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Some leaders build their management philosophy from the best workplace experiences they’ve had. Sarah Hofstetter built hers from one of the worst.

Sarah is co-founder at 37Arc, a board director at Campbell’s and Kenvue, and a senior advisor at Boston Consulting Group. She’s also the co-host of the Brave Commerce podcast from Adweek and the mother of two adult kids, both of whom (to her surprise), followed in mom’s footsteps and went straight into the advertising industry after college.

Her career spans decades of leadership at agencies during a period when the rules for working mothers were being written in real time, often badly. Rather than let that shape her, she turned it into a leadership style built on psychological safety, empathy, and radical candor.

From Painful Precedent to Building a Better Parental Playbook

Sarah’s pivotal moment happened before she was even a mother. Pregnant with her first child in her early 20s, she told her boss the news - and got a distinctly unenthusiastic reaction. The parental leave policy at the time offered her a choice: return after six weeks and get paid for that leave, or take the full twelve weeks unpaid. Money was tight, so she went back after six weeks. She did the same thing with her second child.

“It wasn’t a psychologically safe environment.”

That experience didn’t just stay in the past - it became the blueprint for what she refused to replicate once she had the power to change it. When she became a leader, she made a point of genuinely celebrating every pregnancy announcement on her team, no matter the business timing, and building the kind of trust that let people tell her the truth about their plans early, rather than hiding them.

That reaction set a tone that outlasted any single announcement. People at her companies knew that a pregnancy - or any major personal milestone - would be celebrated openly, not simply tolerated. This made people more willing to bring their whole selves to work generally, not just around parental leave.

Make It Safe to Talk About the Yuck

Asked what she’d tell someone building a company today, Sarah starts with psychological safety - creating permission to be honest about the hard parts, long before there’s a policy to fix them.

“You have to make it be okay to talk about the yuck — whatever the yuck is.”

That honesty pays off operationally, too. An employee who feels safe telling you they’re expecting at four months gives you a real runway to plan, and encourages others to do the same.

While CEO of 360i, she built the playbook for how working parents were supported both going into and returning from leave. In return, those employees worked hard and stayed. The company retained top talent at tenures that far exceeded industry averages.

Judge the Work, Not the Clock

Asked what’s still not the norm but should be, Sarah lands on a simple operating principle: stop watching when and how people work, and start caring only about the outcomes people deliver, not the hours they keep.

She points to her own strict observance of the Sabbath - shutting down completely every Friday at sundown, no matter what’s due Monday - as proof that boundaries and work ethic aren’t opposites. The work still gets done. What matters, she says, is building a culture where people are judged on whether the job gets done, not on when or how they did it.

“You think that I didn’t have a work ethic ‘cause, hey, she’s shutting down at four o’clock... It didn’t matter. The work got done. If you have the work ethic, you’ll figure out a way to get it done.”

She also pushes back on the idea of work-life balance altogether, calling it the wrong standard to strive for.

Her advice to employers: give people the outcome and the deadline, not a script for where and how to get there. Whether someone needs to log off for a school pickup, a nap, or sundown, the measure of a good employee rarely has anything to do with the clock.

Model the Behavior You Want to See

Sarah is candid that for years she told her own kids she “had to” go to work, rather than admitting she loved it, worried that enjoying her career too openly might look like bad mothering.

She’s since realized the framing mattered more than she understood at the time, and the same dynamic plays out inside companies: leaders who apologize for their ambition, or hide boundaries and personal commitments, quietly teach everyone watching that work is something to be endured rather than chosen.

For employers, the lesson scales up: leaders and managers who are transparent about enjoying their work, setting boundaries, and making intentional trade-offs give their teams, parents especially, permission to do the same without guilt.

Ask What Someone Needs Before You Try to Fix It

Sarah is, by her own description, a solutions-oriented person. She is someone who instinctively absorbs a problem and starts working it. That instinct served her well as a leader, but can actually be limiting when the situation - or the individual - needs something different.

