Work life balance. When you need to put life first.
Dene Gambotto • November 27, 2019
Returning to work after my father passed away has made me reflect on how we handle grief in the workplace.
Losing my Dad was not sudden, MND and Frontal Temporal Dementia had been stealing him away from us for the last 12 months. So my experience with grief has been a gradual one.
When he was diagnosed in February this year, I made the decision to pull back from work at iknowho to spend time with him.
I chose to work from his home – I even took him to a candidate meeting once (he sat in the car outside) – all so I could spend time with him. It was a win/win situation as he enjoyed watching me work. He liked to hear about what I was working on and who I was helping.
I was grateful for this time and the flexibility my team encouraged me to take.
I was transparent with our clients and candidates – explaining that I may not be as responsive to emails or calls. I took on only the work I could manage. I passed work to colleagues or we turned work away. This new style of working lasted around five months before Dad passed away. I was grateful that I pivoted my life towards the grief rather than losing myself in work.
I know I was fortunate to be in a position as the boss to take this time – I know that if I worked for someone else it may have meant resigning to take this time to be with Dad. So if you’re not the boss I encourage you to chat to HR re taking some owed Leave (carers or annual leave) by way of shorter workdays. Looking at ways to even reduce hours and pay for a period to allow you the flexibility.
The last year taught me this about navigating grief in the workplace…
- Talking openly and acknowledging my grief allowed my team to truly support me.
- Rather than someone asking how can I help? The most helpful were those who just did something …turn up with a cooked meal, a thoughtful handwritten card or sending some well-timed flowers.
- The support prior to a loved one passing is equally, if not more important than after their passing.
- I said no to work social events that weren’t absolutely necessary – I knew this time was short so I prioritised knowing that soon it will all be over. I have no regrets.
- Showing my vulnerability to my team strengthened our bond
- “No one shoe fits all approach”, what I needed was a flexible work arrangement rather than a set number of days “bereavement leave”.
- If you’re a manager I encourage you to pro-actively come to your colleague who’s navigating grief with a flexible work arrangement or suggestions on how the business can be supportive
- Financially it wasn’t a good decision but my heart is full and I think long term that matters more to one’s happiness.
- Coming back to work can be a really good thing for grief - I valued the lightness of coming into work, the normality…a space where I could be in control and doing what I love to do. So if a colleague wants to return quickly don’t stop them as it may be just what they need – perhaps encourage them to plan a short break around 6-8 weeks after returning to look forward to
I’m now back to work – grateful for the unwavering support my team and clients provided me and I’m ready to pay them back in spades.
For many growing businesses, marketing is often something that gets added to the to-do list of already busy managers or existing teams. A social post here, an email there, and maybe a campaign when there’s time. But without dedicated expertise, marketing rarely delivers the consistency and commercial results your brand needs to grow. If you’ve been wondering whether it’s time to bring in a dedicated marketing resource, here are the key things to consider and how to ensure your first hire is set up for success. 1. The Telltale signs If your demand generation has stalled, you’re struggling to convert interest into sales, or your brand presence feels disjointed, it’s time to stop relying on ad-hoc efforts. A dedicated marketer can build and execute a strategic plan that drives consistent results and positions your brand for long-term growth. 2. What to avoid It can be tempting to look for a “jack-of-all-trades” who can do a little bit of everything. The reality? Even the most talented marketer will struggle without clear goals and defined outcomes on what the business is looking to achieve. Hiring without clarity can lead to underwhelming results and frustration on both sides. Be specific about the expertise you need and the outcomes you expect. 3. Why this hire is so important to get right Your first marketing hire is more than just another role, it often lays the foundation for your brands future growth engine. The right hire can build momentum and shape how your future team evolves. The wrong hire however, can stall progress, waste budget, and leave you back at square one. 4. Fractional vs full-time Not quite ready for a permanent commitment? Fractional marketers can be a great short-term solution to get things moving while you build the case for a full-time hire. Just be clear on their remit. Fractional marketers are ideal for campaigns, projects, or interim support, but they’re not typically suited to long-term brand building or team development. 5. What kind of marketer do you actually need? Marketing as a discipline is broad, as are the tools used to reach your desired target audience. Do you need someone to drive digital acquisition, manage partnerships, develop content, or build brand strategy? Start by clarifying your business’s biggest priorities and pain points, then match the skillset accordingly. The clearer you are upfront, the better the outcome. 6. How to set them up for success Hiring the right person is only half the job. To see results and maximum impact, you need to set your new hire up for success. This means: Clear KPIs so they know what good Vs great looks like The marketing tools and access to the resources they need to deliver Integration into cross-functional conversations with key decision-makers from day one Bec Godkin, Senior Talent Partner says “Marketing can’t succeed in a silo. The deeper your marketer is connected across the business and understands the various levers that shape success, the greater their impact will be” Hiring your first marketer is an exciting step - it signals growth, ambition, and the desire to build something bigger. By being clear on what you need, avoiding common pitfalls, and setting your hire up for success, you’ll give your business the best chance to thrive. At iknowho , we specialise in helping brands make their first marketing hire. If you’d like to talk through what kind of marketer is right for your business, we’re here to help.
