ISABEL THEISSEN - Maternity Leave & Return Consultancy

One of the biggest gaps in organizations when it comes to parental leave transitions today? Many companies have parental leave policies in place, but no clear processes for how leave and return transitions should actually be handled. So the responsibility quietly falls onto managers to figure it out themselves. But these transitions are complex, including – identity shifts – team restructuring – emotional complexity – workload redistribution – reintegration challenges Without training and official guidance, many managers feel lost and overwhelmed. Clear and empathetic parental leave experiences don’t happen accidentally. They require structure, communication frameworks, expectation alignment, and leadership support. The companies doing this well are not just retaining employees. They’re building trust, strengthening culture, and creating workplaces where parents can sustainably thrive. If your organization is ready to create more human-centered parental leave and return-to-work experiences, let’s connect. I work with companies to design smoother parental leave processes and support managers in leading these transitions with greater clarity, empathy, and confidence. #ParentalLeave #FutureOfWork #WomenInLeadership #EmployeeExperience #WorkingParents

Such a refreshing read by Once Upon a Farm and The Female Quotient, highlighting how parenthood increases ambition and leadership skills. Here are a few stats from their research that I'd love to highlight: - 82% percent of surveyed parents believe their ambition increased after having children - 81% of surveyed employees, parents, and non-parents alike, agree that caring for children is a form of leadership - 78% of all employees and 86% of parents say they would stay longer at a company that supports parents The numbers show that parenthood evolves us as people and professionals. The goal shouldn't be to bounce back to who we were before becoming parents, but to embrace and celebrate who we are evolving into. Organizations that understand this and support parents through the transition into parenthood not only nurture stronger, more empathetic leadership but also more human-centred and sustainable work cultures. #Parentalleave #ReturnToWork #WomenInLeadership #FutureOfWork #EmployeeExperience https://lnkd.in/eXSe29n6

Many companies lose female talent after maternity leave and don’t fully understand why. Most women don’t leave immediately after becoming mothers. They leave after months of trying to make unsustainable systems work. What often looks like “a personal decision” is actually the result of: – unclear transitions – unsupported re-entry – invisible emotional load – leadership cultures that were never designed with parenthood in mind Retention is not only about compensation or perks. It’s about whether employees feel supported, seen, and set up to succeed through major life transitions. Parental leave is one of the clearest moments where culture becomes visible. Especially for leadership talent. If your organization is ready to rethink how maternity leave and return-to-work transitions are supported, let’s connect. I work with companies to create smoother, more human-centered maternity leave processes that strengthen employees, managers, teams, and culture alike. The future of work must include mothers — and we have an opportunity to shape that future together. #Parentalleave #ReturnToWork #WomenInLeadership #FutureOfWork #EmployeeExperience

One of the biggest blind spots in many organizations is the assumption that women return from maternity leave exactly as they were before. But motherhood changes a person. Women return with new perspectives, new strengths, new priorities, and yes, often new needs too. Yet many workplaces still expect them to perform exactly as before, without acknowledging the transformation that has taken place. Instead of adapting systems and support structures around this reality, the pressure is often placed entirely on the individual woman to “keep up” and fit back into old ways of working. The result? Burnout. Disengagement. And the loss of talented women who no longer see a sustainable future for themselves within the organization. This isn’t a motherhood problem. It’s a leadership and workplace design problem. Organizations that want to retain top talent need to stop treating parental transitions as an inconvenience and start recognizing them as a critical leadership moment — one that requires clear processes, trained managers, empathy, and realistic reintegration support. Because women don’t come back “less than.” They come back changed. And when supported well, often stronger in ways organizations desperately need. If your organization is ready to rethink how maternity leave and return-to-work transitions are supported, let’s connect. I work with companies to create smoother, more human-centered maternity leave processes that strengthen employees, managers, teams, and culture alike. The future of work must include mothers — and we have an opportunity to shape that future together. #Parentalleave #ReturnToWork #WomenInLeadership #FutureOfWork #EmployeeExperience

The Mom Project just shared a couple of amazing returnship opportunities for mothers returning to work after a career break. It can feel daunting to return to work after a pause. Feeling welcomed and valued when starting a new role makes all the difference. Find a curated list of these kinds of opportunities in tech, like Software Engineering and QA, below, with more roles opening regularly. #ReturnToWork #MothersAtWork