A new approach came from a conversation with Dr. Valerie Oswald, now CEO of Kodiak Cakes, who shared a simple framework for figuring out what someone actually wants when they bring you a problem.

A toolbox means they want solutions.
A tissue box means they want an empathetic ear.
A garbage bin means they just need to vent it out and move on, no fixing required.

Sarah’s default has always been a toolbox, whether the person in front of her wanted it or not. Learning to pause and ask which one someone actually needs, she says, is a new muscle, one she’s building both at home and at work.

Sarah’s Tips for Leaders:

1. Make it safe to name the hard stuff. Psychological safety lets people tell you about changes early, giving you real runway to plan, whether that’s for parental leave or anything else.

2. Manage to outcomes, not hours. Give people the deadline and the goal, not a script for when and how to get there. The clock isn’t the measure of a good employee.

3. Model the behavior you want to see. If you hide your enthusiasm for the job, or your own boundaries and commitments, your team learns to hide theirs too.

About Sarah
Sarah Hofstetter is co-founder at 37Arc, a board director at Campbell's and Kenvue, and a senior advisor at Boston Consulting Group. She's also co-host of the Brave Commerce podcast from Adweek and the mother of two adult kids who both followed her into the advertising industry. Her career spans decades of agency leadership during a period when the rules for working mothers were being written in real time - often badly - and she's spent her career since building something better as a multi-time CEO and co-founder.

Let us know your thoughts.
What’s one thing you’ve done as a leader, to support working parents?

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Listen to the episode on Spotify here.

Most of us have been trained to think “having it all” is a fantasy for women, or a setup for guilt and burnout. Kelly Hopping disagrees.

Kelly is the Chief Marketing Officer at 6sense, a five-time CMO, an author, and a mother of three teenagers. Growing up, she never believed she had to choose between an ambitious career and a full life at home. That belief wasn’t something she arrived at after years of trial and error - it’s how she was raised, and it’s shaped every major decision she’s made since.

Her story offers a different lens on an old debate: not whether you can have it all, but whether you’re willing to define it, ask for it, and create the support system that makes it all possible.

Can Women Really Have it All?

Kelly’s counterintuitive belief is simple: she thinks you genuinely can have it all. She was never told otherwise. Her mother worked, her father worked, and there was never a suggestion that she’d need to pick a lane.

Where people get stuck, she says, isn’t in wanting too much - it’s in trying to keep career and home in separate boxes.

“I think if we try to force this sort of separation between our work and our life... I think that’s where the challenge exists.”

Instead of walling off “work time” from “mom time,” Kelly blends them - sometimes catching up on emails during a kid’s practice, taking a call during a timeout, or arranging work travel so she remains present for her kids’ key life moments.

The goal isn’t balance in equal daily portions; it’s integration across a season, with her husband tagging in when work is heavy and vice versa when home needs more.

Why Defining Your “All” is the Missing Key

If you ask Kelly what “having it all” means, she turns the question back: how are you defining success, and where did that definition come from?

For her, the answer is concrete: she doesn’t miss pivotal moments with her kids - games, performances, award ceremonies - even if it means red-eye flights home or occasionally checking Slack from the sidelines. Her upbringing played a major role in these views. The measure of success isn’t hours logged at home; it’s whether her presence is really felt by her kids.

This clarity has paid off in unscripted ways: her kids, when she asked if they wished she didn’t work, said they didn’t know what would even be different.

The Promotion She Said No to Twice

Clarity about her boundaries didn’t mean playing small, but even Kelly needed a push earlier in her career to take on bigger roles when her kids were younger.

Early in her career at Rackspace, a new CMO tried to promote Kelly into a much bigger role running the full marketing engine. Kelly said no, twice. She was home by 5:30 every night for her three young kids, made good money, and didn’t want the “extra headaches.”

The third time, her boss didn’t ask. She just promoted her - and then made a promise:

“I will protect your boundaries. I know what your non-negotiables are... but I need you in this role.”

