Companies across the world are getting better and better about creating flexibility for their employees. But there’s a hitch – what about dual-career couples who need to consider two career trajectories when thinking about opportunities and aspirations? It’s a crucial element of talent management – and the subject of this recent (and fantastic) Harvard Business Review article called Talent Management and the Dual-Career Couple.

This is so relevant to my life right now. I recently joined the board of a non-profit called The Paradigm Switch, which aims to help military spouses reach their highest potential by connecting them to employment options like remote work, freelancing, or entrepreneurship. It used to be that following their military member from assignment to assignment was an absolute career killer, but the rise of the digital economy is changing that. It’s a cause that I’m passionate about because meaningful work is so frequently tied to our sense of purpose.

And there’s another reason why I’m thinking about this issue. For the first time ever, I’m following my spouse to a new destination – Omaha. I knew we’d move in 2018, but I didn’t know where. That played heavily into my decision to start my own company after Stanford. My husband and I try to “take turns” career-wise, and I wanted to minimize the downsides of honoring our strategy. But I’d love to hear from all of you dual-career couples out there – what are you doing that works? What hasn’t worked? What would you like to see your company offer? What would be a gamechanger for you?

Don’t be shy! Let’s learn from each other! Share your thoughts in the comments below.

 

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