Coachology: Finally, the men place high value on personal life. Get on the bandwagon

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The biggest difference between the workplace today and the workplace twenty years ago is where the friction is. It used to be that the frontier of workplace change was feminism. Today it is time.

Women pushed for equal opportunity, equal pay, equal respect at home. Men pushed to hold their ground, hold their sense of self, hold their vision of what work is like. It was men against women. Baby boomers like Sylvia Hewlett and Leslie Bennetts cannot stop fighting this fight, and the media helps them. But these are old, outdated baby boomer tropes.

Today men and women have shared goals: More time for family and friends, and more respect for personal growth at work for everyone, not just the high-ranking or the hardest-working. We are at a shift. The majority of men under thirty say they are willing to give up pay and power to spend time with kids, according to Phyllis Moen, sociologist at University of Minnesota.

My favorite story about this shift is about the publishing of the book, The Two Income Trap: Why Middle-Class Mothers and Fathers are Going Broke. My agent represented that book. She tells me that it was initially geared toward women, and men were outraged that people would call the infringement of work on home life a women’s issue. So at the last minute, they shifted the target of the book to include men.

If Generation Y has made its mark as entrepreneurs, Generation X has made its mark by valuing family. Both men and women in this generation are scaling back work to take care of family. And we’re doing it at precisely the time in life when baby boomers were inventing the word Yuppie and Latchkey Kid.

Generation X and Y are valuing time in a new way: we are trading money for time. Baby boomers assumed they would get a lot of money and then buy time at the end – their retirement. We want time now, and we’re willing to give up a lot to get it.

These are hard decisions to make, though. And there’s huge structural pushback in the workplace. The same way that women had to figure out how to change the workplace to accommodate them twenty years ago, men and women today have to figure out how to restructure the workplace to accommodate their personal time.

Women get guidance all the time for how to make the decisions, but the discussion is more muted for men. The way that I usually contribute to that male half of the discussion is through my husband, who has given up a lot to take care of our kids and can’t really figure how to get back on track.

But today I also want to add David Bohl to the discussion. He is a career coach who specializes in helping people create well-balanced, fulfilled lives and lifestyles. He focuses on the topics you’d expect – productivity, aligning values and setting priorities.

I liked him immediately when we started emailing because he is living the life he talks about in his coaching – that is, he adjusted his work to accommodate his personal life, and is always thinking about how to make this lifestyle work better. It’s a hard shift, especially for men, so I appreciate that he’s already done it, and now he is helping others make the shift in the American dream from focusing on money to focusing on time.

If you want to work with David for 90 minutes, for free. Send an email to me about why you think he’d be a good fit for you. The deadline is Sunday, May 20.

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The worst career advice parents give their kids

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For many young people today, the most trusted source of career advice is their parents. Unfortunately, a lot of parents are giving a lot of misguided advice to their kids.

Today’s workplace is very different from the one baby boomers navigated. But often they don’t realize that, and think the “classic” advice still applies. It doesn’t. Here are the five worst pieces of advice that parents dole out.

Get a graduate degree
It used to be that people went to graduate school as a surefire way to achieve the American Dream. Today, graduate school generally makes young people less employable, not more employable.

For example, people who get a graduate degree in the humanities have little chance of getting a tenured teaching job.

And when it comes to an MBA, the value of the degree plummets if it’s not from a top school, even though the cost of the degree continues to skyrocket. So instead of opening doors for you, the degree in many ways forces you to settle for a job that pays well enough to pay back your student loans.

Law school results in one of the few graduate degrees that can make you more employable. Unfortunately, it makes you more employable in a profession in which people are unhappy. Law school rewards perfectionism, while law practice rewards good sales skills.

This dichotomy, combined with the reality that practicing law isn’t all that glamorous, means that law school should be something you do only if you’re driven to — it’s not the safety net indecisive career seekers wish it was.

