[Live] Manager and mother Sophia von Rundstedt: "I can only laugh about the term Rabenmutter."



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Disclosure & Image Rights: of Rundstedt has supported us financially.Images from our interview partner.

[Live] Manager and mother Sophia von Rundstedt:

Sophia von Rundstedt introduces Company with 300 staff and has two children. An interview about old role models, organizational skills, the wrong behavior of bosses and the right decision.

Sophia von Rundstedt heads the family business of Rundstedt as CEO and sole managing director since 2011. She initially worked as a lawyer for corporate and corporate law, mergers and acquisitions as well as private equity transactions in an international law firm. 2003, she joined the company as a customer advisor, where she was, among other things, branch manager in Frankfurt and a member of the management team of her father, Eberhard von Rundstedt, before taking over the presidency.


Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

Frau von Rundstedt, recently an employee was dismissed in an agency, right after returning from six months parental leave. Is this now a step forward that it also meets men or does it rather show how retrogressive companies are?

Overview

This shows above all that both sides have not communicated sufficiently in advance.

What could have been bettered by communication?

Overview

Then the boss and co-workers could have made an informed decision together. When it comes to parenthood and how long you take it, everyone, whether man or woman, must ask: What is important to me? And what are the consequences of my decision?

Is it important for me, for example, to be with my child around the clock in the first year? So important, that I take for the job of missing the connection professionally?

You have to understand companies that they can not simply give up their employees. A lot can happen in a year as well. It is called to weigh together and find suitable models.

Is not that something idealistic? Most women would never admit their children's wishes to the boss.

Overview

Yes, unfortunately the topic is still a big taboo. It is also due to the rigid laws, which allow little flexibility. For example, employers are not allowed to ask about the topic for reasons of discrimination, but it is important to find flexible solutions together.

I always think of a friend who worked in the legal department of a pharmaceutical company. When she was parental in the fourth month, her boss announced. This gave them the opportunity to take over this leadership position.

So she sat down with her superiors and found the following solution: On three days she was already around 14 clock, but was then in the evening between 18 and 22 clock again at work and attainable. On the other two days, her husband took care of the child.

Part time was not possible?

Overview

Part time is, as studies show, often a career trap. All the way up to the top is only possible with an above-average use.

However, leadership positions also offer greater flexibility and you can coordinate your appointments better. Only in DAX-boards is it then again different.

Speaking of DAX companies: Are you for or against the women's quota?

Overview

Absolutely for it. There also has to be some social change and we need female role models in key positions.

I even go a step further: there should not only be a quota for members of the supervisory board, but also for the boards, which directly control the companies.

According to a current US-Studie Women's careers often fail due to bosses and role models ...

Overview

There is the beautiful and unfortunately appropriate saying: employees come to companies, but they leave bosses.

In fact, managers should take an active part in how they can promote the strengths of their employees, which is often neglected.

In turn, employees are also asked to express their strengths and objectives actively. Without wanting to repeat myself: a constant dialogue is important. And the courage to look for a new job, if the conditions are no longer right.

You yourself have two children and run a company with 300 employees - how do you get that under a hat?

Overview

This is, above all, a question of the organization: My travel activity, for example, is limited to Germany and I adhere to the rule of not being more than two nights a week. Since my partner also leads a company, we have to find compromises here.

We had a good experience with a day-care center, in addition we had an 450-Euro-force for the household and Aupair-girls. That means, of course, trust and work. And you also have to make cuts in your household.

Now, not every spouse is willing to compromise ...

Overview

Of course this is a constant balancing act and especially as a woman you have to convince your partner again and again. This has been a constant struggle for me since 10 years.

And the pendulum is never quite in the middle, but depending on the life phase times in one or the other direction more. If, however, a partner is not willing to compromise, one should consider as woman or as a man, to what extent the relationship carries.


70 percent of your employees are female. Are not pregnancies a cost factor for companies?

Overview

Of course, it costs a bit more if female employees fail due to pregnancies. But one must not forget the advantage: by taking care of its employees, one binds them all the more to the company.

When an employee tells me about a pregnancy, we get together and find a solution. Of course you have to reckon with the fact that it does not work perfectly, for example, with the Kita place, then you have to adjust.

Childcare is also not cheap. Can only managers manage children?

Overview

It always depends on who we talk to. Above all female academics should keep their long-term goals in mind: It may be that in the first few years the salary is even eaten up by childcare. But the re-entry into the profession becomes much harder the later it takes place.

On top of that, the costs of childcare are reduced in the course of time. At the same time, you are progressing with your career and earning more money - staying on the ball professionally, so it is not true that only managers can afford children : One must always calculate this in the long term.

Is Rabenmutter a swear word for you?

Overview

Of course I know such prejudices personally. You need a thick coat. I am on the network Working Moms eV with many great women - and we laugh together at such sayings. If my profession makes me happy, it also radiates to children and partners.

The problem is much more that women want to be perfect in everything: as a lover, mother, wife and in the job - and that just does not work. Much more important is that, on the whole, everything is in balance, even if times here and there something goes wrong.

There are role models and networks in which one can exchange ideas with people of all kinds in all situations. This is often underestimated. In any case, I believe that just a paradigm shift takes place: Of the around the 30-year-olds, which I know, no one wants to stop working when the offspring is there.


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