 And then there’s Julia, a COO candidate. She’s been asked to mentor the next generation of women leaders. But no one’s sponsoring her to be the next CEO. 👉 Because championing others is celebrated. Championing yourself gets complicated. But the problem is, the system charges women extra for the power move: • Speak up? Pay the “too aggressive” tax. • Stay humble? Pay the “forgettable” fee. • Stay silent? Pay with your career.    ⚙️ So how do you stop overpaying for power? You fix it by changing the cost structure. Here are 4 strategic power moves to change the terms: 1️⃣ 𝗦𝘁𝗼𝗽 𝗣𝗹𝗮𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝗟𝗶𝗸𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗚𝗮𝗺𝗲. Most women try to optimize for comfort: "How can I be visible without making anyone uncomfortable?" Wrong question. Ask: "What does this room need to believe about me to attach power to my name?" Then behave in a way that enforces that belief, consistently! 2️⃣ 𝗔𝘁𝘁𝗮𝗰𝗵 𝗬𝗼𝘂𝗿 𝗩𝗮𝗹𝘂𝗲 𝘁𝗼 𝗢𝘂𝘁𝗰𝗼𝗺𝗲𝘀, 𝗡𝗼𝘁 𝗘𝗳𝗳𝗼𝗿𝘁. Workhorses get thanked. Strategists get promoted. Shift the conversation from "how hard you worked" to "what changed because of you." Make people dependent on your thinking, not your labor. 3️⃣ 𝗠𝗮𝗸𝗲 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝘀 𝗘𝘅𝗽𝗹𝗶𝗰𝗶𝘁, 𝗕𝗲𝗳𝗼𝗿𝗲 𝗢𝘁𝗵𝗲𝗿𝘀 𝗜𝗻𝘃𝗲𝗻𝘁 𝗧𝗵𝗲𝗺. When women lead, people often don’t know how to process it. So they fill in the blanks, with assumptions. Don’t let the room guess. Tell them why you’re doing what you’re doing. Say 👉 "I’m recommending this because it moves us closer to the long-term goal." 👉 "I’m raising this because keeping quiet will cost us more later." 4️⃣ 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝘁𝗵𝗲 𝗥𝗼𝗼𝗺’𝘀 𝗠𝗲𝗺𝗼𝗿𝘆, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝘁𝗵𝗲 𝗠𝗼𝗺𝗲𝗻𝘁. Decisions about you happen in rooms you’re not in. Those rooms won’t remember your to-do list, they’ll remember the shortcut version of you. Make sure the phrase people repeat about you is a power narrative, not a service narrative. Keen to own your narrative? 📅 Join our online workshop on July 24th 7:30 to 9pm SGT 𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸 👉 https://lnkd.in/gVT2Y59Q 👈 For women who are done paying extra just to be in the room. 👊 Because if you keep paying the power tax quietly, you’ll be subsidizing other people’s promotions forever.

Leaders — take a break! That advice is really for everyone. However, we know that if leaders don’t model the behavior of taking time off and unplugging, their team members are less likely to care for themselves. More and more, I see team members joining meetings even though they have booked a day off or are on vacation. Their rationale is that it’s easier for them to attend a call here or there to stay informed than to come back and play catch-up. I can’t tell you how much that makes my head spin. Listen, I have been there. I have taken the “day off-ish” where it feels like you can’t untether from work, but I cannot reinforce enough how critical it is to set those boundaries….for yourself and the people you work with. Working endlessly is a direct path to burnout. Nothing will impact your efficiency and productivity more than draining every drop of your energy and attempting to push forward on fumes. Taking a break and using your PTO is how you remain focused and deliver quality results because you give your mind a chance to rest. My best ideas always come after I disconnect—not when I am running on empty. Not only do you need time away from work to breathe and reboot, but your PTO is also part of your total rewards package. You are legit leaving money on the table when you don’t take those days and many companies cap how much you can roll over into the next year. So, if you want to maximize your compensation package, take the time off! A recent LinkedIn study showed that while 54% of individual contributors check in on vacation, the number jumps to 70% for managers and 77% for senior leaders. Additionally, senior leaders also experience heightened guilt when taking time off. As leaders, every time we send an email or jump on a call when we’re supposed to be off, we send a message to our teams that they should do the same and that work matters more than their well-being. People will only feel comfortable taking time off when the company culture values it and when they see their managers embracing it. No matter where you are in your career or what you do, we all need time to recharge. It’s critical to our mental well-being and overall health, but it’s also how we remain all-star employees. Even elite athletes have days off….so if Simone Biles or Tom Brady can take a day and still be the GOAT, you can, too 😊 But in all seriousness, your time off matters. YOU matter. And if you’re a leader, you are responsible for setting the example. Take a break and inspire others to do the same. #wellbeing #takeabreak #unplug #recharge #youmatter

I've been thinking about writing this for a while, and I think it's finally time to pen it down, because it's SUCH an important discussion: Two conversations in the past few months have stayed with me. Both with brilliant women. Both in leadership roles. And both having the same reason for wanting to step back. The first was a senior team member who wanted to resign. Not because she didn’t enjoy the work (in fact she LOVED the work) — but because she was getting married and wasn’t sure how her in-laws would feel about her continuing to work. The second was someone we were excited to bring on board. She had accepted the offer; we were discussing the new product, she’d been involved in inner–circle meetings, brainstorming sessions even prior to joining.   And then, a few days back, she withdrew — her wedding was in December, and she felt unsure about committing to a new full time role. Both these incidents have left me heartbroken. Not just for the loss of strong talent — but for what it reflects. I’ve heard this narrative too many times: “Don’t hire women at that age, they’ll leave after marriage.” “Don’t promote her, she might start a family soon.” And even though I fight it tooth and nail, I sometimes catch myself wondering: Is this why women still feel like 'risky bets' in the eyes of so many employers? It’s frustrating. It’s unfair. And it’s exactly the kind of systemic conditioning we all need to break — as founders, as colleagues, as families. Because the real issue isn’t women leaving. It’s the silent pressure that convinces them they should. I don’t have a neat ending to this post. Only questions. And a hope that someday, a woman’s ambition won’t be seen as something to “manage” — but something to celebrate...