Business

Having Kids Might Not Hurt Your Ideal FIRE Lifestyle After All

There are plenty of reasons people choose not to have kids, with the cost of raising them being a major one. Another big factor is the fear that children will disrupt an ideal FIRE lifestyle. Many envision a life of traveling the world, indulging in incredible cuisine, and living spontaneously—things that can feel more challenging with kids in tow.

I understand that perspective. I grew up living in six countries before college, studied abroad for six months, and spent 13 years working in international equities. Travel was a huge part of my life. My approach was to achieve financial independence as quickly as possible and then have kids.

As an older parent, I feel relatively secure, having had more time to save and invest. However, I do wish I had children earlier than 39 and 42, given how much energy it takes to raise them. Starting younger would have meant more years with them later in life.

To prepare for settling down, my wife and I spent 2012–2017 traveling to about 20 countries before having our first child. We wanted to get those travel experiences out of our system so we could fully embrace being stay-at-home parents during their early years. By the time our son arrived, we were over the constant urge to hop on planes or ships, so our plan worked.

This mindset helped us focus on raising our kids without feeling the fear of missing out—especially during the first two years of the pandemic.

Table of Contents

Don’t Be Afraid of Having Kids If You Want to FIRE

Eight years into parenting, however, I’m realizing that delaying having kids is a bad idea if you truly want them. Kids won’t derail your FIRE lifestyle as much as you might think because they actually have more flexibility than you’d expect.

Plus, as you get older, your desire to travel and party as much naturally declines. Instead, you may find yourself enjoying the simple pleasures of reading a good personal finance book in bed or ordering takeout while watching your favorite show. Take for example my latest travels.

Just a couple of weeks after spending five nights skiing at Palisades, Lake Tahoe, we are back for another four-night stay. With my kids off from school for nine days between February 15-23, I figured we should make the most of it with another trip.

Being the frugal personal finance enthusiast that I am, we planned our visit strategically—driving up on Monday, February 17, and leaving Friday, February 21. This way, we could rent out our place the weekends before and after, maximizing rental income. For a 3.5-hour drive each way, we’ve found that four to five nights is the sweet spot. Plus, weekend rates are peak rates, and we prefer fewer crowds on the mountain anyway.

So Many School Vacation Holidays!

During the drive up, I couldn’t help but think: Dang, these kids are really lucky—so many vacations! It feels like they’re taking more trips than I ever did as a kid. It’s almost as if education has taken a backseat to maximizing freedom at an early age.

Once we arrived, I decided to check our school vacation calendar. Sure enough, there are 46 vacation/off days during the school year—not including the 2.5 months off for summer. When you factor in the weekends wrapped around those breaks, we’re looking at 4.5 months of free time a year!

All these days off feel like the beginning of the quiet quitting movement, but for school. Does anyone else feel like the number of school vacation days is reaching ever-higher levels?

school holiday schedule 2025 — Our school calendar with 46 weekdays off

Ideal Amount of Time to Spend Traveling Each Year

Before semi-retiring in 2012, I imagined that the ideal amount of time to travel when FIRE was about three months per year. I had already been taking six weeks off a year for the last two years of my work career. My plan was simple:

One month in Hawaii to spend more time with my parents.
One month in Lake Tahoe to get as much snowboarding in as possible.
One month traveling internationally, ideally visiting at least two countries.

For several years, I stuck to this plan, sometimes extending my travels to 3.5 months a year. But eventually, I got tired of all it all. While I’m not at that point again, I’m reminded of how exhausting frequent travel can be as I was driving up to Lake Tahoe.

As much as I enjoy experiencing new places, I’ve come to appreciate the balance between adventure and staying put. While three months per year might have been the sweet spot before kids, I’m now reconsidering what the ideal amount really is.

Vacation for Kids Usually Means More Work for Parents

While vacations are fun for kids, they often require more effort from FIRE parents or those who choose to take time off instead of sending their kids to mini-camps or daycare. The more school breaks your child has, the more energy you’ll need to dedicate to parenting.

