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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Harvard Business Review hides behind data about extreme jobs

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This month the Harvard Business Review has an article titled Extreme Jobs: The Dangerous Allure of the 70-Hour Workweek (subscription required). This article presents all the research to show that the destruction of the family comes faster in situations where both parents work long hours, but the authors, Sylvia Ann Hewlett and Carolyn Buck Luce, refuse to draw this conclusion. Instead they harp on what is now a baby-boomer fetish topic: Women getting equal treatment at work.

The research shows that full-time jobs are increasingly extreme jobs (more than 60 hours a week). The authors point out that most people who have extreme jobs have chosen them, and they tend to be very exciting jobs. Other reports show that some people are so smitten with their extreme jobs that they brag about how stressed and overworked they are. (Thanks, Ben.)

Hewlett and Luce write that “the extreme-work model is wreaking havoc on private lives.” However most of the reasons cited (e.g.kids watching too much TV and no one taking care of the house) would be alleviated if one parent were at home. So the extreme-work model is actaully fine, as long as women (it’s almost always women) are willing to drop out of the workforce to stay at home. And, in an article that enraged many of the readers of this blog, Lucy Kellaway writes in the Economist that yes, in fact women are more than willing to leave the office to take care of kids.

Hewlett and Luce try to make an issue out of gender: Extreme workers are mostly men, women in extreme jobs are most likely to say they want to leave the job in a year, and the people who thrive in extreme jobs either do not have kids or have someone at home taking care of their kids. But who cares? There are plenty of jobs people can take if they don’t want extreme jobs.

Hewlett and Luce try to get us alarmed that the trend toward extreme jobs is increasing, but most people who are in extreme jobs are baby boomers, and Sharon Jayson, wirting in USA Today, shows that most young people don’t want extreme jobs. And young people are adept at finding work that fits regardless of what companies are offering.

I am tired of the baby boomers thinking all their research about themselves applies to everyone. I am also tired of every researcher jumping on the battle-cry-for-women bandwagon. Hewlett and Luce spend a lot of time writing about how moms cannot do extreme jobs. But who cares? If people who don’t have kids want to work tons of hours, let them. If men want to marry stay-at-home moms to take care of their kids, let them. What is the big deal here? There is plenty of work in this world for people who don’t want extreme jobs. There are plenty of men to marry who will do their part with the kids.

The real problem here is that two parents with extreme jobs are neglecting their kids. What about that? Baby boomers have been doing it for decades, and it’s terrible for kids, and people need to start admitting that. For starters, Hewlett and Luce could come out and say this, since their research supports it.

For example, the most scary part of the article is the snowball effect of working long hours while leaving kids at home:

“As household and families are starved for time, they become progressively less appealing and both men and women begin to avoid going home…For many professionals ‘home and work’ have reversed roles. Home is the source of stress and guilt, while work has become the ‘haven in the heartless world’ — the place where successful professionals get strokes, admiration and respect.”

The research also highlights one of my pet peeves in career news: “It’s extremely rare for parents to admit having problems with their children.” I cringe every time I read an interview with a “Successful Mom” who works a 70 hour week and can miraculously balance her kids and husband’s 70-hour week as well. All of this womens magazine BS is self-reported, and what mom or dad is going to stand up and say they are destroying the kids by working long hours? The only one’s who pipe up, like Brenda Barnes, quit their job before they start talking.

Here’s what the Harvard Business Review article should have said: The long-standing practice of baby boomers to have dual-career families with no one home for the kids is bad for the kids, even if the parents are enjoying themselves. Fortunately, the post-boomer generations recognize the problem and plan to not repeat it.

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Game plan for peaceful coexistence of kids and career

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When Carin Rosenberg and Erik Lawrence got married, they had already done a lot of planning. They had a plan for a baby (lots of hands-on parenting) and careers (no out-of-control hours), and while each were earning advanced degrees, they had no plans for high-powered jobs.

For Generation X, super careers are out and shared parenting is in. What used to be mistaken for a “slacker” work ethic (by media dominated by workaholic boomers) is actually a generation-defining concern for work-life balance. A report from Catalyst says that professionals in Generation X “place more emphasis on personal goals than on those related to work.” Both parents expect to be closely involved with the children, and full-time childcare is widely rejected as not consistent with the core values of the generation.

When children enter the picture, there are three possible paths for dual-career couples:

First path is where one partner leaves the workforce to run the household. This is the path that made men’s careers soar for years, and it was the most popular choice when women had no choice. The second path is where both partners work full time and outsource running the household. This was a popular choice when women thought they could “have it all.” But the women entering the workforce today know better, and most want no part of that lifestyle which now appears to be impossible.

