Even armed with a Ph.D. in developmental psychology, I remember the frightening first moments after bringing my newborn daughter home from the hospital. I wasn’t sure what to do – and not at all confident that I was capable of being the parent she needed me to be. Every little decision about feeding and caring for this helpless human seemed momentous and fraught with anxiety. What if I don’t make it a full year of breastfeeding? Should I turn off the TV whenever she is in the room to avoid passive screen exposure? Is it OK for her to enter full-time day care at five months?

Popular press accounts of parenting and child development research were not particularly helpful, either. Even though as a scientist I knew better, the way the research was translated for the public lacked nuance and easily penetrated my vulnerable state of mind. I fretted that my daughter’s formula consumption would result in lower IQ. I worried that if I was too tired to read to her one evening before bed, she would never learn to read. And, since she’s started elementary school, I have slipped numerous times and called her “smart” instead of more appropriately praising her effort, as so many articles advise.

My personal experiences as a parent are in part why I study the experiences of other parents. In my New Parents Project, an ongoing longitudinal study of nearly 200 dual-earner couples who welcomed their first children in 2008-2009, I have tried to measure this “parenting perfectionism” – that is, holding oneself to impossibly high standards for parenting, and, perhaps even more important, believing that others hold you to impossibly high standards for parenting.

Pressure to be perfect

Mothers – even those in dual-earner families – not only bear the brunt of parenting responsibilities, but also experience the strongest pressure to be perfect parents.

In the latter half of the 20th century, at the same time mothers entered the workforce in greater numbers, norms for mothering evolved toward an “intensive mothering” ideal. This norm dictates that mothers’ parenting should be time-consuming, emotionally absorbing and guided by expert advice. This pressure is particularly intense for middle-class mothers, who may practice a childrearing style called concerted cultivation, an approach identified by Annette Laureau in the early 2000s. This style focuses on deliberately providing children with experiences and activities that will help them develop their intellectual and social skills.

Middle-class parents, especially those toward the upper end of the socioeconomic spectrum, have the human capital resources – time and money – to practice concerted cultivation and do so to ensure their children’s future success.

Social media = stress.
Social media = stress. Mother with laptop via www.shutterstock.com.

Striving for perfection can harm parenting

The quest to be a “perfect” mother may actually harm a mother’s parenting. In my lab’s research on new parents, we found that mothers showed less confidence in their parenting abilities when they were more worried about what other people thought about their parenting.

The popularity of social media has likely exacerbated this phenomenon because parents can look at what other parents are doing – even in ostensibly private moments – and judge themselves in comparison. In fact, recent research has linked greater Facebook use to feelings of depression due to the way individuals tend to compare themselves to others. In my own research, when we asked new parents about their Facebook use, mothers who were more frequent visitors to the site and who managed their accounts more frequently reported higher levels of parenting stress.

The irony is that in seeking perfection in parenting, parents are less likely to actually parent effectively. Worrying about what others think of their parenting saps mothers’ confidence, leading them to experience parenting as less enjoyable and more stressful. When faced with inevitable parenting challenges, mothers with lower confidence and more parenting stress give up more quickly.

Put the laptop down and stop worrying.
Put the laptop down and stop worrying. Mother and child via www.shutterstock.com.

So what does a ‘good’ parent look like?

There may be disagreement among child development experts about issues such as screen time or sleep routines, but there is striking agreement about the key elements of “good” parenting, even if consensus is less likely to make headlines than the latest parenting controversy.

Good parenting has a lot more to do with the “how” than the “what.” Good parents are those who are sensitive to their children’s needs, and “in tune” with their children such that they are able to adjust their parenting as children develop and desire greater independence. Children thrive when their parents are consistent, warm, hold high expectations for children’s behavior, explain the reasons behind their rules and negotiate when appropriate.

Greater stress about parenting further depletes parents’ psychological resources, which may in turn affect their ability to adapt to the changing needs of their children and regulate their own emotions and behavior when parenting their children.

In other words, when you lack confidence and feel chronically stressed about parenting, it is hard to be sensitive, warm and consistent. You are more likely to yell when you intended to explain calmly to your toddler to stop banging her plate on the table for the millionth time. You may find yourself mentally “checked out” when your baby looks at you and gurgles or when your tween wants to tell you all about the latest Disney channel sitcom. You may give in to your preschooler’s endless demands for more Pokemon cards.

