Gabriela MeRCADO

GABY P: Our jobs became so much more enjoyable. To me, the minute I started the job sharing, it just became kind of like an adventure. It was, like, always fun and easier too, because for the things that I was, maybe feeling insecure about, or I knew I wasn’t that good at, then I have a job partner that just is brilliant! It’s amazing because then I have like the “perfect formula.”

Introduction

INTRO: Welcome to Job Share Revolution. The show about job sharing—a partnership between two people to bring two minds and skill sets to one full-time position. I’m Melissa Nicholson, former job sharer turned founder of the first U.S. job share company. But it wasn’t long ago that I felt like an utter failure at work and as a new parent. Job sharing was my game-changer. I reclaimed four days a week to fully engage in my life while my capable partner handled everything. Together, we achieved more than I ever could solo. Fast forward to many lessons learned to bring you the training and support I wish I’d had to change lives and the modern-day workplace. Let’s live life and slay work.

Melissa NICHOLSON INTRO

MELISSA: Hey there, welcome back to a special episode of Jobshare Revolution. Thank you so much for joining me. If you’re new here, I’m so glad you’re going to be part of our community. Can you do me a favor? Share this episode with a friend who could use a work-life “aha” and subscribe if you haven’t, already?

Now today, I was so excited for this episode because I got to interview two very special guests Gabriela Mercado and Gabriela Proctor. Not only have they job shared for over a decade in corporate America, they continued their job share journey as co-business partner entrepreneurs. What I love about them most is how they inspire one another, not just in business, but in life. They’ve even run triathlons together. Beyond that, they are every bit as passionate as I am about sharing the best-kept work-life secret to help you job share. You might notice that I call them GX2 and I want to point out that it’s common for job share partners to use a joint nickname to help their stakeholders see them as interchangeable. Their favorite saying for clients is, “A Gaby is always there for you!”  You may have heard of Brangelina or Bennifer, but please help me welcome my guest co-hosts the Gabys AKA GX2.

Melissa

MELISSA: I am super excited to bring on Gabriela Mercado and Gabriela Proctor. I was so blessed the day I met this job share superteam. They are just incredible women, and they are force of nature, and they exemplify everything that job sharing can be, not only in your work life, but in your personal life. They motivate one another. They bring up the very best in one another. They keep one another attuned to being their very happiest in work and life. They’ve been such great partners to Work Muse. Not only are they women who lift as they rise, empowering other women to job share too, but they partner with us in workshops, as collaborators, writing articles to encourage other people to job share and to teach them about job sharing. And so I’m just so thrilled to have them. And, I’ll let you guys just introduce yourselves.

GABY M: Thank you, thank you. Well, I’m Gabriela Mercado. Thank you so much, Melissa, you are way too kind. But yeah, we’ve been lucky. Gaby and I have been job sharing for the past ten-plus years. We started job sharing at Univision Media company and then, we transferred our job share into business. So, we have a couple of businesses together. But basically, you know, what we learned from working together and how successful and happy and better our lives became when we joined forces, that we were able to continue the path—not in a company, but basically on our own.

Gabriela PROCTOR

GABY P: Yeah, we’re so happy to be here, Melissa. You have always been a cheerleader of ours when we were at Univision and we first crossed paths, and I wish we were able to find you in our earliest stages when we were thinking about job sharing back in the day. But, I’m so glad we found you, and we love your community. And we love the fact that you do this for women out there, for people who don’t even know about job sharing, and for the ones who have been rumbling about job sharing for a while, but don’t know how. So, it’s great to be here.

MELISSA: I would love if you could just share a little bit about how the two of you met and how you began job sharing in the first place. What empowered you to let you know, “We can do this. We can job share.”?

GABY P: We knew each other way before we even thought about working together. As Gaby mentioned, we worked at Univision, but before that we worked in another media company, and Gaby was leaving the company when I was coming into the company, in a different department. And then she went to another company where she was exposed to a job share— two salespeople who were job sharing. So later on, I don’t know, maybe five, seven years, eight years later, Gaby comes back to Univision and it starts telling me about this. But, to be honest, it sounded too good to be true, you know? So it was like, “No, our manager is never going to allow it,” you know, like, you start putting up your own blocks.

