INDEX

accountability, 18, 50, 51–52

active commitment, 50. See also goals

advice

about job relocations, 85–86

from personal board of directors, 9, 173–179

aging parents, caring for, 151–159

alignment, 6–7, 17. See also building a meaningful career

alternating-career model, 146–147. See also dual-career couples

alternative work arrangements, 55–61, 63–68, 100–101, 105–106. See also flexible work

annual board meetings, for families, 49–50. See also goals

asymmetric support, 132–134. See also dual-career couples

AT&T, 87

authenticity, 17–20

balance. See work-life balance

Beard, Alison, 163–171

behavior patterns, 24–25. See also work-life balance

Benton, Michele, 55–61

board of directors, personal, 9, 173–179. See also support networks

boss

communicating with, 104

telling about departure, 91–97

boundaries, managing, 22–24, 76, 123–125

brainstorming, 24, 43, 145

Bridgespan Group, 25–26

budgets, 11, 13

building a meaningful career, 3–13

Burkus, David, 181–186

business travel, 184–185, 190

career goals. See goals

after parental leave, 99–106

reassessing, 104–105

setting clear, 101–102

career transitions

handling departures, 91–97

later-in-life, 134–136

caregiver role, 151–159

children

See also families

family 360 review with, 35–44

goal setting with, 49, 53

grown-up, 189–193

impact of job relocation on, 82–83, 88

Claman, Priscilla, 173–179

Coleman, Jackie, 47–53

Coleman, John, 47–53

colleagues

communicating with, 104

feedback from, 33

networking with, 185–186

on personal board of directors, 176

professional relationships with, 96–97

reestablishing relationships with former, 183

support from, 165–166

supporting before your departure, 96

communication, about career goals, 104

company culture, 6–7, 58, 114, 146, 155, 156

complements career model, 148–149. See also dual-career couples

contacts, making new, 183. See also networking; support networks

conversation start exercise, 19. See also exercises, work-life balance

core values, 113–114

couple contracting, 123–125. See also dual-career couples

couples, dual-career, 117–139. See also dual-career couples

Covid-19, 110–111, 174

creativity, 24

crowdsourcing exercise, 25–26. See also exercises, work-life balance

culture, company, 6–7, 58, 114, 146, 155, 156

defensiveness, 131–132. See also dual-career couples

dormant ties, 183. See also networking; support networks

Dowling, Daisy, xiii–xvi, 91–97

dual-career couples, 117–139

asymmetric support in, 132–134

benefits for, 119

challenges facing, 119–121

couple contracting and, 123–125

financial decisions and, 127–128

increase in, 119

long-term planning for, 141–149

midlife crisis and, 129–130

mistrust and defensiveness in, 131–132

models for, 128, 145–149

reinvention by, 134–138

statistics on, 143–144

transition points for, 121–138

Edinger, Scott, 35–44

eldercare, balancing your career with, 151–159

empty nest, 189–193

exercises, work-life balance, 18, 19, 21–22, 22–23, 24, 25–26

exploration, 137–138. See also dual-career couples

families

annual meetings for, 49–50

communicating with, 104

family 360 review, 35–44

feedback from, 51–52

goal setting with, 47–53

goals for, 175–176

impact of job relocation on, 80–83, 88

support from, 174–175

Family Medical Leave Act, 155

fears, 125. See also couple contracting

feedback

from colleagues, 33

from family, 51–52

family 360 review, 35–44

getting needed, 29–34

listening to, 39–40

real time, 31–32

reflecting on, 42–43

when working remotely, 34

financial buffer, 11. See also building a meaningful career

financial decisions, 127–128

financial pressures, 10–11

flexible work, 56, 63–68, 100–101, 105–106. See also alternative work arrangements