The third path is what Generation X aims for: Reconfigured work around the needs of family. According to Lisa Levey, Director of Advisory Services at Catalyst, most people starting out in their work life say they want a union of equal careers and equal parenting. But most people are unrealistic about what this setup requires. “This is a tough situation to establish because the paradigm has shifted but the jobs have not.”

Most career-worthy jobs are prepackaged for a 40 hour (or more) workweek, which makes little room for two careers and dual parenting. According to Levey, “Five years after business school, only 60% of women are working outside the home. Women look ahead and the path seems impossible. You can’t have two people gunning in their careers, and women are more likely to quit when there’s a problem.”

Phyllis Moen, professor of sociology at the University of Minnesota and author of the Career Mystique: Cracks in the American Dream, warns that “What happens with two high powered folks is that it becomes impossible and one bails out, typically the woman.” But she offers encouragement in that, “Cracks provide an opportunity, a way to rewrite the script. And Generation X is poised to do that.”

Levey offers a game plan: “You need good planning that starts in one’s mid twenties. You need to have a very substantial conversation about it.” When it comes to choosing a third path, “you have to really want it – seek it out, plan for it over a long period of time.”

That last piece of advice is difficult. Rosenberg and Lawrence know they both want to have family dinners, but neither is sure who will be home at 6pm to do the cooking. “We’ll talk about logistics when we are ready to have a baby,” says Rosenberg. But for optimum chance of success on the third path, the couple should talk about it way before they’re ready for a baby.

Here are some guidelines for early conversation and planning:

1. Build expertise to gain flexibility.
Moen reports that a lot of young people “Say they won’t go for high level jobs but will go for one that allow them to have more time. But that is shooting themselves in the foot because all jobs are demanding but some have more resources than others. If you think you are taking a job that would give you more time, talk to people in that job. We have in our mind that lower status or lower paying would be easier to balance, but this is not the case.

Levey recommends that you focus on building value. “It’s very hard to get a part time job off the bat. If you’re pregnant it’s late to think about part time. Usually you have to earn the opportunity to work part time. Work at the same company for a while, and develop a certain niche. Over time, you can craft something that will work for you.”

2. Live below your means and forget the big house.
If you choose an unconventional path then you need to expect your income to oscillate as each partner steps on and off different career tracks. Levey warns: “People get stuck because they can’t imagine decreasing their financial lifestyle.”

Moen zeroes in on the house: “The one thing that people seem to equate with adulthood is buying a house. In the past – for boomer generation especially – advice was to buy the best house you can afford. But now that house is an albatross, especially because today that purchase is based on two peoples’ salaries.”

Jessica DeGroot of the Third Path, and non-profit that coaches couples in creating a work-life balance says that in addition to homes, people also scale back vacations and maybe even family size in order to afford to reduce work hours.

3. Marry someone whose career aspirations are consistent with yours.
“If one person has a 60 hour/week job and one has a 40 hour a week job, the person with fewer hours at work will do most of the work at home,” says Moen. Similarly, if only one person has flexibility to come home when a child is sick, then that person will come home every time.

4. Talk all the time.
Most people know if the person they’re dating wants to have kids, and they have some sort of idea of how many and how soon. Most people also find out the career aspirations of the person they’re dating. But the intersection of kids and careers is usually in a don’t-ask-don’t-tell paradigm.

People say they can’t talk about how to manage kids and careers until the kids come because they don’t know what they’ll want. But you could say that about everything. And you don’t. So when it comes to the combination of kids and careers, you don’t have to have the perfect answer, but you have to have something you’re shooting for, together, or you won’t have any control over the direction you’re going.

This is true when you are dating, but it’s also true during the course of your whole relationship. An ongoing, engaged discussion of kids and careers is the best way to make sure they work well together for your family.

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Save what matters by delegating what doesn’t

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I am a huge fan of delegating. Part of what makes me good is that I love time management advice, and I’m constantly asking myself what is most important to me. I keep my list to about five things, and everything else is fair game for delegation. Also, I am lucky to have many traits of a good delegator, including:

1. Little interest in details
Perfectionists are the worst at delegating. They are delusional and might die early from obsessive fixation on detail if they are lawyers.

2. Strong sense that time matters more than money
I am willing to sacrifice money to buy time whenever possible. Often, even when I overpay I feel good about not having had to do the task. And you can generally tell how much money I’m making by how many people I have helping me because that’s always the first thing I spend money on.