So that’s how we started thinking about it, but we talked about it for years before we even approached a manager about it, no less, thinking about the HR implications…Nothing like that. And she kept telling me, and I’m lucky to have a job partner that is a positive thinker, but, she kept telling me, “And they did this and this and that.” So, we had an example at another company that was doing it too that we were kind of basing it (our job share) on and trying to imitate, but, we were terrified to even think about presenting it to managers.

MELISSA: You saw an example. You saw another job share team in practice, which is also what happened to me. I saw a job share early in my career, and it wasn’t even a thought in my head (because) it was the first couple of years out of college, but that was the seed.

GABY M: And that’s what we love so much about what you’re doing in the world. Because until we saw it, or I saw it, like, they were sitting next to me, I had no idea that this was even a possibility. So when you see it, it was like, “Wow, I mean, I really want that for myself.”  And like Gaby said, we talked about it for years, we even thought about like, “Maybe if you move to this company that I was working for, maybe you get here, and then we’ll ask for the job share.” I mean, it was, like, years in the planning.

And then, it wasn’t until I was on maternity leave and Gaby found out that she was pregnant with her third, that it was like, this is it. I mean, we just had the courage to say, “We just have to go for it.” There was like, we had a big reason, right? There was no other option for us. And we just got the courage to talk to the manager. I think we were bluffing a little bit that we were going to leave, but it got like something really strong for us. Like, we really had that motivation that we really wanted more time to be moms, that we went there and then talked to the manager and said, “Hey, basically, we either do the job share or we are not going to be able to continue working because of our families’ situation,”—which really wasn’t true because we had to work at the time. We needed the job.

MELISSA: You needed the job, and you needed the income. And you loved your professions, but you had to have that fire inside your belly, right? To be able to say, this is the way we need to work (in order) to stay.

GABY P: Yeah. And Gaby mentioned that I was coming back from maternity leave, and I was really burnt out from motherhood going back to a full-time job. I remember a week before going to work, Gaby was on a trip at a conference with a baby, running from the hotel room breastfeeding. She took her mom to that conference. I was on maternity leave. She was the only one available to go to the conference, but she was in the breastfeeding stage and going through all that, and I was at home about to come back. I got shingles because I was so stressed about the idea of coming back to a full-time job with a third baby. I think that—I mean, we were bluffing in the way that we were going to maybe quit because we needed the job. But we weren’t bluffing in the way that that was an unsustainable situation for us. Something needed to give.

And our proposal, I think, was very justifiable, but in their eyes, there was maybe, a sense of losing people instead of gaining a powerhouse, you know? And then the whole negotiation about the accounts and how much your income was going to be now that you’re working half time, and benefits—it was a big thing. I mean, I had just got a baby and Gaby also had two babies. and our families were carrying our insurance. So that is a whole topic itself. 

GABY M:

We had to negotiate. I remember because by the time we told them that we wanted the job share. I think it was in June right before you had Camilla, right Gaby?

GABY P: Yes

GABY M: I think that was also a good thing, because I said, “I will cover Gaby’s maternity leave, covering all of her accounts.” Maybe that helped us. And also, I mean, they made us give up 40% of our billing each, right? They chose what accounts we were keeping and which ones we were going to have to give. But at the time, we were like, “Fine.” And I believe it took us maybe two months to recover. 

MELISSA: That is amazing. You probably, based on how long you’d been thinking about it, how much you’d worked out details beforehand, and how well you knew one another and your personalities. You knew you already had the same values. You had a similar work philosophy. You got very comfortable going into that relationship. There wasn’t kind of like that honeymoon period as much as there might be for someone else. That really solidifies for me how incredible job sharing can be and how big the payoff can be to employers when that team leaps off so quickly. And you just really, truly, innately knew what a lot of job share teams have to learn.

GABY P: Yeah. And we hesitated. I mean, we were we didn’t know. I mean, if we had known that we would make up our loss of income that quickly, we would have jumped on it way before because that was one of our biggest fears. You know, like we’re going to lose almost half of our income, and what are we going to do? You know, that fear—we hesitated that that was possible. But now, on the other side, it’s like, “Of course, it’s possible!” Because when you are working, you are fully working those three days. Your mind is not scattered and trying to do a lot of things, because I had my other two days to concentrate on kids, all my grocery shopping, and doing all of my to-do list at home. So you feel like you are more focus-oriented.