So this Mother’s Day, don’t sweat the small stuff. Remember that the big picture is what is important. Be aware that what other mothers post on Facebook may not represent the reality of their parenting experiences any more than it represents yours. View the latest sensational headline about parenting with a skeptical eye. Today – and every day – the best gift you can give yourself and your children may be permission to be imperfect.

This article originally appeared on The Conversation. You can read it here.

  • 10 conversation starters that actually work, according to communication experts
    Photo credit: CanvaA diverse group of professionals networking at an event.

    Jeff Clemishaw for AnyWho

    Even the most social people occasionally have difficulty getting a conversation going, resorting to basic, boring questions like “What do you do?” or “How do you know so-and-so?” Most of the time, these types of conversation starters lead to nothing. There’s nothing meaningful or thought-provoking about them.

    If you want to have a truly engaging conversation with someone for the first time, you need a powerful conversation starter that’s backed by science. AnyWho covered 10 of the most effective icebreakers and the situations in which they’re best used.

    Networking and professional conversation starters

    1. “What’s the most interesting thing you’ve been working on recently?”

    When trying to get to know someone, most people default to generic work conversations. While it’s a fine icebreaker, making the question more personal is a better way to engage with a new person.

    Asking them about something interesting they’ve been working on gives you insight into their job but also into who they are as a person and what makes them tick.

    2. “How did you end up on the path you’re on right now?”

    This is another great example of a personalized question. Everyone has a story to tell, and many people are proud of where they’ve gotten with their careers. You can ask someone about their professional trajectory and how they’ve gotten into the line of work they are currently in.

    It’s also important to prove that you’re actively listening, says NPR. Create a loop for understanding by repeating what the person said in your own words.

    3. “What’s something you’re learning about these days?”

    No matter what line of work a person is in, they’re always learning something new. We’re curious creatures. A question like this addresses someone’s immediate interests, professional or otherwise, which they’re more likely to eagerly talk about.

    You should “aim to understand” what the person is saying, rather than just asking for the sake of asking. In an interview with NPR, communication expert Charles Duhigg says this is an important part of being a good communicator.

    4. “What brought you to this event? What were you hoping to get out of it?”

    Try to transcend basic questions about the event itself. It can come across as dry, awkward, and forced. Instead, ask someone what they were hoping to achieve by attending. It can reveal personal motivations and offer someone the opportunity to say something genuinely interesting.

    Follow-up questions are an important part of every successful conversation, behavioral analyst Wendy Patrick says. Use the person’s answers to why they came to an event as a bridge for a deeper conversation.

    Social gathering conversation starters

    5. “What’s been the highlight of your week?”

    Social conversations are much less formal than professional ones, so you can ask personal questions. A “highlight-of-your-week” question is a great way to get someone to smile, because they’ll be reflecting on something positive that’s happened to them recently.

    Psychologically, this sets a conversation off on the right tone. It also helps you identify what someone values in their life.

    6. “What’s something you’ve been really into lately — could be anything.”

    This is a great question that’s casual and surface-level, but still allows you to get deeper insight into someone’s personality. It’s also an open-ended question, which allows someone to freely express themselves. Instead of asking a more specific question like “What music do you like?” it gives someone room to say what they’re truly passionate about.

    7. “What’s your story?”

    Some people respond better to deeper questions. Questions like “What’s your story?” and “Who do you want to be in 10 years?” allow people to self-disclose. Self-disclosure is an important part of building bonds, trust, and social connection, says psychological rehabilitation specialist Kendra Cherry.

    First date conversation starters

    8. “What’s something you’re really passionate about that most people don’t know?”

    Dates are tricky for conversation because some people can be guarded or hesitant to share “too much.” Ideally, you want to create a personal connection through conversation. One of the best ways to do this is to ask them to share something with you that other people don’t know. It immediately builds trust and creates an intimate shared secret of sorts.

    The more questions you ask someone, the more they will generally like you. Researchers at Harvard found that during speed-dating events, people who ask more questions are more likely to receive a second date.

    At the same time, it’s important to ask genuine questions. The American Psychological Association suggests avoiding “boomerasking,” which is when you ask a question so that you can then answer it yourself.