Don’t job hop
The advice parents give about job hopping comes from the days when human resources people were in charge of job interviews, and hiring managers ruled the world. But today, job hopping is standard. Most people will have eight jobs before they turn 30, and that’s a good thing.

Young candidates these days have more power than interviewers because there’s a shortage of people to fill entry-level jobs. Unemployment among the college educated is less than 2 percent, young people routinely have more than one job offer, and 70 percent of hiring managers say they feel like they need to convince candidates to take their jobs. Clearly, this is a time when young people are in charge.

Job hoppers are bad for companies because high turnover is expensive, but switching jobs a lot is very good for employees. It builds skills faster, constructs a network more effectively, and helps you figure out what you like and what you don’t like. Most important, regularly switching jobs helps you maintain passion in your career — which, in the end, benefits companies as much as it benefits the passionate workers cycling through them.

Don’t ask about time off until you have the job
Everyone has a personal life that exists separately from their job. You can’t schedule your cousin’s bar mitzvah around a product launch, and you can’t clear your calendar before you take a new job.

So when you’re figuring out which job to take, be upfront about what sort of time you expect to be taking for yourself. If you want Tuesdays off for kickboxing class, then say so. If you have a vacation planned for two weeks after the proposed start date, then say that. Some jobs have unmovable start dates, and sometimes your personal life will preclude taking a job.
That’s OK. Why bother with the absurd job-interview song-and-dance where you pretend that your personal life doesn’t matter, and that only getting the job matters? You wouldn’t want to work for anyone who had that attitude, so why pretend to have it yourself?

Don’t have gaps in your résumé
It’s so common for people to take time off to explore after earning their degree that universities have people who specialize in helping students find after-college non-work/non-school learning opportunities. As long as you’re learning and growing — and not endangering your life — then gaps in your résumé are merely you finding another way to discover the world. In fact, you’ll be a better employee for that.

The people who don’t flounder at all after college and go straight into a career they stick with make up less than 12 percent of the population today. Research shows that they’re generally less creative in picking a path that’s right for them, and more willing to take paths someone else has established. But each of us needs different things from our work — we have to make our own paths, and we need breathing room to do that.

If there are no gaps in your résumé, it probably means you didn’t take any time in your life for reflecting. Sure, you can do your reflecting in the shower or during a boring meeting or on an invigorating run. But grand thinking requires grand amounts of time.

Often, we need to separate from everyday life in order to see possibilities far outside what we’re doing. So make gaps, and talk about them in job interviews like the learning experiences they are.

Earn enough money to pay rent and buy food
One of the smartest career choices you can make after graduation is to move back in with your parents. This isn’t possible for everyone, but those who can do it have a distinct advantage in their entrance into adult life. It’s why more than half of college graduates are choosing to move back home.

At present, entry-level jobs don’t pay enough to cover student loans, health insurance premiums, food, and rent in the kinds of cities young people like to live. Parents will say, “When I was a kid, everyone could pay their rent when they got their first job.”

That’s probably true, but since that time, real wages have fallen, school costs have outpaced inflation, and health care costs are astronomical for people who don’t get insurance through work — which is a large portion of fully employed young people.

Young people who need to support themselves without any help from family are necessarily limited in career choices — they have to have a job that pays well in order to live. That’s why 60 percent of graduating seniors move back in with their parents after college.

But the best way to figure out what you really love doing is to try things and worry about pay later, when you know what you like. Moving back in with your parents allows you to take a job purely because it’s a good opportunity for personal growth and self-knowledge.

Many baby boomers stayed in careers they didn’t like for 20 years. A good way to not repeat this in the next generation is to explore many careers before you choose one.

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The people who don’t flounder at all after college or an online MBA and go straight into a career they stick with make up less than 12 percent of the population today.

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New agenda for workplace activism: Keep marriages together

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The topic of should women work or should they stay home is a baby boomer fetish topic, with Leslie Bennetts being the current poster girl.