That one conversation reset what Kelly thought was possible. Within a few years she was a VP, then a CMO - a title she’s now held five times - without ever abandoning the boundaries that mattered to her. Mentors like this are incredibly important in paving the way. For Kelly, this boss showed what was possible when she set firm boundaries and worked for someone who respected them.

Getting Herself Fired, On Purpose

Not every chapter was smooth. Kelly took a role reporting directly to a founder for the first time, lured by a bigger title and salary, and ignored the red flags from the interview process. It was, in her words, torture. She fundamentally disagreed with the marketing direction and realized the friction wasn’t fixable, it was just how the founder was wired.

So she did something unconventional: she asked to be fired.

He eventually agreed, and the exit package bought her the freedom to take a deliberate six-month sabbatical, something she’d never done in her career. She came back from the sabbatical with a different focus, better patience as a leader, and more clarity about what she actually wanted next.

Building the System That Makes It Work

Kelly is candid that none of this works without the right support system. Early on, daycare came with guilt she had to work through. Later, an irrational fear of unsupervised middle-schoolers nearly convinced her to quit and become a stay-at-home mom - until her husband decided to change his career instead, and the whole calculation changed.

Today the family runs on a color-coded shared calendar. “Busy” means Kelly owns it, “free” means her husband or a carpool does. And she has a support network that flexes as much as her kids’ schedules do. More recently, when Kelly had a family crisis and had to place her full attention there, Kelly’s own boss stepped in and covered two full days of customer meetings without even being asked.

“Those moments make you feel really good. You’re like, okay, I’m working with stellar people who care about humans.”

Having It All (Without Asking Permission)

If there’s a thread underneath all of Kelly’s stories, it’s that she rarely waits for permission - she decides what she wants and asks for it, assuming a solution exists. She traces that instinct partly to her father, who “just sort of believes that rules don’t apply to him,” and admits she’s inherited it, negotiating flexible start dates and part-time ramp-ups into new jobs without hesitation.

Her advice for anyone chasing their own version of “having it all” starts with the question underneath the question:

It’s a powerful invitation to imagine what’s possible. It’s also refreshing to hear from someone like Kelly, who at an early age assumed that a life of abundance and “all” was possible, and has worked hard to make that happen for herself, her family, and the many women who look up to her and her success.

Kelly’s Tips:

1. Integrate, don’t separate: Stop trying to build a wall between work and home. Let the two blend across the day and the season, and see how it feels to be more intentional about mixing them.

2. Ask for what you want, without waiting for permission: Whether it’s a promotion, a flexible start date, or finding a creative way to make something seemingly impossible work - define it, assume there’s a solution, and see what happens when you ask for it.

3. Define success in your own terms - then hold the line: Decide what you will never miss, and build everything else around protecting it. Clarity about your non-negotiables makes every other decision easier.

Let us know your thoughts. Do you think it’s possible to “have it all” as a working mom?

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Prefer Spotify? Listen to the episode on Spotify here.

“Motherhood and ambition don’t have to compete.”

Powerful words from Shanta Kohli, who recently began a new role as Chief Marketing Officer at WEKA, an AI data and memory infrastructure company. Shanta has more than 15 years of experience in marketing leadership and, at the time of our interview, was wrapping up her prior role as the CMO at Sysdig.

Despite her success, Shanta’s path to the C-suite didn’t always look linear or logical to those around her.

Instead, she has built her career through a series of thoughtful moves that helped her build a full life - not just a full career - by redefining what success looks like at different stages.

The power of a sideways career move

I have long been inspired by Shanta’s approach to working motherhood. When she wrote this article for International Women’s Day at the encouragement of her team, I loved her candor and practical advice.

Shanta shared a perspective that resonates deeply with many working parents: successful careers are rarely linear. Instead of climbing a straight ladder, she described her career as a “jungle gym” — a series of intentional moves, pivots, pauses, and trade-offs that ultimately created both professional success and a fulfilling family life.

