Blog

We sat down with Marina Svidki, a project manager and a mother of six – three biological, three adopted – to talk about what connection really means when life is full and roles are many. Her story is about much more than parenting. It’s about being human – imperfect, real, and sometimes uncertain – and learning to trust that who we are, in all our parts, is enough.

Though colleagues often admire her calm leadership and ability to “hold it all together,” she opens up about the quiet moments of doubt, the internal tug-of-war between roles, and the quiet power of reconnecting – with herself, with her purpose, and with the people around her.

Could you share a bit about your journey to having such a diverse family with both biological and adopted children?

After having three biological sons – one from a previous marriage and two from the current one – my partner and I still felt our family wasn’t quite complete. We had always hoped for a daughter, and when we realized the probability of having a girl through pregnancy was quite low, we began seriously discussing adoption.

We went through numerous evaluations and checks and eventually obtained the necessary certification that allows for adoption.

We waited patiently for two years without finding a suitable match. I remember the day we finally received the call about a little girl available for adoption – it felt like our dream was finally coming true. However, during the discussion, we learned she had two brothers. After talking it through as a family, we made what turned out to be one of the best decisions of our lives: to adopt all three siblings together.

Now with six children – three biological sons and three adopted children including the daughter we had hoped for – our family feels wonderfully complete.

At work, you’re seen as a strong, capable leader. At home, you’re a mother of six. Do you ever feel like you’re two different people?

Of course, these are different roles, and I do try to separate the two while still being present in both. Balancing my role as a project manager with being a mother of six requires intentional boundaries and support systems. I’m fortunate that my workplace offers flexible arrangements that accommodate family needs when they arise. Over time, I’ve learned that clearly separating my professional and family responsibilities helps me be more present in both areas of my life.

Are there specific skills you’ve developed as a mother that have unexpectedly enhanced your effectiveness as a project manager, or vice versa?

Yes, I often find myself applying parenting techniques in professional settings and bringing project management frameworks home, sometimes without even realizing it until later!

One framework that I’ve noticed applies in both worlds is what parenting experts call the three Cs: connection, control, and competence. I initially learned about this approach for child development, but I’ve discovered it’s remarkably effective with professional teams as well.

Beyond this, crisis management is perhaps the most transferable skill I’ve developed. When you’re raising six children, you learn to become adaptable to unexpected changes and emergencies, and this has helped me stay calm under pressure at work. Last, but not least, both roles have strengthened my emotional intelligence.

What helps you stay connected to yourself when work gets intense or life gets loud?

What’s been absolutely essential for my well-being is establishing regular “me time.” My husband and I have a routine where each of us gets one evening a week that’s completely our own. This dedicated time to recharge isn’t negotiable in our family calendar—it’s as important as any work meeting or children’s activity.

During my “me time,” I reconnect with activities that feed my soul but often get pushed aside in day-to-day life. Sometimes that means spending quiet time in nature, where I can breathe and process my thoughts without interruption. Other times, I’ll meet with close friends for coffee and conversation. These simple activities help me relax and remember who I am beyond my roles as mother and professional.

I’ve come to understand that self-care isn’t selfish – it’s essential. Taking time for myself allows me to show up more fully for everyone else in my life. When I’m exhausted or stressed, I simply don’t have the emotional bandwidth to support my children or contribute meaningfully at work. Self-care gives me tools to manage difficult emotions rather than being overwhelmed by them.

My husband and I also prioritize our relationship amid the busyness. We schedule regular date nights to maintain our connection – sometimes it’s just a simple walk together after the children are in bed, other times it’s dinner out while a family member watches the kids.

People often admire everything you manage. Do you always feel that admiration matches how you see yourself? Have you ever questioned whether you’re a “good enough” mom or leader? How do you work through those moments?

I appreciate that, but there sometimes is a gap between how I am perceived and my own internal experience, because moments of self-doubt and vulnerability are inevitable.

I have to admit that in the beginning of our adoption journey, both my husband and I felt a bit lost. We never second-guessed our decision to adopt, we were very clear on that, but we did doubt our abilities as parents.

After some discussions with our children, and among ourselves, we realized that we had set some very high expectations. What helped immensely was redefining what “success” looked like for our family. Rather than striving for some perfect vision of blended family life or flawless work-family balance, we began celebrating small victories and focusing on the positives: that we had a large, warm, welcoming family, with lots of support!

Is there anything you would like to share with colleagues who are balancing a leadership role with family responsibilities? 

