Motherhood as a Career Booster: Why Returning Mothers Are a Competitive Advantage
“Then a completely different woman came back!” exclaimed the department head of a major corporation, both excited and accusatory during our coaching session.
I responded: “Well, I certainly hope a completely different woman came back.”
And an explanation is needed to free the manager from his helplessness.
Returning from Parental Leave: A Challenge for Managers
When women return from parental leave, many leaders find themselves overwhelmed:
- How do we reintegrate the young mother into the team?
- How resilient will she be moving forward?
- What does my team need now?
- But above all: Why has she changed so much?!
Motherhood Changes – And That's a Good Thing
Yes, there are women who seem unchanged on the surface.
Often, this is driven by internal pressure to perform just as before, proving to themselves and their employer:
“I'm still the same.”
But from my perspective as a mother of three and work-life balance expert, it’s clear:
Becoming a mother is one of the most transformative experiences in a woman’s life.
With the child, a new identity is born.
Motherhood as a Leap in Development – For Women and Companies
What may initially feel like a step back is actually a competitive advantage.
Because:
- Value systems shift
- Priorities are redefined
- Resilience, self-leadership, efficiency, and reflection skills grow tremendously
Life demands more – and so do the competencies.
Why Employers Should See Motherhood as an Opportunity
Motherhood is not a career killer – it's a development booster.
And not just for the woman herself, but for the entire organization.
Three Success Factors for True Work-Life Balance
Based on my years of experience, three essential success factors ensure genuine compatibility between work and family:
1. Continuous Communication on Equal Terms
- Trust between manager and mother is key
- Space for open dialogue about challenges
- Only this way can the employer respond supportively and flexibly
2. Responsibility Lies With Everyone
Work-life balance must be a cultural value.
- Starts with recruitment
- Continues through leadership development
- Includes structured contact during leave and onboarding plans for re-entry
Everyone must take responsibility – not just mothers who often carry the highest burden.
Managers and colleagues must be part of the solution.
3. Time and Investment That Always Pays Off
- The intense phase of having small children is temporary
- Many leaders fall into “problem hypnosis” upon hearing about a pregnancy
- This often leads to losing excellent talent permanently
Understanding the temporary nature of this phase is crucial.
When employers manage to navigate these years together with the mother, they gain:
- A loyal
- Motivated
- Experienced team member, often for the next 20 years
Motherhood as a Long-Term Asset in the Talent Shortage Era
Companies that dare to invest in the long term benefit from:
- Gratitude
- Commitment
- A stable, valuable resource who stays
Motherhood is not a risk – it's a massive opportunity.
A true competitive advantage in times of talent shortages and diversity goals – guaranteed.
