My wife recently gave birth to our first child. A drooling potato that also passes as a wonderful baby girl.

I was extremely fortunate that my employer offered what I considered to be a generous (and what my extended family considered excessive) parental leave policy—18 weeks, to be taken at any point within the first year of the child's life. The same policy for both parents. 

I decided to split my leave into two equal sections with the second starting at six months. The time was magic and it meant so much to me that I decided to write this post—not on "Top 10 things I learned as a parent" or "Why everyone should take extended leave.", but, why all employers should consider offering extended, flexible leave for both parents. While there are likely many benefits, I've noted a few below:

Builds Organizational Resilience 

I work for a small organization where the absence of a single individual is acutely felt. While small organizations might seem like the last places that could afford extended leaves, my experience suggests otherwise. Prior to my time off, I had to distill my role to the essence, ensuring that others could step in and do that job without needing any additional resources. Because I knew I was coming back, I also needed them to execute the job well enough that I could start running when I returned. That dual track, of making the job minimal enough that the organization can still manage it, but impactful enough that it's still delivering value, is an incredibly fine line to walk. However, there's now someone else capable of performing my duties, as well as a skeleton playbook that anyone could pick up. Whether I get fired, resign, abscond, or get hit by a bus, we have a more resilient structure that can sustain continuity in my absence. 

Provides Perspective 

Taking time off provides a fresh perspective on one's role within the organization. Over time, we tend to accumulate tasks and responsibilities that may seem productive but can lead to role bloat. Without constant pruning or strong management, these tasks could build to the point where servicing them becomes most of the job. Stepping away enables you to see the unnecessary bloat you’ve allowed to accumulate in your role. It gives you the space to ask yourself why you do certain things and to think about what’s truly important. More importantly, seeing how someone else does your job also opens you up to creative new ways of doing it. Upon returning, I felt empowered (and thanks to my colleague who filled in - inspired) to streamline my duties and refocus on the core problems I'm actually here to solve.

Increases Ambition 

After doing nothing but spending two months with my daughter, there's honestly no other way I'd prefer to spend my time. Of course, the world doesn't work that way, and I still need (and want) to work. Frankly, it's probably healthy for her to spend time away from me too. But if I'm going to leave her every day, it's not to manage my inbox or just make it through the week. That’s no way to live.  I’m going to go after big, worthwhile things. I’m going to make everyone around me proud - starting with myself. Otherwise, I’m just wasting time that could otherwise be spent with her. I believe that the time away from your job really gives you the opportunity to rest and then return with a newfound sense of ambition.

Evens The Playing Field

My company has the same leave policy for all parents. I didn’t go through labor, I was not recovering physically, I was not breastfeeding, I could have gone back to work sooner. Because of our equal policy, and our culture around it, I didn’t. That wouldn’t have been true for my wife if she were needed back in the office. She needed real time to recover. That increased time away would otherwise place her at a disadvantage professionally. However, when you treat both parents equally in leave policy you create a company culture where birthing parents are not disadvantaged. Everyone takes the same time. Thus, with an equal policy in place you can build a more meritocratic organization.

Creates Loyalty 

The greatest gift I've been given (besides the daughter of course) was the opportunity to spend 4 months getting paid, on my own schedule, to do nothing but be her dad. It was good for my health, it was great for my marriage, and it was priceless for my relationship with my daughter. I intend to repay that gift tenfold. Not just because I want to say thank you, but because I would never want any organization to think twice about offering their employees the same benefit. Will every employee feel the same way? Probably not. But that also gives both sides a great filtering mechanism as to whether a continued working relationship even makes sense.

I’ve now been back at work for one week. This experience has underscored the impact that thoughtful policies can have on the well-being of employees and their families. It's my hope that more organizations will recognize the value of such policies, not just for the individual, but for the collective strength and resilience they bring to the workplace. In my job, it’s my responsibility to help companies in our portfolio build world class teams. I’m now a strong believer that one way to do that is investing in their families. 