From my experience, to have a balanced family life, firstly you need to look after yourself and your own wellbeing because children are like a mirror – they reflect everything back at you.

What I’ve learned through raising six children while managing projects is that authentic connection requires intentionality and it rarely happens by accident in either environment. For me, creating genuine connection begins with clear prioritization. Each day, I assess what needs my focused attention most urgently. Sometimes work demands take precedence, and other days family clearly needs to come first. The key is being fully present wherever I am. When I’m leading my team, I’m fully engaged with them. And when I’m home, I try to be completely present with my children rather than constantly checking emails.

Building strong support networks has been absolutely essential for maintaining these connections. At work, this means developing relationships of trust with colleagues who can step in when family needs arise. At home, I’ve learned that asking for help actually strengthens rather than weakens connections. My sister and mother have been incredibly supportive with childcare, and we’ve utilized services to manage some household responsibilities.

Perhaps most crucial to maintaining connection in both spheres is nurturing my partnership with my husband. We approach parenting and household management as a united team, regularly checking in with each other about needs and challenges. This strong foundation at home gives me the emotional resilience to connect authentically at work, and the leadership skills I develop professionally often strengthen how I relate to my family.

As more women forge paths in technology, they must embrace growth, seek support, build resilience, and ultimately trust their abilities

It’s exciting to see the growing interest among women in exploring and pursuing careers in technology, especially compared to when I first entered the field over 20 years ago. I started as a software developer for a media company, and there weren’t many other women in the same shoes as me at the time. I had to learn, test boundaries, and grow over the years to become CEO of R Systems’ European operations.

My experience has taught me that building a successful career in the technology industry requires dedication, confidence, and a willingness to learn from new experiences and others. That’s why I love encouraging women who may want to follow in my footsteps or chart their own path in the technology industry to always seek growth opportunities, find supportive mentors and allies, build their resilience, and most importantly, trust themselves and their abilities. They belong in the industry and deserve their seat at the table, creating the innovations that will drive our world forward.

Since I joined R Systems nearly 23 years ago, addressing gender bias has been a critical priority for the company. Our team has always aimed to ensure that women have a seat at the table – especially in leadership roles and our projects – making this a key focus for the organization. There are many benefits from having women at the leadership level in our industry. From my experience, women leaders are specifically recognized for creating growth opportunities, offering strong mentorship, and fostering an inclusive and supportive environment for their teams. That leads to increased creativity, productivity, and good customer relationships.

Critical Steps for Tackling Gender Bias in the Technology Industry

Gender bias remains a critical issue in the technology industry and has been since I joined the field more than 20 years ago.

There is still often the tendency to consider women less skilled for technical roles, which is why women feel the need to work more to prove themselves. Organizations must provide clear feedback and recognition for their contributions, ensuring that both their achievements and their peers’ awareness of those accomplishments are amplified.

As a result of this, however, women tend to exclude themselves from growth opportunities. I have seen and experienced firsthand how women often feel the need to prepare more and gather more experience before they ask for promotions.

To help overcome gender bias and the self-perception gaps women face, organizations and managers in the technology industry must:

• Clearly communicate role expectations and have open discussions about where they can enhance their skills or gain new experiences
• Openly encourage women to apply for new positions even if they don’t feel fully there
• Regularly offer  mentorship opportunities and training programs so that women can easily obtain new skills and expertise

Each of these steps ensures that an organization benefits from the diversity of perspective, approach, and creativity brought to the teams by including women.

The Need to Strengthen Maternity Leave, Offering A Better Process for Confident Transitions and Returns

Many women are delaying maternity for career progression. However, these do not need to be mutually exclusive. Years ago, we examined maternity leave at R Systems to ensure that our team could help facilitate a seamless transition for women within the organization as they take leave and enable them to effortlessly resume their roles upon their return.

At R Systems, we aim to support women throughout their maternity journey. This involves open discussions about their plans for absence and what they hope to do upon their return. We emphasize timely handovers before maternity leave and maintain continuous communication and dialogue during their absence regarding organizational changes that might affect their roles. Finally, we ensure a gradual integration and handover of responsibilities to be assumed after maternity leave.

I encourage other companies in the technology industry to review their career path, evaluation, and maternity leave processes and assess how these practices affect women in their organizations. This is a critical – and, frankly, straightforward – starting point for companies to ensure that they can continue to benefit from the experience, expertise, and leadership that women bring. More importantly, it helps eliminate biases and barriers that may hinder career growth, ensuring that women not only have a seat at the table but also thrive in their careers.