That said, this extra time together is a gift—especially if your kids are under 12. At this stage, all they want is to spend as much time with family as possible. One of the best perks of FIRE is having the flexibility to enjoy every school break with them.

However, if you’re a FIRE parent who has settled into a routine where traditional school acts as a default structure for your kids, you may feel more exhausted during extended vacations. We get used to our habits, and ironically, not having to homeschool has made us softer.

Beyond parenting, most FIRE parents I know have personal passions they love to pursue. For me, it’s writing on Financial Samurai and creating a new personal finance book every three years.

To be more present on vacation, I prepared ahead by writing and scheduling three posts in advance. But, inevitably, new post ideas—like this one—popped into my head, so I had to write and publish them. Plus, I enjoy engaging with reader comments and emails. So when I’m on vacation, it’s never a complete break.

Three Months of Travel a Year Is More Than Enough

Traveling solo or with your partner is completely different from traveling with young kids. If I were alone, I’d throw everything into a backpack and go. But with kids, our SUV gets packed to the brim—dietary-specific foods, clothes, stuffed animals, puzzles, games, and more. And if we’re flying, checked luggage is inevitable. Thankfully, we’re past the stroller and car seat stage.

Because traveling with kids requires more effort, my original three-month-per-year travel goal feels more than enough. In fact, eight weeks a year of travel is probably plenty with children. Even if the kids could travel 365 days a year, none of us would want to do so. Kids, in particular, enjoy the comfort of their own homes.

Looking ahead, March has another four-day school break, followed by two three-day weekends. Do we really want to return to Tahoe just two weeks later? Maybe. Consistently attending ski school is great for development. But maybe we’ll opt for Sonoma/Napa Valley instead—just 1.15 hours away to change things up.

Then in April, there’s a nine-day break for spring vacation. I love spring skiing when temperatures regularly hit the 40s. But if the snow is too thin, we’ll probably head to Honolulu to visit my parents—if they’ll have us.

When you have the freedom to take a trip during every school break, it can feel overwhelming. You’ve got to plan, pack, pay, coordinate, and travel. But staying home doing nothing can also feel like a waste since you are free. As a result, the natural tendency is to plan and go because you can.

The Real Fun Begins in Summer for FIRE Parents

With 46 school days off throughout the year (not counting weekends), you might feel exhausted by June, when school gets out. But then comes 2.5 months of summer break to plan!

Most parents rely on summer camps, which offer fantastic programs—if you can secure a spot. In San Francisco, competition is fierce, and I assume it’s the same in other big cities. If you don’t land a spot, it’s on the parents to fill the days.

Personally, I run “Daddy Camp” for my kids, which currently includes swimming, biking, hiking, Pokémon Go adventures, reading, and pickleball. I also have “Be Responsible Camp,” where I teach them life skills about adulthood. Subjects include manners, communication skills, household chores, landscaping, and rental property maintenance. It’s fun but also a lot of work.

This summer, we plan to spend at least a month in Honolulu. If we get the kids into a local summer camp, that’ll be a bonus—it’s like winning the lottery since out-of-towners are last in line. But if not, Daddy Camp and Be Responsible Camp will continue in Honolulu. But before booking the tickets, we need to lock down a 30-day-or-longer rental house. Anybody have one?

You Can Travel Enough and Enjoy Your Freedom While School Is in Session

At the end of the day, having kids doesn’t ruin your desired FIRE lifestyle—you still get to travel plenty, just with them. As they grow older, travel becomes even more rewarding. Instead of just reading about the pyramids in Egypt, they’ll see them in person. Instead of nibbling at expensive meals, they’ll actually eat enough to justify the cost. More importantly, you’ll create amazing memories together for up to 4.5 months a year.

When school is in session, you’ll regain ~40 hours per week to do whatever you want. That is when you might experience true early retirement life again since you don’t have to work. And when they leave for college, you’ll have 168 free hours per week if you wish. Hang in there! Yet, at the same time, cherish every moment with them.