Let’s talk about parental leave processes. Most organizations already have parental leave policies in place. But policies alone are not enough when there are no clear processes to support employees, managers, and teams in implementing them well. Policies answer: “How long can someone take leave?” Processes answer: “What actually happens before, during, and after leave?” Processes create clarity. They turn expectations into clear agreements and help make transitions smoother, more predictable, and more sustainable for everyone involved. Yet many important questions are still handled reactively and “on the go”: • Who communicates what — and when — about an employee’s leave and return? • How is the handover structured? • Does the employee want to stay in touch during leave, and if so, how? • What will re-entry realistically look like? • How is workload reintegrated sustainably over time? When these questions remain unaddressed, it creates inconsistency, uncertainty, and unnecessary stress for employees, managers, and teams alike. The companies ahead of the curve are no longer just updating policies. They’re redesigning the entire employee transition experience. Especially in Tech & AI companies, where the future of work is actively being shaped, there’s an opportunity to build more modern, inclusive, and sustainable cultures from the beginning, rather than relying on outdated ways of working. If you’re ready to create more thoughtful parental leave and return processes within your organization, let’s connect. #HRLeadership #WorkingParents #TalentRetention #FutureOfWork #ParentalLeave #InclusiveWorkplace

The most innovative companies are redesigning communication, productivity, and the future of work itself. But many still approach parental leave with outdated assumptions and unclear processes. And that’s becoming a problem. Because the workforce is shifting. The average employee is a millennial or Gen Z, and parenthood is part of their trajectory. Expectations around work, leadership, and caregiving are evolving quickly. Yet even new companies still rely on: – vague return processes – inconsistent manager support – reactive communication – policies without implementation The result? Talent loss. Burnout. Disengagement. Women quietly stepping back from leadership trajectories. The future of work cannot exclude parenthood. The companies that will lead in the long term are the ones building parental leave & return systems that support both performance and people. Let's have a chat to discuss what this could look like for you! #HRLeadership #WorkingParents #TalentRetention #FutureOfWork #ParentalLeave #InclusiveWorkplace

Are you about to go on maternity leave, or have you recently returned to work? Then I’d love to speak with you! I’m reopening a limited number of 30-minute research interviews with mothers in leadership (managers, executives, founders, and business owners). I’m exploring how the return to work after maternity leave is actually experienced—and how organisations support (or fail to support) this pivotal transition. Would you be open to sharing your experience? Your insights will help shape practical, real-life recommendations to better support mothers (especially those in leadership) through this transition. All conversations are strictly confidential. As a thank-you, you’ll receive a complimentary 1:1 Clarity Session with me. If you’d like to take part, you can book your slot here https://lnkd.in/eSfQyhza Or fill in your answers via this questionnaire https://lnkd.in/dcRhWn3v And if a mother in leadership who's navigating this phase comes to mind, I’d be so grateful if you shared this with her. Thank you, Isabel _____ I guide modern mothers through the four key phases of working motherhood: pre-leave, on leave, return to work, and beyond, so they can thrive personally and professionally. #WorkingMothers #Leadership #ReturnToWork #WomenInLeadership #Motherhood #CareerTransitions

Is someone on your team preparing to go on parental leave, and you'd love to support them but are not quite sure how? That’s a very common challenge. While parental leave policies are usually clear, the process around them often isn’t. Managers and teams are left figuring things out as they go, navigating what can be a complex transition without much guidance. To help, I’ve put together a free guide designed to bring more clarity and confidence to this process, for both you and your team member. Inside, you’ll find: • Practical ways to prepare and support your team before leave • Thoughtful tips for welcoming them back and setting them up for success Even if you’re just curious, feel free to take a look. Download your free guide here: https://lnkd.in/eZ5aG63v #ParentalLeave #MaternityLeave #Leadership #MothersAtWork

I always like to highlight that Motherhood is personal growth in disguise. It might be the most intense leadership training many women have ever experienced. In the conversations I’ve been having with women returning to work after maternity leave, a clear pattern keeps emerging. The first months back at work are often the hardest. Women are navigating sleep deprivation, brain fog, childcare logistics, and a profound identity shift — while still feeling the pressure to perform as they did before. But something interesting happens once routines stabilize. Many women begin to notice that motherhood has actually strengthened their critical leadership capabilities. They describe becoming: • far more focused with their time • highly efficient in decision-making • clearer about priorities • more empathetic leaders • stronger at setting boundaries I’d love to hear your experience: What leadership skill do you think motherhood strengthens the most? Share in the comments below: 1️⃣ Prioritization & Focus 2️⃣ Efficiency & Decision-Making 3️⃣ Empathy & Human-Centered Leadership 4️⃣ Boundary Setting 5️⃣ Resilience & Adaptability Because the more we recognize these shifts, the more we can move away from the narrative of “mothers catching up” and toward one of mothers returning with expanded leadership capacity. #EmpoweredReturn #WorkingMothers #CareerAndMotherhood #Leadership #WomenAtWork