    9. “What’s the best trip you’ve ever taken and what made it special?”

    Similar to the “highlight of your week” question, asking someone about their best trip creates a positive emotional reaction. Most first-date conversations are emotional, an important distinction, according to Charles Duhigg.

    10. “What’s something you’ve always wanted to learn or try?”

    As Michigan State University puts it, “understanding interests is key to building relationships.” By asking your date about something they’ve always wanted to learn or try, you gauge what they’re curious about. Understanding these interests helps you find common ground, which is a huge part of compatibility.

    Making connections that last

    Conversation is an essential part of the human experience. But it can be challenging to navigate, especially when talking with a new person. A good conversation starter reduces awkwardness for everyone while also providing opportunities to create meaningful relationships.

    Whether you’re at a professional work event, a social gathering, or a first date, use some of these conversation starters to go beyond surface-level communication and form a connection that lasts.

    This story was produced by AnyWho and reviewed and distributed by Stacker.

  • The evidence points to a crisis in teaching, yet Gen Z is still choosing to show up in the classroom
    Photo credit: CanvaSmiling Gen Z teachers.

    Anyone interested in becoming a teacher in today’s environment does so under a warning label. With lower pay, political pressure, community standards, lack of necessary funding, and general safety concerns, this profession is in crisis. Seasoned educators are completely burned out.

    As more teachers share on social media that they’re tired of the system and ready to leave education, something unexpected is also happening. Despite every statistic adding up to a profession better avoided, Gen Z graduates are choosing to teach anyway.

    teaching shortage, young teachers, underfunding, work conditions
    Young educator in the classroom.
    Photo credit Canva

    A generation shaped by isolation, Gen Z chooses connection

    Teach for America (TFA), one of the larger teacher pipelines in the country, brings in thousands of new educators every year. In 2025, over 2,300 college graduates from 600 colleges and universities have joined up.

    In January 2026, The Guardian wrote that despite a nationwide decline in teachers, a significant number of Gen Z graduates are entering the classroom. A generation that faced the social isolation created during COVID lockdown looks to make connections and give back. “Teaching is a job where they can find that,” said Whitney Petersmetyer, TFA’s chief growth and program officer. She believes the generation is “craving human connection and experiences that feel real.”

    Petersmetyer adds that Gen Z is, “responding to the opportunity for purpose and responsibility at a time where many entry jobs feel uncertain or disconnected from impact.”

    purpose, meaning, mental health, Gen Z teachers
    What’s your purpose?
    Photo credit Canva

    Gen Z craves purpose and meaning

    In a global 2024 survey by Deloitte, a massive sample of 23,000 respondents from 44 countries was surveyed on financial insecurity, rapidly evolving technology, and career choices. Results showed 9 out of 10 Gen Zers believed purpose was the key to job satisfaction. Almost 50% of job opportunities were rejected because they failed to meet their personal values.

    Gen Z actively wants work that has a positive social impact, acknowledges environmental values, and follows ethical concerns. In 2023, Forbes reported that Gen Z is fueled by purpose perhaps more than any previous generation. They prioritize values over salary.

    Many Gen Zers have been rethinking what work should really provide. They want income, yet personal fulfillment and a life balance remain crucial. Business Insider reports this generation is less willing to accept work that feels transactional or leaves them feeling empty.

    impactful career, priorities, education impact, classroom innovation
    The many roles of a teacher.
    Photo credit Canva

    The challenges haven’t gone away

    Teaching is still one of the most challenging jobs in the country. The work is complex, emotional, and highly demanding. A 2024 report in EdWeek found that teachers earn lower pay and experience more stress than workers in other professions. A 2024 report by the U.S. Bureau of Labor Statistics showed the teaching profession in decline due to low wages and reduced freedom in the classroom.

    In2024, the RAND Corporation also conducted a survey that found 53% of teachers report being burned out. Over half of the educators faced frequent job-related stress and declining well-being.

    teaching methods, student engagement, teaching statistics, impact
    A Gen Z teacher.
    Photo credit Canva

    Choosing a profession that others are leaving

    Gen Z knows the challenges. They’ve seen the uncomfortable headlines. Despite everything, they’re still coming to teach.