One pivotal moment came when she intentionally stepped sideways in her career. After serving as a VP at Nimble Storage, she chose to move into a smaller product marketing role — even taking a lower title — to gain new skills and create more flexibility for her family. On paper, the move didn’t look like a promotion. In reality, it became a defining leadership experience that helped prepare her for future executive roles while allowing her to be more present during her children’s younger years.

As she shared this story, Shanta and I reflected on how many women feel pressure to maintain a perfectly linear career trajectory, even after becoming mothers. But she challenged that expectation, reminding us that taking a different path doesn’t mean you’re failing — it simply means your priorities are evolving.

“When my kids were younger, I turned down global roles that required around-the-clock calls. I was selective about travel. I moved between roles depending on what our family needed at the time.”

Still, those decisions haven’t been easy or automatic. Shanta admitted that for months she questioned whether she had made the right choice. She felt pressure to explain and defend why she had “moved sideways” instead of continuing to climb.

What helped most were mentors — particularly working mothers further along in their careers — who reassured her that career growth doesn’t always have to look traditional.

Building a shared career strategy with your spouse

No one climbs the jungle gym alone. For those who are fortunate to have a supportive spouse, they can be the biggest catalyst for professional achievement. Shanta described her career decisions with her husband as a “shared strategy” rather than two independent careers running in parallel. Both she and her husband work in tech, and over the years they’ve alternated seasons of leaning in professionally while the other “stepped back” to create stability for the family.

At times, that meant supporting her husband’s dream role, even when it involved extensive travel while their children were very young. Other times, it meant her husband intentionally taking a less demanding role so Shanta could pursue larger leadership opportunities.

The key, she explained, was making decisions together rather than competing or assuming both careers could operate at 100% intensity simultaneously.

Listen to No Definition on Spotify, Apple, or wherever you listen to your podcasts.

Boundaries make it all possible

Shanta also spoke candidly about the emotional side of working parenthood. One particularly difficult moment came after returning from a 10-day work trip, when one of her young sons wanted to stay with his dad instead of reconnecting with her immediately. That experience forced her to reevaluate the boundaries she had around travel and work. From then on, she became much more intentional about limiting time away from home.

That led naturally into one of the most practical and impactful parts of the conversation: boundaries.

Shanta described boundaries not as constraints, but as the systems that make ambitious careers and meaningful family lives sustainable.

Some of Shanta’s non-negotiable boundaries include being home for dinner, limiting travel, and keeping technology away from the dinner table to create uninterrupted family time.

Perhaps most importantly, she emphasized that boundaries only work if you actually hold them. She learned over time that no manager or company would create those limits for her — she had to define them herself. Sharing those boundaries openly with her team also became a way to model healthier behavior for other working parents.

She also spoke about working for great leaders who made structural changes to support her and her colleagues to stay in the workforce.

“Sometimes the change was structural, like creating lactation rooms when the only option had been a bathroom stall. Other times, it was cultural, like moving live webinars scheduled for 7 p.m. in an era when working from home wasn’t yet a reality. Each decision sent the same message: you can succeed without leaving your life outside of work behind.”

Her message to leaders was simple but powerful: flexibility, empathy, and trust don’t weaken performance — they strengthen loyalty and retention.

Ultimately, Shanta’s story is a reminder that success doesn’t have to fit a single definition. Careers can zigzag. Priorities can shift. Boundaries can evolve.

And sometimes the decisions that look unconventional on paper end up creating the most meaningful version of success.

Shanta’s Tips

1. Reject the idea that career growth must be linear. Strategic sideways moves and intentional trade-offs can create both professional growth and a more sustainable family life.

2. Build a shared career strategy with your spouse. Building a successful career while parenting requires a “shared strategy” at home, where partners openly align on priorities, timing, and support for one another’s growth.

3. Boundaries are essential, not optional. Writing down and communicating your non-negotiables helps make ambitious careers sustainable.

4. Who you work for makes all the difference. Supportive leaders and flexible workplace cultures play a major role in retaining working parents and helping them thrive long-term.

I want to know what you think. What’s one things that struck you about Shanta’s story?