Joan Walsh, writing at Salon, points out that we are generally sick of baby boomer women telling younger women what to do and what not to do. But we are also generally disgusted with the baby boomer infatuation with the opt-out topic since only 4% of women in this country are so lucky to have both a hotshot career and a husband making enough money to be the sole breadwinner. For the other 96% of us, opting out is about gutwrenching financial decisions, not feminist platitudes.

Nevertheless, women like Bennetts approach the issue of staying home with kids as if many women are considering this option. She says that women who quit working and stay home with their kids will decrease their earning power and put themselves at risk if there’s a divorce.

First of all, we know that baby boomers divorced at a higher rate than any group in history, and today the risk of divorce is only 20% for college-educated women, and the trend is for divorce rates to continue declining. Yet Bennetts writes about divorce among women who can afford to stay home as if it’s an epidemic.

Second, when a woman stays at home the marriage is more likely to stay intact, and when a marriage stays intact, the kids do better. So you can argue forever that a stay-at-home parent (male or female) loses something by not going to work, but clearly their family gains something, so if women want to stop working for a while, fine. Why get all up in arms about it?

The problem is when there is a divorce. Divorce doesn’t just hurt stay-at-home parents, who have to go back to work after being out of the workforce for years. It hurts breadwinners, who, because of child support issues are very limited in the career moves they can make. But most of all, divorce hurts kids.

Divorced parents routinely walk around saying that their kids are doing fine and that their kids are better off because the parents are happier. However there is little evidence to generally support either of these claims. Both are very psychological and complicated and parents are hardly good judges of their own case since they have already made the decision and want to feel it was not selfish and terrible to do to their kids.

Here is what there is research to support: Even amicable divorces do permanent damage to kids, yet the media practically ignored this evidence when it came out. Kids with divorced parents do worse in school, and this research is independent of socioeconomic status, and it gets worse if a parent remarries. Also, if you get divorced, you make your child almost 50% more likely to get a divorce.

So here’s what we know for sure, today: Women who work have a higher chance of having a divorce, and women who stay at home are very vulnerable in the case of a divorce.

Here’s what we should do with this information: Start talking about how to keep a marriage together. Making marriage last is a workplace issue because work factors play such a very large role in the equation. Work needs to help us to keep marriages together instead of hurt it. And advice about work needs to focus on improving marriage rather than preparing for divorce.

This issue hits close to home to me because my marriage is under stress right now. We have two young kids, both of whom have special needs. Additionally, I’m at a time in my career when I have a lot of work, while my husband is lost in his career.

Sometimes I think of getting a divorce, and I tell myself I’m not doing it. I tell myself that no one is in love every second of their marriage. I tell myself that this is a really bad time in our marriage and I will have to work really hard to make it better.

And then I think, how will I find time to do that? I actually have very little guilt about how I have dealt with my kids. I spend tons of time with them because my work is flexible. But I have not focused on my marriage. I have focused on my kids and my career and myself.

But what about my marriage? It’s a big part of the equation. I hear a lot of women saying they have a problem keeping their marriage together. And in general the group that shouts the loudest about advice for keeping a marriage intact is the Christian right. (Check out the fourth result on the Google list from the search “how to keep your marriage together“.)

So this is my call for a shift in discussion about women and work. Both men and women need to figure out how talk about how to make better marriages. We need to take all our energy we spend talking about the risks of stay-at-home parenting, and the risks of dual-career families, and put that thinking power toward what makes a marriage strong.

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Helicopter parents challenge our assumptions about rank and class

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I loved Ryan’s post about helicopter parents because, like many changes generation Y brings to the workplace, helicopter parents force me to see how much the dynamics of the workplace have changed and how what’s appropriate at work today is different than what was appropriate only two or three years ago.

The hardest parts about writing about generation Y is seeing all the benefits they have that I didn’t have. As a member of generation X, I graduated from college into such a bad market that we invented the word McJob. Now we never use that word because there is no reason for a young person to take a bad job –the job market for young people is better than it has ever been, maybe in the history of jobs.