MELISSA: As you were talking about that way that you work, you know, you’re in this hyper- focused, productive team of two. And it’s almost like you’re condensing those five days into three days. For my audience, I know that there are so many people, and they go, “Well, this sounds great. They are in a commission job and the harder they work, the more they make. That makes sense. But do I really want to give up a percentage of my income?” For people who are job sharing and are in a salaried position, if you are working a 60% workweek, then you negotiate so that you are at 120% of your salary. Because those job share teams are 30% more productive than one full-time employee. That’s the data.

I think it would shock a lot of people to know that even if you take a 40% pay cut to your income to job share, over 70% of job share teams are promoted together.

GABY P: No surprise.

MELISSA: You can even enter your job share with another person who is in a position you would like to be in, and promote yourself. There are a lot of creative things that you can do, and it truly isn’t the blow (to income) you might expect, even though it would totally be worth it to regain four unplugged, completely engaged days back to your life every week where you do not have to think about work because your partner has the baton. Just that alone, would be worth it for so many people. To take that income cut. To have that peace of mind. You can be there with your kids. You can put yourself first. And I think we’re at such a period of time right now where we’ve all been through a lot. There’s never been a more important time when putting our mental and emotional health first is a priority for people.

GABY M: And not only that, Melissa, also our our jobs  became so much more enjoyable. Like, to me, the minute I started job sharing, it became kind of like an adventure. It was always fun and easier too, because, we have a limited number of talents, right? I could be good at this and good at that, but I know my weaknesses. But then the other person, in this case, Gaby, we balance so well because of our different personalities. And so it’s like, know I’m at ease because I know some things that I really don’t like to do, that’s her forte! Some clients were more comfortable with her, some were more comfortable with me. That made it all so much better, because for the things that I was maybe feeling insecure (about) or I knew I wasn’t that good at, then I had a job partner that just is brilliant. Amazing. Because, then I have like the “perfect formula.”

MELISSA: Yeah, the perfect formula. And really, that’s when job sharing just ignites you. It’s when someone is intentionally looking for a partner who not only has that chemistry and that compatibility with them but somebody who fills in their gaps and vice versa—so that you can lean into those different areas and bring so much more to the job.

You bring up such a great point Gaby, about being so much happier. And it’s not only being able to leave work, rest, recharge, come back, and be excited to be there. It’s that person. It’s that work BFF. There was a global study by National Geographic. The number one factor for happiness at work is a work BFF, more so than your boss. And you would think that a boss would make such a huge difference for someone because when you have top management that’s not healthy and happy, it can sink the feelings that you have about your career. But it’s having that person who’s got your back. And no one has your back like your job share partner, right? 

GABY P: Yes. And also, this is for seeing it from the manager’s perspective, you kind of add another layer of accountability. Because before me it was like, yeah, I need to report to my boss, you know, I owe it to my manager to get to this quota. But I felt like I also owed it to Gaby, you know, to my partner. Because you have this other person that you feel responsible for. It’s like, “Okay, I need to complete this task and complete it to my best.” Probably all of the time, I was doing it more for Gaby than for my boss or for the company.

GABY M:  I know that Gaby was my boss. Period. Like, there’s no way I’m going to fail her because we know we are one team. That’s the beauty of it that we can always count on each other.

MELISSA: Yeah, you’re hyper-accountable to one another more than anything else, really, you don’t want to let your partner down. Tell us how you transitioned from working in radio and television to starting a business together and doing it as a job share. I knew about GX2 Media but I didn’t know about the whole venture.

GABY P: Well right after we quit Univision, we went to the capital to file our LLC. I mean, the next day. It was like, “Should we call it GX2 Media?” and it’s like, “No, let’s call it GX2 Enterprises.” Because you never know what’s going to happen. You never know what other business is going to come our way. And sure enough, we were doing some media, but we also always wanted to invest together in real estate. I also do real estate on my own and Gaby has her own business, so we did this together. We purchased a property and we are charging rent on a property on the lake, and we love it. And we are exploring more venues just continuing the job share endeavors because it is so easy. It comes natural. That’s where we are right now, but we haven’s stopped there. Next year, we’re probably going to tell you about our next adventure. But yeah, we love it.

MELISSA: I love it, I love it. I mean, it’s truly career partners, career partners that people who move through their careers together. They are people who job share, but they are so aligned, and they are on a growth path together. And I just feel like that’s is so much what you’ve done. You’ve got the Airbnbs, real estate business, GX2 Media, I mean, all under the umbrella of GX2 Enterprises.

