Brent Hyder, chief people officer at Salesforce, in a Q&A talks about the company's flexible working strategy and the changes made to offices to help employees be intentionally collaborative. Hyder explains the company's approach to vaccines and stresses why change to working models are essential, saying, "If we just go back to what we did before, I believe we will fail."

An Autonomy study that monitored 2,500 workers in Iceland who reduced their five-day, 40-hour weeks to four days totaling 35 to 36 hours found that productivity either remained the same or was boosted for the majority of employers. The study showed that the workers' well-being "dramatically increased across a range of indicators, from perceived stress and burnout, to health and work-life balance."

Struggling with infertility problems can negatively affect employees' mental health, financial well-being and productivity. A recent survey by RESOLVE: The National Infertility Association found that while conversations about fertility are more common, stigma remains about these topics and they're rarely discussed in the workplace.

Colorado, led by Gov. Jared Polis' office, is embracing workers ages 50 and older, as well as lifelong learning, with the help of an "age-inclusive management" tool for employers created by the University of Iowa College of Public Health and the nonprofit Transamerica Institute. "There is much work to do to ensure that we don't waste talent and [that] every Coloradan worker can reskill, up skill and next skill to find a good career in our state," Joe Barela, executive director of the Colorado Department of Labor and Employment, said.

A better alternative to multitasking is to block out time in your day for specific tasks, along with minimizing distractions, setting your intention and tackling difficult tasks first, writes Samantha Zurek. "When we block time in specific chunks to focus on finite tasks that correlate, our mind has the ability to settle in and get comfortable with the work," Zurek writes.

Kelly Lynn Adams says the “good girl” mentality has long been a barrier for women breaking into executive leadership positions in their organizations. Women must take more risks, assert their ideas and express themselves authentically in order to ascend to these higher positions, she says.

I concur. And no role prepared me to do this better than motherhood. Being a single parent demanded that I take risks (“I’m buying a house for us”), assert my ideas (“We’re changing schools next year”), and express myself authentically to the people under my charge (“I’m nervous, too, but this is what we’re doing.”).

Ladies, I don’t think leadership requires us to do anything (or very much) different from what we’re already doing. Perhaps we just need to see those things through a different lens.

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