This is my review of part 2 of How to Make Partner and Still Have a Life by Heather Townsend and Jo Larbie. I reviewed part 1 earlier. HERE is the link.
The book is split into six parts. I will review each part in a fresh blog as I finish reading it.
I am finding the writing style of the book formulaic. It took me years back when I was taught how to write an essay:
You tell them what you will be saying
You say it
You sum up what you said
I understand that is the way how to write How To books. The formulaic style is just too evident in this book. Somehow it needs to be subtle. I know that is so much easier said than done.
The second part of the book is about what you need to do to get that hot partnership seat – building a firm foundation for a partnership. It is just too much! Not the book, but what you need to do. In the main, you need to live and breath most of your waking hours to be seen that you really are that golden child for the keys to the executive toilets.
I wish I could say; I was not hungry for career progression in my early years. I lived and breathed for an executive position. I so wanted to be that golden child. So the question that you may ask would Part 2 of the book helped me?
After years of experience, disappointments, and some success with my career, I have to say no book can help. Trying to follow a set of rules, that I felt, was the intention of part 2 of the book, is NOT the way. In my early years and for years after, I followed advice and how-to books to the letter; it did not get me anywhere. Life is just not like that. Every situation is unique. You just cannot apply a set of rules when it comes emotional and irrational human beings.
The benefit of part 2 of the book is that it gives you a sound awareness of what to look out for, the people that may be of help to you and understanding the culture of the madhouse where you work.
The book talks about getting feedback, getting a mentor, all things you will read in a Human Resources textbook. In the environments I have worked in and trying to follow this, I was seen as an odd person (not normal), to the extent that my superiors felt uncomfortable with me. It did not work for me.
What works. in getting those keys to the executive toilets, are your relationships with people at all levels. Not just with people who have clout. I wish someone had told me this when I started my first job as a filing clerk.
The selection process in large and small organisations is more emotional than evidence based as this book appears to suggest. My view is that emotional decisions are made, then evidence is sought so that the selection process is perceived as fair and impartial.
Part 2 will give you a good understanding of how organisations work. Please do not treat it as a bible that will lead you to your steps to heaven.