The thing that’s so fascinating and really kind of mind-blowing about job sharing is that it’s really creative. It’s limitless. You can do almost anything with it. You can do job sharing for diversity, equity, and inclusion purposes and pair people of different backgrounds together. You can pair people of different generations together for succession planning. And you can slash careers where they work a passion career so they might be in the orchestra and then, they might have a professional career, and they do both of them half time. So they really are working full time, but two part-time positions, job sharing each of those. There are all kinds of just interesting things that you can do with it.

What is your best advice for someone who is thinking about job sharing and whose stomach is tied in knots because they don’t know how to ask their employer or when’s the right time to ask an employer? What would you say to them?

GABY M: I would say, really don’t wait. I wish I’d had a guide like you or someone motivating us and telling us, “Hey, just have faith,” because it’s the best decision I’ve ever made in my life. You’re always going to have to take that leap of faith and live in some uncertainty. But there are so many examples if you need to feel safe about the decision. I’d say, “Just go for it.” Because nobody—nobody—is going to make that decision for you. Nobody’s going to come and offer it, like “Do you want a job share?” No. You really have to find that strength in yourself.

Just hear stories like ours. We waited years. I mean, we made more money the minute that we started working together than we did before. So if had we known that, I mean, maybe we wasted, what, five years of, like, a lot of money just because we were not together. So I’ll just say, just find that strength in you. Because in the worst-case scenario, you can always go by yourself,  and if it didn’t work well, at least you tried it. The opportunity?  You need to find it because it’s not going to present itself.

GABY P:  I’ll add to that, the fact that it’s not only that you need to believe that it’s going to happen because it happened to me a lot. Like, I was doubting, you know? I had that doubt. But know that you are doing your company a favor, like, you are giving them a favor. No what your manager’s pain points are and search with people like Melissa with the data behind it. And each manager is different. Some are going to give you, “No but,” or “No because.”  Try to overcome those first, but know, in your soul, that you are doing them a favor. You are presenting them with a solution, not with a problem. That mindset will get you further in the first interview. You know, I felt in the beginning, that I was asking for a favor. And now, after the fact, after the way that we produced, it’s like, “God, they benefit probably more than us.” So just know that. You are doing them a favor. 

MELISSA: I think people would be surprised because it seems almost unbelievable that the benefit could be more to your employer than the flexibility you get from regaining half of your life back. But the truth is, it costs employers so much to recruit and train new employee and get them up to speed. And job shares have that lifetime loyalty. They do not leave. And they work so productively. They are the happiest, most productive employees on the planet. And that it just is such a net win-win for employer and employee.

And a lot of people would find that hard to believe, that it could be more beneficial to your employer, even, than to yourself, which is crazy. Do you think that as far as job sharing itself, were there benefits to your marriage that you would not have guessed?

GABY P: Oh definitely, because my kids and my husband had me like 100% when I was with them.

MELISSA: One of the things that really surprised me when I was job sharing—and I started when my daughter was six months old—I would never have guessed, my husband is amazing, but, it set up a very equal co-parenting dynamic because three days a week he was the lead parent. He was the person who dropped them off at the daycare, picked them up at the daycare. They never saw me at the daycare. They probably thought these children didn’t have a mother. My mom was the second person on call if there was a sick kiddo after my husband Mike, my mother-in-law was the third person, and I was the fourth person.

It allowed me to hyper-focus on work three days a week, and then I was the lead parent the other half of the week. He had his own way of doing things different than my way. I think job sharing really teaches you a lot about yourself because you learn to appreciate the way someone does something differently from you. That your way is not the only way. Now that you have job shared for so long and have taken your kids through every stage of life, I wonder if you’ve experienced some of the same?

GABY P: Yeah, totally. Because job sharing gave me these three days that you are not available. Before that, I’m saying for me, but I think it’s for all women, we tend to take, take, take. Like, “I’ll do that. I’ll drop my kids off. Oh, maybe I have a meeting, and then, in between the meeting, I’ll take (my child) to the doctor’s appointment, and then I go to the other meeting. ” We overlap our lives and to-do lists. With job sharing, it gave me a break in that pattern. It told me, “No, you have to be in the office or at meetings” to do for yourself and to give your partner the opportunity to step up to the plate. And guess what? Oh, they’re very capable, and more than capable, you know? And sometimes we don’t allow that to happen, and job sharing forced me, because I wasn’t naturally that way.