This means that young people are in a position to negotiate for non-salaried benefits that would have been unthinkable to young people in other generations — extra vacation, tuition reimbursements, telecommuting. In earlier generations, if young people negotiated hard in entry level jobs, they would have been shown the door. Today, companies are so desperate to keep top young talent that almost anything is open for negotiation.

I know from my own experience that senior executives regularly use lawyers to negotiate their pay packages because non-salary perks are so difficult to negotiate. On top of that, if you use a lawyer to negotiate then you avoid starting out your job in a contentious way with your future co-workers. Today young people need this same benefit because they also are negotiating for a wide range of non-salary perks.

Young people can’t afford lawyers, and would, under other circumstances have to have a contentious negotiation over non-salary perks before starting work. But with parents providing a negotiating agent for the lower ranks, the workplace is more fair, less rankist, and that should make everyone happy.

Additionally, the fact that parents are meddling in interviews also strikes me as not so bad. (And, by the way, I am not alone — many companies, and colleges, allow this to go on without holding it against the candidate.)

The very rich, very well connected people have been shepherding their kids through their first jobs forever. The dad calls his friend and his friend calls a friend and one friend does the coaching and the other friend does the hiring and then it starts all over again. With a golf game or two thrown in.

The not-as-very-rich (but still rich) hire branding consultants who specialize in recent grads, and the consultants do practice interviews for five or ten hours at $200 an hour.

Helicopter parents simply bring these rich-kid practices out into the open and into the ranks of the middle class. Seems like a great turn of events to me.

When rich kids get benefits from their parents stepping in and getting things for them in adult life, we never complain about independence. We complain about other things, like unfair benefits of being rich. But, for example, when Donald Trump hired his daughter Ivanka Trump (without even making her attempt an interview!) I don’t remember uproar over independence.

So maybe a closer look at the hoop-la over helicopter parents reveals simmering rankism and classism issues underneath.

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Twentysomething: In praise of the helicopter parent

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By Ryan Healy — Recently, I have seen a slew of articles about helicopter parents. Parents of millennials are becoming very involved in the job search process. These parents feel they have the right to call their child’s company to discuss benefits and relocation packages and even negotiate salary. I think this is great.When Brady Quinn, the star quarterback from Notre Dame, was finally drafted by the Browns in last weeks NFL draft, I can guarantee his agent was on the phone with the team negotiating Brady’s salary, benefits and any other perks an NFL quarterback might receive.

An NFL quarterback, or any athlete for that matter, would never dream of negotiating for themselves. Agents have the experience and maturity to know what their client deserves and they have the practiced skills to negotiate the best deal. Why are newly minted college grads expected to do the wheeling and dealing involved in a job search, with little to no guidance?

Even if I wanted to, I couldn’t possibly find an agent to represent me in my job search. The 5% cut of Brady Quinn’s salary that an agent receives is probably more than my salary for the next three years.

But what could be better than having my parents represent me? Not only do they have my best interests in mind and want to see me succeed, but they have the experience. Most parents of millenniels have been in the corporate world for years. They have seen first hand; downsizings, layoffs, and corporate restructurings. They have probably held multiple jobs, and negotiated their own salary and benefit packages.

Parents are skeptical of corporate America for good reason. They don’t exactly trust companies to provide their children with well paid, safe and secure jobs. Many of these parents are probably baby boomers who would love to retire soon. They spent hundreds of thousands of hard earned dollars on an education for their children to land a great job. And they expect their children to at least have the resources to return the favor and help support them in retirement and old age.

I have every intention of returning this favor and helping my parents out. But as a new college graduate, it is just not possible to know very much about salaries, stock options, Pension Plans, 401K’s, Health Insurance or anything else you quickly learn when you leave the college fantasy world behind.

Obviously, at some point we millennials need to grow up and become adults, but a little guidance and occasional intervening in the first post-college job search will teach a twentysomething how to properly handle the next search, on his or her own.

