Hi Margaret,

Thanks for writing to us. I’m sorry to hear you’ve had so many challenges since your diagnosis, but it’s great to hear that you have a supportive and flexible employer. Trying to figure out the best professional path forward while dealing with ongoing treatment side effects is an issue that we hear about a lot from our community. They are understandably stressful and exhausting, especially when you have a fast-paced job that requires managing complex projects. Experiencing the effects of chemo brain during and after treatment are not uncommon, but there are some steps you can take to minimize the impact. I would recommend reading this article about working with chemo brain for useful tips: https://www.cancerandcareers.org/en/at-work/where-to-start/managing-treatment-side-effects/working-with-chemo-brain. We also have a one-sheet on ways to counteract the impact of chemo brain at work, which you can download here: https://www.cancerandcareers.org/quick_surveys/new?publication_id=5da751fec8ca200004cd58f

I’ve reached out to our coaches for their advice on your job transition questions, but in the meantime, I’d recommend checking out the following resources:

• Managing Your Treatment Side Effects: http://www.cancerandcareers.org/en/at-work/where-to-start/managing-treatment-side-effects/work-and-your-treatment
  

• Recorded Working Through Treatment Webinar: http://www.cancerandcareers.org/en/community/videos/bwc/2016-webinar-treatment
  

• Setting Professional Boundaries: http://www.cancerandcareers.org/en/at-work/back-to-work-after-cancer/setting-professional-boundaries
  

I hope that this is helpful. Please reach out to us at cancerandcareers@cew.org or 646-929-8032 if you have any additional questions.

A coach will be in touch soon!

Kind regards,

Nicole Franklin, MPH

Senior Manager of Programs

Cancer and Careers

HI, Margaret,

I think I remember your question from the Ask the Expert session on Wednesday.  Welcome back!  I hope I can add a bit of insight, though I know that your circumstances are anything but easy.

Here are a few thoughts:

• Does your firm do regular performance reviews?  If so, will they be scheduled soon? Some companies are on a July or October fiscal year and that is usually when these formal reviews are performed.  If not, now might be a time to ask for one.  During your review, be prepared to discuss all your accomplishments and the contribution your efforts have made to the firm's bottom line. Speak about how you lead your teams and the smooth operation of projects you have managed.  Gain agreement that you have been a strong contributor to the organization.  Ask for any feedback that the supervisor has or suggestions for improvement. Listen well. Then, after this part of the review, broach the subject of the possibility of bringing along one or two of your team members to shadow you then start picking up portions of your role. This can be couched as a mentoring opportunity to them. But, you and your supervisor can reach an agreement that you are providing a back-up person for the work that you do to lighten your own load. It's good succession planning to always have someone trained and waiting in the wings.  But, it is also a legitimate way for you to ease your load while grooming another person or persons to handle segments of the load.


• If that is not feasible, then come to a pre-arranged meeting with your supervisor with a list of the portions of your job that would make sense to delegate to members of your team.  Again, use the grooming for succession approach.  I used to say to my supervisor that I wanted to be sure that if I was hit by a bus, then someone could pick up where I left off without any disruption to the business.  I know that sounds harsh, but in reality, it is planning ahead. This works if you wanted to be promoted and wanted someone ready to take over, as well as if you want to take a step back and share the load. My last year in my last job, I had one staff member shadow me no matter what I did, then when she was ready, I delegated much of the day to day to her so I could focus on new projects or people  development.  This approach may work for you, too.


• Finally, if those two options are not feasible, prepare to have a crucial  conversation with your boss about you need to shift focus and have more balance in your work. Ask if there is a potential role that  you could play without so much time constraint or stress, or if your current job could be streamlines or reconfigured.  At this point, be prepared to tell your supervisor where you think you might fit, or what could  be carved from your current role and given to another. You will want to become familiar with the reasonable accommodations sections of the ADA,  Be sure to word your request in like language.  You may be asked to accept a lesser role or lesser pay and that is where ADA comes in. You may need further advice on the ADA, so I will ask Nicole to also refer your question to our legal consultants for specifics on your case.

These are three options that make sense to me.  I hope that one of them seems appropriate for  your level and role.  This is not an easy thing to navigate, although it sounds  like you have had enormous resiliency and stamina in the face of a challenging situation.  I have no doubt that those attributes will sustain you as you work to professionally ask for what you need, and come up with creative solutions to that need with your current employer.

My very best for your health and wellness,

Kathy Flora, Career Coach