MELISSA: I think we’re socialized. We’re like socialized as women to take the lead on these caregiving things. We are socialized like, “The mom does this. The mom puts the baby to sleep.” And I remember—my daughter is an angel, but she was the worst freakin’ sleeper on the planet—and I realized my husband had a whole way of putting her down to nap. And it was not like the way I did at all. We had two completely separate ways. We didn’t even know it because he was the lead those days. And I think it’s so interesting because we are so socialized to do the mental load, all of the birthday parties, you know, it’s buying the gifts, thinking of what medications the kids are on. All those little things. And surprisingly, that’s just not innate to being female or male.

GABY P: Not twenty-four-seven. I mean, if you want to do it and that’s the beauty of the job share. Then you can do it the other the other days, you know? If you do it twenty-four-seven, you burnout.

MELISSA: For sure, you burn out. And like what I think is, job sharing taught me how to apply the same job share principles to my personal life. I applied them all over to my personal life. I volunteered on a nonprofit board that was very demanding, and there were no moms that lasted on the board because nobody had time in addition to their full-time job and their children to take on an extra volunteer leadership position like that. It taught me how to job share at home, so that when my kids were in elementary school and they got really busy with soccer and those after-school activities, I would text parents and say, “Mike is the lead on this. Text Mike.” And I really feel like it set up equality at work and equality at home for me.

GABY P: I feel the same way because it just it makes you divide your mind. So I think it definitely helped me too. And it also gave me the satisfaction to go into to a PTA meeting on a Thursday at 10 a.m., which was unthinkable of (before). It let you into both worlds fully and more intentionally, instead of being caught half a mind in one half of mind the other one. So it definitely helped me on a personal level as well.

MELISSA: Yeah, there is a whole different pace of life. I remember taking my kids to library storytimes during the week. It’s very slow. It’s very calm. Yeah, and it was just this whole different way of living when you’re able to just be so in the moment and so present in your life.

One of the reasons I say equality at work and equality at home is because such a high percentage of women exit the workforce, or step down in their careers or don’t go up for management roles or promotions once they become caregivers, typically first to children. Maybe it’s later in their career to their own aging parents. They are not able to really elevate into the positions at work that they want to.

It doesn’t work for their lives as caregivers. And so, when you’re job sharing, your career possibilities are limitless. You’re not put in a part-time position where you have no growth opportunity. You actually kind of supercharge your career if you lean into that. So I just see it as a way that people can have a more gender-equitable workplace. We women lead very different lives.

GABY P: Yes. I left corporate America, and then, I joined the Entrepreneur world, part with Gaby, part by myself. I continue to find these partners, you know, so I feel that it’s our nature to collaborate. Job sharing trained me for that and gave me the opportunity to know that you are more effective (with partners). Because before that, I was like, “No, I’ll do it all myself because I can do it a better, I can do it more perfect.” And then you tend to learn that one plus one equals three.

MELISSA: One plus one equals three. 

GABY M: Yes, it’s brilliant.

MELISSA:  I have said that for years, and yet, it’s so true. You learn from one another, you develop one another, you lift one another up, mentally and emotionally. It’s so true. I feel the same. I have collaborated with so many people, even within, now we have Job Share Academy, which is a training program, and it’s been so great to see women elevating one another and creating a different way. And I love that you and Gaby took what you learned in job sharing in a corporate position and applied it to your own business. I love that it’s not even one business, it’s like an umbrella with multiple business possibilities. I think that’s amazing.

GABY P: Yeah. I wish I had that Job share Academy back when I was thinking about job sharing. So helpful.

MELISSA: It is really amazing. And at the culmination of like all these years of hard work to figure out how to harness this, how to empower people. And it’s a way to help people create their own job shares so that they don’t have to wait for their employer to come to them. They don’t have to see if there’s a job share program, because you and I know that even if there are companies that do job sharing, almost none of them have training, support, processes.—all of the things that you need to be very successful doing it.

Maybe it was you who said this, that it was like asking for this favor, this rare privilege that you were able to do. And the reason that it felt that way is because there weren’t other people doing it around you. It was the exception, not the rule. And that is a very hard thing to change because we had a huge push during the pandemic with overnight remote work. But we have very deeply held traditional social norms in our country, and we also have a very outdated workplace that was developed during the Industrial Revolution, when women and people of color were not part of the workforce at all.