Having kids will enhance your FIRE lifestyle because they will give you more purpose to explore. Yes, you’ll be more tired, spend more passive income, and have your patience tested endlessly. But kids will significantly increase the joy and purpose of financial independence. So don’t let your pursuit of FIRE stop you from having kids if you want them!

FIRE May No Longer Be Necessary

Finally, with so many flexible work arrangements available today, is early retirement even necessary anymore? Many of my friends at Meta and Google work from home on Fridays and Mondays, effectively turning every weekend into a four-day getaway. Whether it’s hitting the slopes or relaxing at the beach, they’re already enjoying a taste of the FIRE lifestyle—without having to retire.

Getting paid to vacation and travel with your kids feels like a double bonus. As someone who didn’t even receive paid parental leave, I’m not sure I could give up such a perk.

Logically, it makes sense to get paid to travel and vacation for as long as possible. If your employer starts tightening the reins, just ramp up your efforts until they ease up again.

If you’re a FIRE parent, I’d love to hear how having kids has influenced your FIRE lifestyle. Has it changed the way you originally planned to live? Do you find yourself constantly planning adventures whenever school is out, or have you learned to resist FOMO and enjoy a more relaxed, local lifestyle? How do you plan summer vacation with them?

Recommendations

If you want to get a better handle on your finances, sign up for Empower, a fantastic free wealth management tool. I’ve been using Empower since 2013 to keep track of my net worth and optimize my investments for excessive fees.

Every parent should have an affordable term life insurance policy, especially those with debt. Getting life insurance is an act of love for your children. During the pandemic, my wife and I got matching term policies through Policygenius. Once we secured them, we breathed a huge sigh of relief knowing our kids would be taken care of, just in case.

If you want to achieve financial freedom sooner, pick up a copy of Millionaire Milestones: Simple Steps To Seven Figures. It’s packed with actionable advice to help you build more wealth than 90% of the population, so you can live free.

Listen and subscribe to The Financial Samurai podcast on Apple or Spotify. I interview experts in their respective fields and discuss some of the most interesting topics on this site. Your shares, ratings, and reviews are appreciated.

To expedite your journey to financial freedom, join over 60,000 others and subscribe to the free Financial Samurai newsletter. You can also subscribe to my posts to get the in your inbox as soon as they are published by signing up here.

Financial Samurai is among the largest independently-owned personal finance websites, established in 2009. Everything is written based on firsthand experience and expertise. My goal is to help you achieve financial freedom sooner so you can do more of what you want.

Intellectual Insider

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Business

Small Business Administration: Surging Application Approvals

Small businesses are getting approved for manufacturing loans in greater numbers this year, according to data from the U.S. Small Business Administration (SBA).

Its flagship program, the 7(a) business loan, offers entrepreneurs the opportunity to buy real estate, purchase machinery, and obtain furniture and supplies, and guarantees up to 85% of 7(a) loans of $150,000 or less, and up to 75% of loans above $150,000.

According to new data by the SBA, 74% more business owners were approved for 7(a) manufacturing loans in the first 90 days of President Donald Trump’s administration than during the first 90 days of former President Joe Biden’s administration in 2021.

From Jan. 20 to April 17, the SBA has approved more than 1,120 7(a) manufacturing loans totaling $677 million. During the same period in 2021, the SBA approved fewer than 650 7(a) loans, equivalent to $497 million in funds.

“Loan applications and approvals for small manufacturers are surging — a clear sign that American manufacturing is roaring back,” SBA Administrator Kelly Loeffler stated in a press release.

The SBA launched its Made in America Manufacturing Initiative last month, which aims to cut $100 billion worth of regulations for manufacturers and create a pipeline of skilled workers to take on manufacturing jobs.

Trump is promoting Made in America manufacturing through a combination of tax cuts, deregulation, and trade policies, including tariffs of up to 145% on imports from China, and a blanket tariff of 10% for other countries until July. As of Wednesday, however, Trump has indicated that he would consider lowering China tariffs.

“As part of our tax cuts, we want to cut taxes on domestic production and all manufacturing,” Trump stated in remarks to Congress last month.

