Finding What Works For You: How to Continue Your Career Momentum During a Leave of Absence

The phrase "the whole is greater than the sum of its parts" is often used to illustrate the belief that the achievements of a group are greater than that of each member. But while the success of a group is significant, it wouldn't be possible – or sustainable – without the success of each individual.

From a leadership perspective, this viewpoint is critical. In a way, our success as leaders is dependent on the success of our people. And it's our job to help our people become – and be – the very best they can be by offering the right support, which doesn’t have to come to a halt if one takes a leave of absence.

To gain perspective, I sat down with Patricia Wong, Associate Vice President, Internal Audit, who recently returned from maternity leave to hear her thoughts on how a simple discussion and a flexible plan helped her maintain her career momentum, keep her professional goals on track and even encouraged her to take a risk in the process.

Here’s Pat's story:

At the time of her leave, Pat was leading Audit's Business Management Group. Before leaving, she began to think about creating a plan to stay engaged with the group but wasn’t quite sure how to get started.

“As you’re leading up to going away, you have a lot on your mind. You're concerned about leaving work for a considerable amount of time, but don’t necessarily know how to articulate your concerns,” explained Pat.

From having worked with Pat for about a year, I sensed that she had an interest in staying connected. Based on this insight, I did what I felt was my job to do as a people leader: initiate a discussion.

Start with a conversation. It was important to approach the topic carefully, in the sense that I didn’t want to give the impression that my suggestion was an expectation. On the contrary, it was simply an option; a way of offering Pat support while she was away.

“Kelvin suggested we stay in touch, which I was grateful for because of my fear of being forgotten. From there, we talked about what I would be comfortable with, and the cadence that would work best for me,” Pat explained.

Part of this discussion involved setting up quarterly touchpoints to keep Pat up to date on current challenges the group was facing, people moves, and a general update on our activities.

Adopt a flexible approach. What made our touchpoints a success was our flexibility. I knew that having a newborn can make scheduling unpredictable and plans can often change. Because of this, our pace was relaxed. If I informed Pat of an upcoming town hall, for example, it was completely up to her whether she would attend and for how long.

“Being flexible and not overthinking it was a key success factor. Having the option to attend the first half of a town hall enabled me to stay in touch, and the important thing is that it was my choice,” said Pat.

This approach also helped Pat when transitioning back to work – and into a new role. Because I knew she was open to growth opportunities, midway through her leave I asked if she would consider a new role, even though she didn't have the specific experience required.

"I was a bit hesitant because it was easier to come back to what I know. But I knew this was a good opportunity to leave my comfort zone and build a capability that is important for the Bank's future, so I took the risk and appreciated that leadership did as well," Pat explained.

Pay it forward. Prior to Pat's return, I felt it was important to connect with her new leader, to ensure a smooth transition. While I knew she would be welcomed by her new team, I felt it necessary to provide her with the right send off by setting her up for success in her new role.

Based on her experience, Pat recently paid it forward with someone on her own team who is about to take maternity leave.

"I let her know I've been through it, I know what it feels like and that the anxiety is normal, especially if you have good career momentum going. We talked about how to address her concerns and how we'll set her up for success when she returns," said Pat.

So if someone on your team is going on a leave, whether maternity, paternity or for any other reason, there are ways to help them navigate the transition without their career falling off track. By having a transparent discussion and putting together a flexible plan, you'll be setting them up for a successful return and possibly, a new path.

Has a member of your team taken a leave of absence? How did you support them through their transition and stay connected? Share in the comments below!