We have a very different workforce today and we’re stuck in the 1980s. We do not have a social safety net. We don’t have parental leave. We don’t have childcare for all. So we don’t have these things that support the actual workforce. So it’s really upon the individual to create it themselves, to find a different way—whether they’re doing it in corporate and they’re doing it through job sharing or they’re doing it in their businesses—to do it differently. You don’t have to do it the way that the bros do it, you know? It is in you and you can find a better way, a different way that works for you. And there’s support out there.

GABY P: Exactly. There are the tools. And I’m excited about what my daughter is going to see because like with all the changes, I got to say, the pandemic I think, is going to help the case big time. You know, because just like for us, when we first ask for a job share, we almost needed to prove successful cases to our manager for him to let us do it. And right now, you see all these different types of flexible work that were forced into companies. A lot of them realized that workers were efficient when they didn’t have to travel an hour to get to work. But before, I bet you anything that that employee asked and asked and asked for flexible work. And he was told “No, because you have to be in the office” it whatever

MELISSA: Because we can’t do it. We can’t oversee it. We don’t have policies. HR can’t really manage this.

GABY: “Who is going to supervise you?” So then, they were forced into it and they realized the productivity didn’t dip. So just like that big change, I feel the job share is another one, probably slower. And having the tools like Work Muse with Job Share Academy. I mean where they tell you exactly what to do, what is next, what you need to negotiate, what you need to mention when you are in that meeting. It’s important, all those things. HR—how are the benefits? How is going to be fair for both of you? I mean, it’s just a lot of details that sometimes you just want to jump on it. But there are a lot of things that you have to think about that tools like yours will definitely help them.

MELISSA: And the thing is, you don’t have to go it alone. You don’t have to figure it out on your own at all. And even the way that we designed Job Academy was that you are in this supportive, hands-on cohort. So you’re getting hands-on coaching. You’re getting hands-on questions and answers, live while you’re taking the program. You have accountability partners within the program. So you start practicing job sharing while you’re learning about job sharing. And then you start getting it. It starts sinking in, and then you start developing your job share plan.

GABY P: That’s great.

MELISSA: If you could just speak directly to that person who is thinking about job sharing, and they just want it so bad, but they are so afraid to go out and get it. What do you wish someone had said to you?

GABY P: Well, I think I’ll go back to: You are not asking for a favor. You are not asking for an exception. Because I did have a positive mentality, which was the Gaby because Gaby was like, this is doable because I saw it. It happens, you know? And if he’s not going to be at this company, it’s going to be at another company. But I was more insecure on the fact of like, maybe it’s doable or not. And I think my own mindset was blocking me from it. So I think to work on your mindset and visualizing it. And find out more about how it can be possible in your industry because each job share is different. But just to work on yourself first and to believe it.

And then once you’re in front of the person in charge who you’re going to ask, just know that you are coming with something good for the company and not just for you. It’s going to be a win-win situation. They are not doing you a favor. You are actually doing the company a favor. So I think that’s what I would tell somebody. I think mindset and the fact that you are not asking for a favor where they might two factors that I wanted somebody to work on me.

MELISSA: I just want to thank you so much, GX2 for being here. And I just appreciate you both so much. Thank you for coming on the podcast. 

GABY M: Love it. Thank you. We’ll be back anytime.

GABY P: Thank you, Melissa, for having us.

Melissa Closing

MELISSA: Every time I chat with the Gabys, it makes me grin ear to ear. First, I met them at a time I was doing it scared – founding Work Muse, which if I’m honest, was more like creating a movement from scratch than a business. I knew just like the Gabys did, that seeing a job share in the wild empowered me to create my job share and there were way too few examples out there. So the first thing I did was create video case studies to educate others with the Job Share Project. I’ll link to it in the show notes so you can learn directly from job sharers and their bosses. I’ll never forget the moment I met Gaby P on the phone. The first thing she said was, “We support you completely.” I interviewed them on my birthday which was the day after Gaby’s. The three of us had an instant connection and just like Gaby talked about, we’ve partnered many times to help you do the same. Second, the Gaby’s persisted and weren’t willing to take no for an answer. Like me, they ruminated on the idea of job sharing longer than they’d like to have which brings me to the third reason. Their message to you is: educate yourself, make a plan but,  don’t wait. Just go for it. They wish they had and so do I. You can check out the show notes for Episode 5 including a link to the Job Share Project case study videos at workmuse dot com forward slash 5. OK friend –  see you next Thursday – same time, same place.