Lauren Smith Brody

And you have to realize that actually part of your job is to manage.

And managing means letting go of some things and letting other people learn how to do them or teaching them how to do them.

I mean, it's just delegating, but actually in the context of feeling like you're delegating because you now have a family to take care of, feels like you're giving up.

But the truth is, even if you didn't have the kid, you would be in that inflection point anyway where you have to learn how

to start mentoring and teaching other people to do things.

And so freeing up that time for yourself ultimately is a power move.

And getting your job done.

Yeah, I mean, I think that can be such a good point, because from an HR perspective, you know, a lot of the people I work with are in talent and HR.

As soon as you have a policy, you have to make people comply to the policy, as opposed to if you just have people who find a way of being grownups and getting their job done in a different timeframe, different style, different location, that can be okay.

Where it gets tricky is that, you know, we find that people are...

more able to be flexible with themselves if they're privileged in some way.

So you wanna make sure that you're not imbalanced in who you let do what.

And that's why you wanna come back to the job description.

You just wanna make sure that people are doing the jobs they're hired to do.

And if that's done...

I mean, and part of your job might be showing up for the team meeting and mentoring and being around physically.

That could be part of your job.

But yeah, it's sometimes the policies actually are more detrimental than not, which is which is surprising.

I do.

So I think I have learned to work with my brain, which is very much a brain that is on from about, ready, 3 p.m.