Thanks to his years of extensive networking and corporate climbing at a well respected non-profit, my father helped me get an internship at Merrill Lynch one summer and a local accounting firm the next. Of course, I had to create a resume (with a lot of help from my parents), set up an interview, and go through the entire process like everyone else. But I never would have had the chance if my parents hadn’t intervened.

I think the bigger issue here is companies are worried that all of this parental hovering may cost them money. The majority of entry-level workers are probably underpaid. It’s easy to make a 22-year-old an offer and say, “Take it or leave it.” Most young workers will end up accepting because they don’t know what they are really worth. If an experienced parent acts as an agent and coaches their kid through the process or even involves themselves in the process, that entry-level worker just may get the offer they deserve.

Of course, there should be limits to just how involved a parent should be. The last thing you want to do is cost your kid a job. And once the job search is over, please don’t call human resources to check up on me. But if you know what you are doing, then go ahead and help your kid land that first dream job. The corporations might not be too happy about it, but if the trend keeps up, all they can do is learn to deal with it.

Ryan Healy’s blogs is Employee Evolution.

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Happy Passover from my blended life

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Yesterday Ryan posted about creating a blended life. His post makes me think a lot about my own set up. I am pretty sure people would say I have a blended life:

1. I work from 8-1pm and 8pm to 12pm seven days a week. Except when I don’t, because my two young sons need something.

2. I take care of my kids from 1pm to 8pm. Except when I don’t because some inflexible business partner needs something.

3. My husband takes care of the kids in the morning, and sometimes in the afternoon, if I have a lot of work. And sometimes I do a whole day of kids when he needs to have more alone time.

This is not a perfect arrangement. For example, I feel guilt when I travel to New York City to promote my book — which I’ve done a couple of times in the past few months. And my husband doesn’t have a career he loves.

But what I want to say is that the hardest part of this blended life for me is not the kids or the career decisions or the marital decisions, but transitioning between the everything.

For example, it’s so hard to be with the kids and not think about work. If nothing else, work is just plain easier to deal with. A blended life is great, but focus on the moment is important, as well. Moving fluidly between such totally different worlds often makes it hard for me to keep my mind in one place when it needs to be.

Last night, at my aunt’s house, there were thirty people around a table all focused on telling the story of Passover. For those of you who don’t know, Passover celebrates when the slavery of the Jews in Egypt ended — thousands of years ago. Who knows how much of the story is true? I’m not sure. But we tell it every year, and it’s a very organized meal, and the point is to teach the story to the kids in an organized way. And last night the only kids there were mine. For much of the story, they were actually paying attention. After all, when does a kid get 30 adults telling a story for your benefit?

What I noticed is that I was so happy to be doing the Passover story and meal with my kids that I stopped worrying about work. Stopped thinking about my blog posts and my book sales and all the other things that hum in my mind most moments of the day.

A lot of times it takes doing something out of the ordinary for you to see what you need to be doing now. Passover did this for me. I realized that even though I’m going through the motions of separating from work each day, I’m not making the mental transition as effectively as I could. I hike with the kids, I go to the gym, do the things you’d think would allow me to stop thinking about work. But I’m not always successful.

Passover was so nice because I had a great ability to focus on stuff that wasn’t work. I want to get that more, in my blended life.

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CEOs can learn from job hoppers about personal responsibility

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Climbing to the top of corporate America requires near complete abnegation of one’s personal life, not in a sacrificial way, but in a child-like way. In most cases, when there are children, there is a wife at home taking care of the executive’s life in the same way she takes care of the children’s lives.

This is not a judgment on whether people should have kids. It’s fine to choose not to have kids. This is a judgment on whether people with kids should be CEOs of large companies.

I have already laid out the argument that Fortune 500 CEOs, like Howard Stringer, who work 100-hour weeks and have kids at home, are neglecting their kids. Not neglecting them like, that’s too bad. But neglecting them like, it’s totally irresponsible to have kids if you don’t want to spend any time with them.

