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Quick Summary
Molly gets real about what modern working parenthood actually looks like—and why the current system still assumes a 1940s household. From 58 business days with kids this year (many not by choice) to the mental load, childcare realities, return-to-office mandates, and the quiet exodus of women from the workforce, this episode explores the tension and offers mindset shifts + practical solutions to design a better way forward at work and at home.
Ready to take control, and find direction in what you want next? Apply for the Corporate Achiever Cohort (application-only, one woman per company): mollyasplin.com/application
Timestamp Summary (Times are approximate)
- 00:00 – Sponsor & Foot Pain Fix
Molly shares her six-month foot pain story and how TruCustom orthotics solved it within days; mom-life use cases and discount code MOLLY15 here (thru Oct 31). - 02:40 – Why This Episode
The heavy stuff on Molly’s heart: Is the way we work actually working? - 04:10 – 58 Business Days with Kids
Four-day work week by choice + 26 unexpected days (sick days, at-home learning, conferences) and the reality of being the default parent. - 07:30 – Invisible Labor & Recalibration
Naming emotional labor, shifting definitions of value for high achievers, and why autopilot breaks down. - 10:20 – The Middle Ground Movement
What women are saying out loud: something has to give; the constant childcare chess game; RTO clashes with field trips and presence. - 14:15 – The System We’re In
Modern dual-income families inside a legacy model designed for one at-home parent; how that fuels burnout and opt-outs. - 18:00 – Seven Important Lessons from This Season
- 27:40 – What Women Are Experiencing Now
Why some are leaving or shifting to freelance/self-employment—and the risk of undervaluing time without structural changes. - 31:50 – A Brief History Beat
How a 1971 universal childcare bill was vetoed—and why U.S. families still navigate childcare as a private problem. - 35:10 – Mindset Shifts & Solutions
Measure outcomes, not hours; negotiate time (e.g., 4-day weeks) instead of just money; normalize transparent flexible arrangements; role-play convos with managers; leaders offering human-centered micro-policies (e.g., one personal day/month). - 44:00 – Closing: You’re Not Behind
You’re carrying more than anyone sees. Share the episode, start honest conversations, and press for changes that measure what matters.
Key Takeaways
- The model is outdated. Dual-income families are operating inside a structure designed for one at-home parent.
- Invisible labor is real. Unless you ask and transfer full ownership, you’ll keep absorbing tasks.
- Recalibrate by season. Kids’ ages, school shifts, and job changes require new agreements at home and work.
- Outcomes > hours. Flexibility and autonomy often increase performance—measure what actually moves the business.
- Quality time beats quantity. Your kids benefit most from your regulated, present you.
- Simple > layered. “Just hire more help” isn’t always feasible; design simple systems that actually fit your life.
Memorable Lines
“If you don’t clearly ask for help—or transfer ownership—you’ll keep absorbing it.”
“We’re living modern roles inside an outdated system.”
“You’re not behind. You’re just carrying more than anyone sees.”
Coach’s Corner: Try This This Week
- Pick one home task to fully transfer ownership (conception → planning → execution).
- Role-play a flex conversation with a peer before you have it with your manager.
- Define two outcome metrics you’ll report weekly (instead of ‘hours online’).
- Schedule a 15-minute Sunday recalibration with your partner (what’s shifting this week?).
Resources Mentioned
- Eve Rodsky’s Fair Play (card deck + documentary) for task transfer & mental load
- Dr. Becky Kennedy / Good Inside for regulation-first parenting tools
- Conversations/data points on workforce participation, childcare, and RTO (encouraging leaders to look at current research and internal metrics)
Keywords
working parents flexibility, women leaving workforce, mental load and invisible labor, return to office and childcare, dual income household strategies, four day work week benefits, outcome-based performance, career clarity coach for women
Work With Me
- Apply for the Corporate Leader Clarity Experience (one woman per company): mollyasplin.com/application
- Interested in becoming a Middle Ground Movement Change Agent and attending our next meeting? Email me at mo***@*********in.com and share why you’re passionate about being a change agent in this space.
Share this episode with a colleague, partner, or people leader ready to design better ways of working.