    “My philosophy is focused much more on being a good human at this age,” said 23-year-old educator Van De Vijver. The third-grade math teacher in Fairfax, Virginia, added, “If they leave my classroom as someone who is willing to help others, who keeps an open mind and is caring, as long as they also don’t get zeros on everything, then I feel like I have done a good job teaching.”

    Whether these incoming, motivated, young teachers decide to stay will likely depend on their personal motivations and the experiences they encounter as educators. Despite burnout in a strained profession, they’re choosing a job that offers them connection and meaning. Even if the path ahead is uncertain, Gen Z brings new energy and ideas into the classroom.

  • Are women board members risk averse or agents of innovation? It’s complicated, new research shows
    Photo credit: Fang Xia Nuo/Getty ImagesThe number of women on S&P 500 boards has increased in recent years.
    ,

    Are women board members risk averse or agents of innovation? It’s complicated, new research shows

    Board diversity can fuel patents or temper risk, depending on the stakes.

    Do women board members make a company more innovative or risk averse? The answer is both, according to our recent study. It all depends on how the company performs relative to its goals.

    Professors Małgorzata SmulowitzDidier Cossin and I examined 524 S&P 1500 companies from 1999 to 2016, measuring innovation through patent activity. Patents reflect both creative output and risk-taking. They require significant investment in novel ideas that might fail, disclosure of proprietary information and substantial legal costs. In short, patents represent genuine bets on the future.

    Our findings revealed a striking pattern. When companies performed poorly in relation to their goals, they produced fewer patents after more women joined their boards.

    However, companies exceeding their performance targets saw increased patent output as their number of women directors grew. Similarly, when companies were financially flush, there were more patents generated when their boards had more women.

    The situation changed when we examined radical innovations, those patents in the top 10% of citations. For these high-risk, high-reward innovations, the risk-averse effect of women board members dominated.

    When a company’s performance fell below aspirations, there were fewer radical innovations as its board gained female members. We found no corresponding increase in radical innovations when performance exceeded goals.

    One finding surprised us. We predicted that boards with more women would reduce innovation when companies approached bankruptcy. Instead, it was the opposite: Boards with more women actually increased patent output as bankruptcy loomed. This suggests that women directors may fight harder for a company’s survival through innovation when facing existential threats.

    Why it matters

    Between 2000 and 2024, the number of women on S&P 500 boards increased from 27% to 34%. But previous research has painted conflicting pictures on the effect that women board members may have. Some studies showed that women reduce corporate risk-taking, while others demonstrated they increase innovation and creativity. Our work suggests both perspectives are correct under different circumstances.

    For companies and regulators pushing for greater board gender diversity, this research provides practical guidance. Companies performing well can expect increased innovation by adding women to their boards. These directors can bring diverse perspectives, improved decision-making and better resource allocation that translate into more patents.

    Conversely, poorly performing companies can expect boards with more women to focus on stability over risky innovation. This isn’t necessarily negative.

    Research shows that banks led by women were less likely to fail during the financial crisis, and companies with more women directors experience less financial distress. Reduced innovation during tough times may reflect prudent risk management rather than risk aversion.

    Traditional theories predict that poor performance triggers risky searches for solutions. But boards with more women appear to prioritize organizational survival over uncertain innovation when performance suffers. They may assess that failed innovation attempts could worsen an already precarious situation.

    This research also speaks to the “glass cliff” phenomenon, where women often join boards during crisis periods. Our findings suggest these directors may bring exactly what struggling companies need: careful risk assessment and focus on survival rather than potentially wasteful innovation spending.

    What still isn’t known

    We measured innovation through patents, but many innovations never become patents. How women directors affect other forms of innovation – such as copyrights, trade secrets and first-mover advantage – remains unclear.

    What are the mechanisms driving the differences? Do women directors actively advocate for different innovation strategies? Do they change board discussion dynamics? Do they influence CEO and management team decisions indirectly? Future research needs to open the “black box” of boardroom decision-making.

    Finally, the long-term consequences need examination. We measured patent output, but not whether the patents translated into commercial success or competitive advantage. Understanding whether the innovation patterns we documented ultimately benefit company performance would provide crucial insights for decision-makers.

    This article originally appeared on The Conversation. You can read it here.

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