I have also laid out the argument that men who have these top jobs can get there because they have a wife at home, running their personal life. Women get stuck in their ascent up the corporate ladder on the day their first child is born. Because women end up taking care of the kids. Women do not choose to compartmentalize kids and work the way men at the top of the ladder do.

Eve Tahmincioglu recently published a book based on interviews with CEOs: From the Sandbox to the Corner Office. She says that usually, “the wife is handling the marriage and the family. She is the one who keeps it all together.” Most of the female CEOs that Tahmincioglu interviewed did not have kids, and Tahmincioglu says they attributed their success to their lack of children because the demands of a CEO are not compatible with taking care of kids.

Meanwhile, let’s take the job hopper. The job hopper does not stay at the same company forever. So while the climber gets his identity from a corporation, the job hopper takes full responsibility for forging his own identity. The job hopper focuses on the time in between jobs to gain increased flexibility. He can make himself available to take care of a sick relative, to fly overseas to adopt a baby, and to travel when a spouse is relocated. A job hopper can take on loads of responsibility to create family stability because a job hopper is flexible.

Additionally, a job hopper can find passion in work more easily, because job hopping keeps ideas fresh and learning curves high. So whereas many ladder climbers work more than sixty hours a week to get that workplace adrenaline rush. Job hoppers can get the rush by starting something new. No need to give up family in order to get a rush from work.

This means that a job hopper can have fulfilling work and take a hefty load of responsibility for adult life. There will be time to buy birthday presents for nieces. There will be time to plan surprise parties instead of delegating it to an assistant or a spouse. There will be time to worry about household issues and marital issues and all the things someone who works 100 hours a week has no time to be responsible for.

The corporate climber, meanwhile, is isolated from the complications of real life. For example, business is full of measurable goals, acknowledgements for success, teambuilding, constant ranking, and societal pats on the back with big paychecks.

Home life has none of this. We still do not know what really makes a good parent. There are no measurable goals for getting through a day with the in-laws so there is no reward system for it either. There is no way to measure who is a good family member. There is no definition of successful spouse. Home life is murky and difficult. Work life is structured and predictable.

People who create careers that allow them to assume large levels of authority in their personal life are living as responsible adults. People who concentrate on work and delegate maintenance of all other aspects of their personal life are not truly living as adults.

Adult life is difficult, challenging and full of ways to actively give our hearts to others. The world will be a better place when careers do not shield people from taking responsibility, but instead, facilitate it.

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Don’t tell me about admirable moms

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A couple of months ago, two people sent me the same thing: A womens’ magazine was looking to interview a woman who was doing a good job balancing kids and a freelance career.

“You should respond to this!” said one of the emailers. “This will be great publicity for your book!” said the other emailer.

Articles that talk about women doing a good job balancing work and kids make me sick.

Annoying articles like this are everywhere. Here’s one. It’s about a woman in the military who is also a mom. Right away my radar goes up — lives of miliatary families are not exactly stable for the kids. The title of the article is “Admirable Mom”. I find this title despicable because who is the arbiter of “admirable” when it comes to this?

And why do we need to admire the moms we write about? Why do the women who are successful in work also have to be successful in the kid department? You know what? Most women who have a full-time job and a partner with a full-time job are having a really hard time holding things together. And the longer the hours, the worse it is.

But the bigger issue is why do we have to rate the job people are doing in their parenting? It’s an impossible job. Most people are making errors every day, and no one has any idea which of the infitinite amount of errors we can make are the really bad ones.

There is no rating system for parenting. The parents of kids at Harvard might like to believe that this means success, but it doesn’t. There is no measure. The parents of the kids saving starving kids in Africa also do not get to go to the top of the parenting chart. Becuase there is no chart.

So everyone should please shut up about the articles about women who “do a good job balancing work and family”. What does that mean? Good job? And what about that it’s all self-reported? What sane woman is going to speak on record about her career and say that she is not doing a good job with her kids?