3. Young kids at home
There is no such thing as “free time” when you have toddlers at home. There is only time to parent and time to do the whole rest of your life. So time management is figuring out what you’ll either give up completely or delegate.

People who have a long list of things they won’t delegate are really just making excuses. I never regret having tried to delegate, even when things don’t go that well. I delegated my whole move from New York City to Madison and found out in 20-degree weather that I don’t have my winter coat. But so what? It’s worth it to have been able to do things that really matter to me instead of spending a week moving my stuff.

I delegated buying my mom flowers once. I decided that if it’s the thought that counts, it was enough that I thought to tell someone to do it. My mom wasn’t crazy about that idea, but the world is not the judge of what is okay to delegate. You are.

I got used to FreshDirect, the amazing online grocery delivery service for New York City (whose successful business model includes $600,000 in parking tickets a year.) In Madison, I was not about to start going to the store when I had already tasted the excitement of delegating the walk through the aisles. So I ordered online, but the Madison store didn’t save my grocery lists. And pointing and clicking 70 times to buy 70 items is not that fast.

But then I discovered that our local food co-op, Willy Street Co-op, has a great delivery system. No point-and-click ordering, just email them a list. So I started writing my list. But then I realized that not only does conjuring brand names and quantities takes a long time, but it takes a lot of brain power plan a family’s food for a week.

So I wrote list items like:
A few treats for kids –stuff that looks fun to eat
6 things that are microwavable that I didn’t think of.
Dinner stuff. Surprise me.
Fruit that’s in season. 4 servings

The food I got was healthy, appropriate and fun. (Thank you, Kelly). And this brings up overlooked benefits of delegating: you get to see things done another way; you learn from someone else about what is available; you get to have a surprise. If you are not a control freak, these are good experiences.

You spend so much time food shopping. Don’t tell me it is an integral part of your family life. It’s not. Sitting at the table together is what’s important. You don’t need complete control over what you eat. You probably don’t have the luxury of controlling as much as you are trying to control. And for most of us, the way to preserve and celebrate what is most important in life is to off-load what is not.

Look at your life for the things that are not at the core. Admit that the core is small. Question everything you think you need to do yourself. It comes down to how much are you willing to give up control, and how much you value your time.

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A peek at the office of the future

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I was checking out the information about the upcoming conference Office 2.0. I wanted to get a sense of what the future workplace would look like. There’s not much information there, but I got a bit from the list of speakers:

1. There are two links next to every speaker name: blog, and profile. If you think you don’t need a blog, you need to look at this list. It’s long. And every person on it has a blog. Blogging is essential for big thinkers, serious careerists, and anyone who wants to be part of a wide-reaching conversation.

2. The list of photos is pretty unremarkable, mostly men, mostly headshots. There are a lot of visions for what the future of the office will be. Our computers will have no client application other than a web browser, for example, and virtual collaboration will be easy.

But maybe the most wide-reaching vision of Office 2.0 emerged before the conference even started. The image is on the speakers page, where David Young, CEO of Joyent, makes room in his own small square headshot for his baby’s head, too. Because Office 2.0 must make room for children.

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Why I like seeing women at war with each other

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Jenn Satterwhite has been ranting in my comments section, which has made me very happy. She is bringing up difficult issues and she is making me nervous about posting responses. This seems good.

One thing Jenn brought up is that she wishes women would stop arguing among each other about the stay-at-home vs. career issues. I think Jenn imagines a very supportive environment where everyone makes a decision that is best for them.

I imagine an environment where it’s okay to rip each other to shreds.

Here’s why: Back in 1994 when I was writing about myself online before everyone else started, American Book Review asked me to review online writing. In my review I stated that most of the writing sucked. The editor told me that you can’t trash people who are on the forefront. “They are trying something new,” he said. “Be kind.” So I found nice things to say about generally tiresome writing.

Today, everyone is an online writer and criticism runs rampant. Similarly, in the 1970s it would have been completely uncalled for to throw stones at a female CEO. and today, throwing stones at Carly Fiorina is progress.

We will have more progress when we can throw stones at moms who make decisions we don’t agree with. For example, there is some point at which a high-powered, dual-career, nanny-run family is treading on neglect. Let’s mark that point and start throwing stones. Who is protecting the kids? Who is protecting society? Stone throwers. So take a stand.

I will be happy when the war is not between stay-at-home moms and working moms but between parents who refuse to put up with neglect and those who convince themselves it’s okay. In a world where men and women are sharing care and creating careers that accommodate family, this will be a genderless discussion with bombs exploding. That’s what I want to see.

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