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Work-Life Balance

5 GoKawiil briefs on this topic

Cruise Planners Franchise Owners Detail Path From Careers to Travel Business

Entrepreneur and Cruise Planners are hosting a free webinar on how entrepreneurship can help working mothers balance career and family, moderated by Terry Rice with guests Summer Bowers and Tammy Overcash. The two women co-own the same Cruise Planners franchise but arrived there through different careers: Bowers left teaching after military relocations disrupted her career and grew a travel-focused social media following into a business, while Overcash's path was separately built around her own career and family circumstances.

United CEO Scott Kirby caps meetings at 4 hours, sleeps 8.5 hours nightly

United Airlines CEO Scott Kirby says he deliberately limits his daily schedule, capping meetings at four hours, sleeping eight and a half hours a night, and spending roughly three hours reading. He argues that protecting time for reflection, rather than filling his calendar, is central to how he leads the airline.

Research links formal sabbatical programs to stronger employee retention

New research indicates that companies offering formal sabbatical policies—extended time off lasting months rather than days—see meaningful retention benefits. Employers who allow staff to take these extended breaks report reduced burnout, stronger workplace culture, and improved work-life balance among their teams.

Blogger Brad Feld Reflects on Life's Real Luxuries Over Labor Day Weekend

Investor Brad Feld shares a personal reflection on Labor Day weekend, noting that at 60 he's increasingly focused on what truly matters. He shares a list his partner Amy texted him identifying life's real luxuries, including time, health, rest, and meaningful relationships, rather than material wealth.

Employees Increasingly Decline Promotions, Risking Career Consequences

A growing number of American workers are turning down promotions when the new role threatens their work-life balance or other personal priorities. Employers, meanwhile, are grappling with how to respond when high performers refuse to move up, since forcing advancement can backfire for both sides.