Do your kids love you? Do you love your kids? That’s all there is. It’s very frustrating, in light of intricate and predictable quantified system of rating ourselves and others in the workplace. A study by Stanford DeVoe and Jeffrey Pfeffer at Stanford Business School shows that people think about work while they watch their kids soccer game. No surprises there. The study says that people are computing their billable hours and time lost for the day. This makes sense to me becuase math problems about work are easier than interpersonal problems about family.

Work is measurable and parenting is not. Bob Sutton, also a Stanford professor, quotes a study that shows people like things that are measurable. We like to know how we’re doing. We like to have a goal and meet it and know we’ve done a good job. We like acknowlegement. There is none of this during an afternoon hanging out with your kids.

The parents whose minds are not wandering to work are parents who don’t have engaging work. Because any type of engaging work is easier than being with kids. I’m not saying don’t spend time with your kids. I spend every day from 1 – 8pm with my kids. And even later than that if I don’t do a good job during bedtime negotiations. I choose that. But it’s hard.

And I would never hold myself up as a role model for parenting becuase the idea of ranking parents is absurd. Besides, I’m like that dad who can’t keep his mind from work. When my kids are really difficult, sometimes I’ll escape to my web metrics report. There are not official kudos for getting through another round of superhero wars. But there’s no arguing with the graph that shows a good day for blog traffic.

You know what? It’s stressful to have a career and kids, but also it’s stressful to have just kids. So the best you can do is try to not bring the workplace stress home with you. becuase that’s really realy bad for kids. They notice. But sometimes, let’s just all be honest, work is a way to alleviate some of the stress at home.

So here’s my advice: Don’t have too much stress at work, don’t have too much stress at home. And don’t have the hubris that makes you want to respond to one of those journalists looking for an admirable mom. If you want to be ranked, go to work. There are not rankings for parents. That’s what makes parenting so hard.

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My study of the six-figure pom-pom girl

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Most of my girlfriends who make more than $100K a year were cheerleaders in school. We are from all over the United States. We are from all different types of companies. Only a few of us can do the splits. Yet we all bounced in short skirts and cheered for boys.

I chalked this up to coincidence until I conducted further studies:

Study #1 The education study
I was never the kid who got A’s. I was the kid who developed arcane strategies to pass class. An example: For my high school junior thesis — which was an amazing (for a high school junior) 15 pages — I leveraged my debate-team evidence on torture weapons in Somalia to compose a paper on ethics, which was not particularly well written but was well received because of the perceived time spent researching.

After hiding my academic mediocrity for years, I was gathering bios for a business plan when I realized that I was surrounded by business geniuses who had been mediocre students. I removed everyone’s education credentials from the plan — even those for the guy who was very high up in a prominent worldwide company.

Conclusion: Success in business and success in school are not linked and do not require the same skills.

Study #2 The personality study
When I worked in software marketing my company had a training day. The whole company piled into a hotel that was too fancy for an all-company meeting unless there was something bad coming.

The CEO announced that one of the most common downfalls of fast-growing companies was poor communication. He told us that the corporate psychologist on stage with him would make sure our company did not have this problem.

Then the psychologist gave us all personality tests.

We circled words. We filled in boxes. We tried not to look at the page of the person next to us when the person next to us might notice.

We graded ourselves because the psychologist promised, “There are no wrong answers. We’re finding out who we are so we can communicate that to our teammates.”

I glanced at the CEO to make sure that given the choice of perfection or power, he also chose power: I didn’t want to admit to power mongering if the other power mongers would not.

The results, surprisingly, were not surprising. Once we understood the basics, everything fell into place. The psychologist told us that people are motivated by one of four areas:

1. Power and achievements
2. Friendships and other relationships
3. Having fun
4. Keeping peace and finding truth

Conclusion: All senior managers at our company were motivated by power and achievements — except the VP for sales, who was motivated by relationships.

Cheerleader conclusion
After analyzing these two in-depth studies, I have concluded that while a position on the dean’s list does not necessarily signal a good business career ahead, a position on the cheerleading squad does.