Discover what a Fractional CMO is, the benefits they bring, and how to know if hiring one is the right move for your business.
In 2025, personal branding isn't just a buzzword – it's important for anyone navigating the job market. The uncomfortable truth is this; you're likely being Googled more often than you're being interviewed. In a digital-first world, your personal brand can potentially boost your career prospects. So how can you leverage it to stand out during your job hunt? 1. Your brand is what people say when you're not in the room Personal branding isn’t just about the polished version of yourself that you post on LinkedIn. It’s what others say about you when you’re not around. Consider how you’re being perceived online and offline. Is your brand consistent, authentic, and aligned with your career aspirations? What would potential employers say about you when they Google you? To start refining your personal brand, think about your values, your goals, and how you want others to perceive you. This means showcasing your strengths, yes, but also acknowledging your struggles and learning moments. Authenticity can give you a competitive edge. 2. Lead with curiosity, not just expertise Publicly asking thoughtful, insightful questions. It positions you as someone who is constantly learning, open to feedback, and not afraid to explore new ideas – a thought provoker and idea leader in your space. In the job hunt, this quality can set you apart from others who might be more focused on offering answers than asking the right questions. So, when you’re engaging with others online or in an interview, try focusing on asking questions that spark deeper discussions. Your curiosity and willingness to learn can make a lasting impression. 3. Your personal brand is about becoming known for the right things Remember, personal branding isn’t about trying to become famous. It’s about being known for the right things – the things that align with your career goals and the value you want to offer to employers. For job seekers, this means ensuring that your online presence and interactions reflect your expertise, passion, and ambition. When crafting your personal brand, be deliberate. Think about the skills, values, and personality traits you want to highlight. 4. Be consistent and intentional The foundation of a strong personal brand is consistency. Your personal brand is built in the small, everyday actions – how you engage with your network. Consistency in your interactions helps shape how people perceive you and helps create a brand that’s memorable. If you're job hunting, it's critical to show up consistently both online and offline. This includes engaging with industry professionals on LinkedIn, contributing to discussions, and demonstrating professionalism in all your interactions. 5. Small steps to narrow the gap So, what's the gap between how you see yourself and how others might perceive you? The goal isn’t perfection, but making small, consistent adjustments that move you closer to aligning your internal brand with how you’re seen externally. It could be tweaking your LinkedIn profile, starting a blog, or sharing your expertise. What’s one small thing you could do this week to move the needle and narrow that gap? Whether it’s posting a thoughtful comment on a relevant post, reaching out to someone in your industry, or sharing a story of a recent challenge, small actions can have a big impact over time. 6. Share struggles, Not just wins When it comes to personal branding, it’s easy to fall into the trap of only sharing successes. However, some of the most credible personal brands are built on transparency – sharing the struggles and lessons learned along the way. It’s interesting to see how you handle setbacks, not just your triumphs. Embracing imperfection in your personal brand helps paint a fuller picture of who you are. Whether it’s sharing a challenging project you worked on or a time when you faced a setback and how you overcame it, these stories can help demonstrate your resilience, problem-solving abilities, and growth mindset – qualities employers are eager to see. In today’s market, personal branding isn’t just a nice-to-have. By being intentional, consistent, and authentic, you can build a personal brand that resonates with potential employers, ultimately setting you up for success in your job hunt. So, there’s no better time to start than now.