My wife recently gave birth to our first child. A drooling potato that also passes as a wonderful baby girl.

I was extremely fortunate that my employer offered what I considered to be a generous (and what my extended family considered excessive) parental leave policy—18 weeks, to be taken at any point within the first year of the child's life. The same policy for both parents. 

I decided to split my leave into two equal sections with the second starting at six months. The time was magic and it meant so much to me that I decided to write this post—not on "Top 10 things I learned as a parent" or "Why everyone should take extended leave.", but, why all employers should consider offering extended, flexible leave for both parents. While there are likely many benefits, I've noted a few below:

Builds Organizational Resilience 

I work for a small organization where the absence of a single individual is acutely felt. While small organizations might seem like the last places that could afford extended leaves, my experience suggests otherwise. Prior to my time off, I had to distill my role to the essence, ensuring that others could step in and do that job without needing any additional resources. Because I knew I was coming back, I also needed them to execute the job well enough that I could start running when I returned. That dual track, of making the job minimal enough that the organization can still manage it, but impactful enough that it's still delivering value, is an incredibly fine line to walk. However, there's now someone else capable of performing my duties, as well as a skeleton playbook that anyone could pick up. Whether I get fired, resign, abscond, or get hit by a bus, we have a more resilient structure that can sustain continuity in my absence. 

Provides Perspective 

Taking time off provides a fresh perspective on one's role within the organization. Over time, we tend to accumulate tasks and responsibilities that may seem productive but can lead to role bloat. Without constant pruning or strong management, these tasks could build to the point where servicing them becomes most of the job. Stepping away enables you to see the unnecessary bloat you’ve allowed to accumulate in your role. It gives you the space to ask yourself why you do certain things and to think about what’s truly important. More importantly, seeing how someone else does your job also opens you up to creative new ways of doing it. Upon returning, I felt empowered (and thanks to my colleague who filled in - inspired) to streamline my duties and refocus on the core problems I'm actually here to solve.

Increases Ambition 

After doing nothing but spending two months with my daughter, there's honestly no other way I'd prefer to spend my time. Of course, the world doesn't work that way, and I still need (and want) to work. Frankly, it's probably healthy for her to spend time away from me too. But if I'm going to leave her every day, it's not to manage my inbox or just make it through the week. That’s no way to live.  I’m going to go after big, worthwhile things. I’m going to make everyone around me proud - starting with myself. Otherwise, I’m just wasting time that could otherwise be spent with her. I believe that the time away from your job really gives you the opportunity to rest and then return with a newfound sense of ambition.

Evens The Playing Field

My company has the same leave policy for all parents. I didn’t go through labor, I was not recovering physically, I was not breastfeeding, I could have gone back to work sooner. Because of our equal policy, and our culture around it, I didn’t. That wouldn’t have been true for my wife if she were needed back in the office. She needed real time to recover. That increased time away would otherwise place her at a disadvantage professionally. However, when you treat both parents equally in leave policy you create a company culture where birthing parents are not disadvantaged. Everyone takes the same time. Thus, with an equal policy in place you can build a more meritocratic organization.

Creates Loyalty 

The greatest gift I've been given (besides the daughter of course) was the opportunity to spend 4 months getting paid, on my own schedule, to do nothing but be her dad. It was good for my health, it was great for my marriage, and it was priceless for my relationship with my daughter. I intend to repay that gift tenfold. Not just because I want to say thank you, but because I would never want any organization to think twice about offering their employees the same benefit. Will every employee feel the same way? Probably not. But that also gives both sides a great filtering mechanism as to whether a continued working relationship even makes sense.

I’ve now been back at work for one week. This experience has underscored the impact that thoughtful policies can have on the well-being of employees and their families. It's my hope that more organizations will recognize the value of such policies, not just for the individual, but for the collective strength and resilience they bring to the workplace. In my job, it’s my responsibility to help companies in our portfolio build world class teams. I’m now a strong believer that one way to do that is investing in their families.