four circles exercise, 18. See also exercises, work-life balance

freedom

after kids grow up, 189–193

meaningful work and, 6

Friedman, Stewart D., 15–26, 66–68

Gallo, Amy, 3–13, 63–68, 69–77

gender stereotypes, 60

gender wage gap, 100

goals

accountability for, 50, 51–52

career, 99–106

checking progress toward, 52–53

family, 175–176

joint, 51

long-term, 101–102, 158–159

personal, 48, 53

professional, 48, 53

reassessing, 104–105

writing down and sharing, 50

goal setting

career goals, 101–102

with family, 47–53

happiness U-curve, 190

harmony, 17. See also work-life balance

honesty, 38, 112–113

identities, 19–20, 109–115, 138

individuation, 129–131. See also dual-career couples

informational interviews, 12

information sharing, 156–157. See also elder care, balancing your career with

innovative skills, 24–26. See also skills

integration, of life domains, 17–26. See also work-life balance

integrity, 20–24

international assignments, 83–84. See also relocation, for job

introductions, 184. See also networking

job relocation, 79–88

job shares, 56, 65. See also alternative work arrangements

job transitions. See career transitions

joint goals, 51. See also goals

Kerpen, Carrie, 109–115

Knight, Rebecca, 79–88

late-career transitions, 134–136. See also career transitions

lateral moves, 56. See also alternative work arrangements

lead-career model, 146. See also dual-career couples

leaves

Family Medical Leave Act, 155

parental, returning from, 99–106

legacy, 5–6, 18. See also goals

life domains, integration of, 17–26. See also work-life balance

listening, to feedback, 39–40

long-term goals, 101–102, 158–159. See also goals

long-term planning

for dual-career couples, 141–149

with spouse, 48–49

long-term thinking, 9–10

losses, 134–135

mastery, 6. See also building a meaningful career

maternity leave, returning from, 99–106

McElderry, Kristin, 69–77

meaningful career, building, 3–13

men, alternative work arrangements for, 60. See also alternative work arrangements

mentors, 174–179. See also support networks

mid-career professionals, career changes for, 10, 12–13

midlife crisis, 129–130

mistrust, 131–132. See also dual-career couples

money. See financial buffer

budgets, 11, 13

making decisions based on, 127–128

pressures, 10–11

mothers

See also parents; working parents

workplace discrimination against, 110

multiplex ties, 185. See also networking

nest, empty, 189–193

networking, 12, 181–186. See also support networks

O’Donnell, Liz, 151–159

O’Hara, Carolyn, 29–34

opportunities

after kids grow up, 189–193

being open to new, 95

losses and, 134–135

outcomes, focus on, 24, 58

parallel-career model, 147–148. See also dual-career couples

parental leave, returning from, 99–106

parenting posse, 163–171. See also support networks; networking

parents

See also working parents

caring for elderly, 151–159

grown-up children and, 189–193

networking with other, 185–186

support from other, 163–171, 176–178

part-time work, 56, 69–77. See also flexible work

performance reviews, 58. See also feedback; goals

personal board of directors, 9, 173–179. See also support networks

personal goals, 48, 53. See also goals

personal identity, 109–115

Petriglieri, Jennifer, 80–86, 117–139

power couples, 147–148

priorities, conflicting, xiii–xvi

productivity

flexible work and, 67–68

part-time work and, 73–74

professional development, job relocation and, 83–84

professional goals, 48, 53

professional identity, 19–20, 109–115

professional relationships, 96–97

See also colleagues; support networks

promotions

networking and, 182

part-time work and, 72–73

Quest, Lisa, 99–106

questions, asking specific, for feedback, 32–33. See also feedback

quitting job, 91–97

reciprocity, 167–168. See also dual-career couples

reinvention, 134–138. See also dual-career couples

relocation, for job, 79–88

remote work, 56, 65, 66, 110–112, 157, 174. See also alternative work arrangements

results, focus on, 24, 58

ReWork, 4

risk taking, 86–87, 106

sabbaticals, 65; See also alternative work arrangements

schedules. See alternative work arrangements; flexible work

scenario exercises, 24. See also exercises, work-life balance

secure base, 131–132. See also dual-career couples

segment and merge exercise, 22–23. See also exercises, work-life balance

setbacks, 137

short-term relocations, 86. See also relocation, for job

single-career model, 145–146. See also dual-career couples

single-earner families, 144. See also dual-career couples

single-parent households, 144

skills

for being innovative, 24–26

for being real, 17–20

for being whole, 20–24

social media, 178, 183

spouses

communicating with, 104

impact of job relocation on, 82, 88

long-term planning with, 48–49

as priority, 193

as secure base, 131–132

success

defining, 60

networking and, 182

support networks, 158, 163–171, 173–179

talent transfer exercise, 21–22. See also exercises, work-life balance; skills

teams

flexible work arrangements and, 66–67

part-time work and, 74–76

temporary relocations, 86. See also relocation, for job

time management, 102–103

Total Leadership program, 17–18, 20, 24

trade-offs, 16–17

trailing spouse syndrome, 82. See also relocation, f or job

transitions, career. See career transitions

transparency, 112–113

travel, work-related, 184–185, 190

trust building, 157–158

two-career couples. See dual-career couples

values, 18, 19, 113–114, 124

weak ties, 183. See also networking

Wittenberg-Cox, Avivah, 141–149, 189–193

women

alternative work arrangements for, 60

wage gap for, 100

work, alternative arrangements for, 55–61, 63–68, 100–101, 105–106. See also flexible work

working parents

after kids grow up, 189–193

alternative work arrangements for, 55–61, 63–68, 100–101, 105–106

asking for help by, 168–169

conflicting priorities of, xiii–xvi

gender assumptions about, 60

learning from other, 169–170

multiple identities of, 109–115

networking by, 181–186

offering help by, 167–168

on personal board of directors, 176–178

quitting job by, 91–97

support networks for, 163–171

workplace discrimination against, 110

work-life balance, 16–17, 102–103, 113–114