A girl who joins the cheerleading squad is a performer, a leader, and has a nose for where the power is. In high school, money is not the issue — boys are. And girls on the cheerleading squad get more of this currency than girls on the dean’s list.

So when your daughter wants to be a cheerleader, discourage it, of course. For all the same reasons that my friends and I do not put pictures of ourselves as cheerleaders on our desks at work.

But Peggy Orenstein writes, in her New York Times article What’s Wrong with Cinderella?, that there is no discouraging girls from wanting to be princesses. So I think there is probably no discouraging girls from wanting to be cheerleaders, either. In that case, the good news is that the cheerleader thing is a sign of good things to come.

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Babysitter drama in the opt-out arena

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I moved to Madison without knowing anyone here. So I found a babysitter through the University of Wisconsin graduate program in early education. The woman I found was great. But she said that she was really busy, and could her boyfriend babysit instead.

I squashed all my sexist stereotypes of babysitters and asked for his qualifications. She said he has a law degree in Puerto Rico, where they are from, but he can’t work here because he didn’t pass the Wisconsin bar, and he doesn’t want to study for it because they’ll only be here two years. So he is looking for work. He has five younger siblings and he babysat them.

I said okay. I did the normal routine — stayed with him and the baby one day. Went out for a little the next. The third day I told him I’d be at the coffee shop. It’s the only store in our neighborhood, so I told him if he wants to go there, go when the baby is asleep so the baby doesn’t see me and start crying for me.

Sure enough, the babysitter shows up at the coffee shop at naptime.

I say, “Where’s the baby?”

He says, “At home.”

“AT HOME?!?!?”

So I sprint eight blocks home, imagining all the most terrible things a mom can imagine about a steep flight of stairs. I get home and the baby is asleep, on my bed, ten feet from an open stairway.

The guy says, “I’m sorry.”

I say, “You can just go.”

He says, “I think it was a language problem. I just misunderstood you. I thought you told me to go to the coffee shop and leave the baby at home.”

This actually happened two months ago. I haven’t written about it because I was blaming myself. But really, this could happen to anyone. It does. My friend paid a chic-chic agency in the New York City area to find her a bonded, background-checked nanny. But she turned out to be anorexic and she fainted behind the wheel. My friend didn’t know until the car was wrapped around a pole. (Everyone safe, thank goodness.)

The difficulty of leaving a baby to go to work cannot be understated. And babysitting situations like this make it even more difficult. So we’ve now gone months with no babysitter, and my husband is about to kill me (because he’s picking up a lot of the slack).

So here’s where the advice comes in, right? Where I tell you how to find a perfect babysitter or something. But there are no perfect babysitter situations. It’s the nature of motherhood to be unsure of leaving. One thing I can tell you, though, is that this I am a part of the opt-out generation: I sprinted up corporate ladders and ran two startups of my own, and I don’t want to do that now, when I have young kids.

A press release from Lifetime Television just announced, “Women in generation Y do not want to permanently drop out of the workforce.” The assumption here, of course, is that the Generation X women– me — who are dropping out of corporate life today are going to abstain from all business for the next twenty years until all their kids are in college. If this were not the assumption, no one would bother with the Lifetime press release.

Newsflash: The current opt-out phenomenon is not permanent. Leaving a baby with a sitter is very, very hard for the mother, (even if the sitter is not leaving the kids at home alone), and only moderately okay for the baby. Some moms can do it, some can’t, most fall somewhere in between, like me.

As the kids get older, the opt-out revolution is about opting out of the absurd and inflexible hours that corporate America is demanding right now. It is not opting out of all work that does not involve kids. In fact, the majority of small businesses are started by women for these very reasons. This is not about being stuck. This is about being true to our values.

So finally, here is some advice: Understand that babysitter problems are not unique to you. They are part of a massive trend that is changing work and home. One bad babysitter doesn’t mean you should give up on corporate life, and the crazy demands of corporate life don’t mean that you should give up on work outside the home. We are all trying to find a compromise, and some of us are trying to find a sitter.

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