According to the SBA’s Office of Advocacy, about 98% of American manufacturers are deemed small businesses and collectively employ 4.8 million U.S. workers.

The SBA offers other small business loans besides the 7(a), including 504 loans of up to $5.5 million and microloans of up to $50,000.

Intellectual Insider

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Business

6 Steps for Giving Employee Feedback That’s Actually Helpful

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Opinions expressed by Entrepreneur contributors are their own.

Most leaders believe they’re giving helpful feedback. But too often, what they think is constructive comes across as demoralizing, ineffective or outright damaging. The difference? The best leaders don’t just give feedback — they coach, communicate with care, and create an environment where employees feel seen, heard and valued.

Gallup and Workhuman research shows that employees who receive valuable feedback are five times more engaged and 57% less likely to experience burnout. Yet too many leaders fall into the trap of delivering feedback in a way that crushes morale instead of driving improvement.

The solution? Feedback needs to be an ongoing, trust-based conversation, not a one-time critique. It must be framed as coaching, not criticism, and delivered in a way that accounts for more than just words. Your tone, body language, facial expressions and energy play just as big a role as the message itself.

Here’s how to be more effective at giving feedback — step by step.

Table of Contents

Step 1: Shift your mindset — feedback is a gift, not a gotcha

Leaders often hesitate to give honest feedback for fear of being seen as negative. But avoiding feedback doesn’t create a culture of psychological safety; it creates a culture of guessing and stagnation. The best employees want to grow, and they need clear, constructive input to do so.

Key shift: Move from a criticism mindset to a coaching mindset. Think of your team as business athletes. Just as elite performers rely on coaches to refine their skills, employees need guidance, encouragement and practical ways to improve.

Ask yourself:

When you see feedback as an investment in someone’s success, it changes the way you show up.

Step 2: Presence and delivery matter more than you think

The most overlooked part of feedback? How you show up.

Your body language, vocal range, gaze and facial expressions all send a message before you say a word. To curate a warm and inviting atmosphere conducive to accepting constructive feedback, adopt an open posture, connect visually, show concern and care with facial expressions that are authentic and congruent to what you’re saying, and use a conversational tone and cadence. Otherwise, they may feel tension, judgment or discomfort instead.

You silently communicate to the world all day through your body language and presence. Be intentional about how you are perceived. Convey, instead of betray, your message.

Key shift: Feedback isn’t just about what you say but how you make people feel. You need to be fully present, engaged and emotionally attuned.

What to do:

Make eye contact: Remove distractions and see the person in front of you; stay “on gaze!” Not in an intimidating way, but with warmth and attentiveness.
Adopt an open posture: To signal partnership as opposed to power, face your employee with open arms and gestures that invite conversation, seated at the same level.
Mind your facial expressions: Are you showing genuine curiosity and care or unintentionally conveying frustration?
Be intentional with your vocal delivery: Vary your pitch and pace. Speak as you would in conversation. Too fast or too slow, too high-pitched or too low-pitched, and your message may be misunderstood.

Effective leaders don’t only plan what they’ll say; they are also intentional about their presence or how they “show up.”

Ask yourself:

Is my nonverbal communication reinforcing my message, or undermining it?
Am I making this a safe, productive space for the other person to engage?

Step 3: Start with strengths, not weaknesses

Too often, feedback begins with what’s wrong rather than what’s working. But neuroscience shows that people are more open to feedback when they feel seen, valued and capable.

Starting with acknowledgment sets a positive tone and reinforces that feedback is coming from a place of support. “I always like to start conversations by sharing how my team members’ strengths have had a positive effect on our business outcomes,” says Kristi Snyder, Chief People Officer at Enthuse Marketing Group. Framing the conversation around strengths helps both parties enter the discussion with a constructive, growth-oriented mindset.

Key shift: Flip the traditional feedback approach. Start with acknowledgment before diving into areas for improvement.

What to say:

By opening with a question, you create a loop of engagement rather than a top-down critique. Employees get to explain their thinking first, which makes them far more receptive to guidance.