Leave a comment

Prefer Spotify? Listen to the episode on Spotify here.

There’s a version of working motherhood that most of us quietly subscribe to.

You build a career and keep climbing. You show up at home and keep striving. You create a never ending task list and try to never drop a ball. And underneath all of this, is the pressure to do it all, in order to have it all.

Alison Lange Engel doesn’t buy that premise.

Alison has built an extraordinary career – rising from early startup operator to VP of Global Marketing at LinkedIn, CMO of Stripe, venture capitalist, and most recently becoming a CEO. All while raising two daughters and helping care for aging parents. Yet instead of trying to meet every expectation, Alison has taken a different approach: defining what matters most in a given season, and letting everything else fall away.

Her approach offers a different path forward for those of us who feel caught between ambition and motherhood - not by “doing it all,” but by being intentional about what matters most and rejecting the rest.

Why “Trying to Do It All” Is Actually the Problem

One of Alison’s early lessons was that being a “multitasking hero” is a trap. Like many high-achieving women, early on in her motherhood journey she found herself juggling everything: career, family, relationships, responsibilities. And for a while, it worked – at least on the surface. But over time, the cost became clear.

The instinct women have to carry everything - literally and metaphorically - isn’t accidental. It is hard wired into us, often from birth. We want to excel in everything we do, many of us trying to prove to ourselves and our families that there is no challenge we can’t tackle.

In this pursuit, women often balance multiple roles simultaneously – professional, parent, partner, daughter, friend – while also absorbing societal pressure to excel in each. It’s like trying to carry 4-5+ different jobs all at the same time, and pretend we can do them full-time, at an A+ level. It’s simply an impossible task.

The result can become a constant sense of being stretched thin and never quite enough. For Alison, the shift came when she began to pause and ask a different question: not “How do I do everything?” but “What actually matters right now?”

Intention Over Perfection

If there’s one thread that runs through Alison’s story, it’s intentionality. She talks about the difference between attention and intention - and how spreading your energy across too many things dilutes impact and fuels self-doubt.

“There’s a finite amount of time every day. Where are you spending it?”

Instead of trying to maximize everything, she focuses on defining what matters most in each season and aligns her time accordingly. This shows up in both big decisions and small, everyday choices.

For example, Alison left a stable and high-profile role at Microsoft while eight months pregnant because it felt right to take her next ambitious career step. She believed that her next employer (LinkedIn) would be both a pivotal career move and support her in doing the role with a newborn at home – and she was right. In that season, she wanted to capitalize on a career opportunity and she listened to her own intuition rather than what society might deem “inconvenient timing.”

Later, when her mother fell seriously ill with cancer, she took the time to be fully offline to support her mother through treatments, even during a hyper-growth leadership role and with a 4 and 2-year old at home. She was, as she stated, unapologetic about what she needed and why with her employer and her family. Each decision wasn’t about balance or even pragmatism in the traditional sense. For Alison, these moments were about living in alignment – being clear on her primary intention and what she needed from those around her to make it work.

Alison makes it clear that she heavily weighed the demands of her job and it was not easy. But she has found that deep intentions have a way of making room for themselves, and other responsibilities can often flex to accommodate them.

The key, Alison shares, is to partner openly with your manager or company to find a solution that honors what matters most in a given moment, so that you can continue to show up well and authentically at work.

The Moment That Changes Everything: Seeing Through Your Child’s Eyes

Sometimes, clarity comes from the moments you wish you could redo. Alison’s journey has not been without regrets or guilt. Instead, she is continually learning and improving along the way.

One of these moments came on her birthday. Many years ago, after an executive offsite ran late, she arrived home on her birthday to a quiet house - her kids already asleep, their planned celebration for their mother missed. At first, she brushed it off as “just another birthday.” But her husband reframed it: “It’s not about you. It’s about the girls.” That shift - seeing the moment through her children’s eyes - changed how she thought about time, not just for her but for her kids.

A similar realization came when she tried to “optimize” her schedule to catch just part of her daughter’s important school presentation - only to walk in as it was ending, having missed the whole thing.

The lesson? When you try to optimize everything, as opposed to remaining focused on your primary intention for that day, you risk missing the moments that matter most. Your attention only matters if it’s focused on one primary intention - so Alison reminds us to revisit and redefine our intentions regularly.

One of the things that struck me the most was how unapologetic Alison was about the stories and lessons she shared. Rather than striving for perfection, she acknowledges the times when she would have done things differently and embraces the lessons they have taught her - not with guilt, but with appreciation.

Listen to No Definition on Spotify, Apple, or wherever you listen to your podcasts.

How to Reject Mom Guilt (Without Lowering Your Standards)

Alison doesn’t try to meet every expectation, which is exactly the point.

Instead, she defines success for herself and her family - the rituals, the intentions and goals they have for themselves, and then she lets everything else fall away. That means saying no (or “not now”) without apology, not competing with other parents’ standards, and letting go of things that don’t actually matter to her family.

Most importantly, it means being explicit about what does matter. Because when your values are clear, your decisions become clearer too.

Alison is equally clear that making this work requires systems and support. Over time, she and her husband treated their family like an evolving organization - continuously reassessing needs and building solutions: choosing childcare that matched their work realities, building trusted support networks, dividing responsibilities intentionally, and adapting as their children grew and schedules changed.

The most powerful lesson I took away from this conversation is that what we allow ourselves to fixate on - what we give attention to - has a lot more weight on how we view ourselves and our mom guilt than we might think.

By rejecting other people’s standards of motherhood, clearly defining her own definition of success, and revisiting her primary intention at a given time, Alison has navigated the tough balance of working parenthood with an admirable and steely resolve.

Alison’s story challenges the idea that “having it all” means doing everything. Instead, it means defining your version of “all” - and protecting it. For Alison, that includes a meaningful, high-impact career, along with deep, trust-filled relationships with her family, and being present for the moments that matter most. Everything else is noise.

Alison’s Tips:

1. Define your non-negotiables early: Decide in advance which moments or “unmissable” events matter most to you (e.g., dinner, bedtime, school events) and hold the line. This removes decision fatigue and regret later.

2. Stop optimizing the margins: Don’t try to squeeze everything in. If something is important, make it your key intention and give it the full attention it deserves. Otherwise, it’s best to say no or “not now.”

3. Let go of expectations you didn’t choose: You don’t have to meet invisible standards you didn’t choose. If something isn’t required for living your own values and views - question it, don’t succumb to guilt over it.

I want to know what you think. What’s one thing that struck you about Alison’s story?

Leave a comment

Next week, No Definition officially launches with an amazing roster of guests - including CEOs, CMOs, VCs and founders from companies you’d recognize and experts on a range of topics.

Before the launch, it feels important to share the story of how this came to be, why it matters so much right now, and to thank the many people who have made No Definition possible.

The origins of this podcast started when my son was two years old and got very sick.

In order to get him well, I stepped away from a career I’d spent twenty years building. And somewhere along that journey, for the first time in my life, I started to wonder if I could ever go back and still be the mother I wanted to be.

I loved my career. I was proud of it. But suddenly it felt like I had to choose: give it up to be a good mom, or keep the career and fail him.

The guilt was unbearable.

And slowly, I started to believe the thing we’re all told: You can’t really do both. At least not well. And not at the same time.

If you’ve ever felt that, I want you to hear me: that feeling is real. I’m not going to tell you it’s in your head. At times, it can be true.

But over the last several years, I’ve come to see that most of the time, the reasons we feel we can’t “have it all” are because the systems and stereotypes around us are failing us. And I’m determined to change this.

So when my son got well again, I decided to give my career another shot. I began calling every ambitious working mother I knew and asking them a single question:

“How are you actually making this work?”

I didn’t want the highlight reel. I wanted the real version. How these CEOs, CMOs, and entrepreneurs design their weeks to still be present for their families while also delivering results at work. How they split things at home. The decisions they’d make again, and the ones they wouldn’t.