Step 4: Ask more, tell less

Great leaders use feedback as an opportunity to understand before they correct. Instead of leading with here’s what you did wrong, try leading with curiosity.

Key shift: Replace statements with open-ended questions to uncover insights and encourage self-reflection.

What to ask:

“What was your thought process behind this approach?”
“What challenges did you run into?”
“How do you think we could refine this?”

By letting employees talk first, you gather context, acknowledge their thinking and collaborate on solutions rather than dictate them. Approaching situations like this makes sure employees feel heard and increases buy-in.

A reminder: Acknowledgment is NOT agreement. Giving employees space to explain their reasoning allows leaders to correct misunderstandings while still respecting their perspective.

Step 5: Deliver feedback with directness and care

Feedback shouldn’t be sugarcoated, but it also shouldn’t feel like an attack. The secret? Balance directness with care.

Key shift: Avoid vague platitudes (“You did great”) and harsh bluntness (“This was bad”). Instead, use clear, actionable and supportive language.

What to say:

Instead of “Your presentation was weak,” try: “I see the effort you put in. Let’s strengthen the data to make it even more compelling.”
Instead of “You handled that customer situation poorly,” try: “I appreciate how you followed the process. Let’s explore ways to make it more adaptable.”

Step 6: Follow up and reinforce progress

The biggest mistake leaders make? Giving feedback once and never revisiting it. Without reinforcement, even the best feedback fades into the background.

Key shift: Feedback shouldn’t be a one-time event — it should be an ongoing dialogue.

What to do:

Circle back in a week to see what’s changed.
Recognize progress (even small wins) to reinforce learning.
Keep feedback alive in regular conversations, not just performance reviews.

Great leaders don’t go it alone

The most remarkable leaders and elite performers lean on coaches to hone their skills. Many of the most effective leaders actively work with executive coaches to refine their ability to deliver impactful feedback. They recognize that feedback is an art — one that can be mastered with guidance, practice and expert insight.

Feedback is meant to bring people closer and move the organization forward, but it must be delivered expertly. Mastering feedback isn’t just about what you say — it’s about how you say it and how it makes people feel. Whether you’re a seasoned executive or an emerging leader, investing in expert coaching can elevate your ability to guide, inspire and develop your team.

Feedback is your leadership superpower. Use it wisely.

Intellectual Insider

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Business

Kevin O’Leary Is Ready for a TikTok Deal: ‘Clock Is Ticking’

Kevin O’Leary is ready for a TikTok to deal to get done.

On Instagram, the long-time “Shark Tank” investor posted a recent television interview (conducted in his signature pajama pants) and told his followers that the TikTok “clock is ticking.”

“We’re on our second 75-day extension,” O’Leary told Fox Business. “I speculate that there will not be a third.”

The deadline for a TikTok deal was April 5, but it was extended for 75 days a second time earlier this month. President Trump wrote on Truth Social the same day that his administration is “working very hard” on a deal to “save” the app.

In the interview, O’Leary added that he doubts any S&P 500 company would want to pay the penalty of $5,000 a user if a ban goes through, and added that any speculation of a possible lease deal was “shut down three weeks ago.” Meanwhile, the 75 days will be up in mid-June.

“Anyone who wants to buy this thing now faces rewriting the algorithm,” O’Leary said, adding that it is all up to President Xi Jinping of China and that he “hasn’t decided if he’s going to sell it or not.”

O’Leary has teamed up with billionaire former Dodgers owner Frank McCourt in “The People’s Bid” for TikTok. Reddit co-founder Alexis Ohanian has also joined the team.

AI startup Perplexity also submitted a bid to merge its business with TikTok’s U.S. division for more than $50 billion.

Amazon and Applovin also recently (separately) submitted bids.

Despite the red tape, O’Leary noted that he is “100% still interested” in buying the social media platform.

“Frank McCourt and I have been working on this for so long, we aren’t giving up,” O’Leary said.

Related: Amazon Just Submitted a Bid to Buy TikTok, as AppLovin and Other Tech Companies Make Offers Before the Looming Deadline