Those conversations made me realize: it is possible to have it all. We just don’t talk enough about how. The tips and advice I received gave me my life back. They gave me the confidence to go back to my career, to reject traditional assumptions, and to be a better mom than I was before. I enjoy both more now than I ever have.

My only regret? Originally I didn’t record a single one of those conversations.

So I’m recording and sharing them now.

What these conversations reveal is that working moms and executives are not dealing with a capability problem (working women are the most capable people I know).

We have a design problem.

The school hours, expectations of what a mother “should” be, the way work is built and the cultural norms we have come to accept – none of it was designed for women who want an ambitious career and a full family life. So we spend our lives trying to force (or hide) ourselves in systems that were never designed to support us. And then we blame ourselves when it doesn’t work.

You can have it all. I believe that completely. But not the way you were sold it. And not by trying harder (or “leaning in”) inside a system that was never built for you. You have to get there by questioning the systems around you and building your own.

That’s why I created No Definition.

Every episode, I sit down with women operating at the very top of their career game who are also building full lives at home. We break down what it actually looks like. The frameworks, the tradeoffs, the systems that let ambition and motherhood coexist.

Not perfectly. But sustainably.

The first episodes publish next week. Here’s how to make sure you don’t miss them, and how you can help:

• Follow on Spotify, Apple or wherever you listen to your podcasts.

• Subscribe here to get notified when we air new episodes and recaps on Substack.

• Send this to one woman who might benefit from these episodes. If you know a woman doing this math right now and wondering how to make it all work, share this if it could help them. This is a conversation for all of us.

And let me know what you want me to cover in the comments. I want to know who’s here and what’s helpful to you right now. What does your version of “all” look like, and what’s the part that feels hardest to navigate? This space is about us figuring it out together, so let’s start now.

Leave a comment

Amanda

The Credits

Like in life, nothing great happens alone. Thanks to these amazing people who made everything about No Definition possible:

• My wonderful husband Rob (Music) who supported and encouraged me to do this every step of the way, and is a wonderful partner and co-parent. He’s also a prolific musician who wrote all of the music you hear on the podcast. Check out more at: https://japanonthemoon.com/

• My amazing editor Jay Cowit (Sound Editing & Host Coaching). Jay is both a long-time friend and an amazing editor and national radio producer. He made this all possible and is why No Definition sounds incredible. He is also available for hire here: https://jaycowit.com/#soundDesign

• Linzi Cora (Editing & Design), who led the design, blog editing, and set up of No Definition. She’s given me invaluable advice and makes everything look seamless. Check out her work at: https://linzi-cora.com/

Finally, this podcast is really about our guests, whose willingness to be vulnerable and share their learnings make this all possible. Each of them is an inspiration to me and many I’m honored to call both mentors and friends. I can’t wait to celebrate each of them in the coming weeks and months.

Get it here, on Spotify, Apple, or wherever you listen to your podcasts.

This audio series launches in July and will feature women operating at the very top of their game – founders, chief executives, women you’d recognize – who are also building meaningful lives at home.

In each episode, we get into the mechanics: how they design their weeks, how they split things at home, the calls they’d make again and the ones they wouldn’t.

Here’s what I know: for working parents trying to make it all work, this has never been a capability problem. It’s a design problem.

It’s hard and it’s messy. The school hours that don’t align with work hours, the unrealistic expectations placed on mothers, workplaces that weren’t built for women who want both – none of it was made for this. We absolutely can have it all. And it starts, not with leaning in harder, but with questioning the systems around us and building our own.

Subscribe now

New episodes and recaps land in your inbox the moment they’re live.

I can’t wait to share the insights from our guests, women working hard to make it all work. They are pioneers, all of them – and if you’re here, my guess is you are, too.

Stay tuned.

Amanda

P.S. If you know a woman who’s trying to figure this out right now – building something big at work and wondering how it fits with the life she wants at home – share this with her. This conversation gets better the more of us are in it.

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