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The 5 Patterns of Extraordinary Careers: The Guide for Achieving Success and Satisfaction
What is different about the careers of people like Lou Gerstner, the acclaimed, recently retired chairman and CEO of IBM? Or Senator Elizabeth Dole, Yahoo! COO Dan Rosensweig, and Tom Freston, chairman and CEO of MTV Networks?
Why did they ascend to the top and prosper--why did they have extraordinary careers--while others equally talented never reached their potential or aspirations?
Jim Citrin and Rick Smith of Spencer Stuart, the world's most influential executive search firm, set out to explore this question. The result--based on in-depth, original research--is sure to be the most important and useful book for anyone seeking to crack the code of how to build a rewarding, personally satisfying career.
Like weather systems and financial markets, careers contain patterns. What Citrin and Smith found from their research and extensive experience is that people with extraordinary careers are guided by five straightforward patterns that can be harnessed and used by everyone. These individuals:
- Understand the value of you by translating their knowledge and experience into action, building their personal value over each phase of their career
- Practice benevolent leadership by not clawing their way to the top but by being carried there
- Solve the permission paradox, the dilemma of not being able to get a job without experience and not getting the experience without the job
- Differentiate using the 20/80 principle of performance by storming past their defined jobs to create breakthrough ideas and deliver unexpected impact
- Do not micromanage their careers, but macromanage them by gravitating toward the things they are best at and have a passion for, and working with people they like and respect
No one manages your career for you. But with Citrin and Smith as your guide, you'll be able to understand--and act on--the root causes of success. And what better source for strategic career advice than Spencer Stuart, the firm that over the past ten years has conducted more than 60 percent of the searches for Fortune 1000 CEOs?
Why did they ascend to the top and prosper--why did they have extraordinary careers--while others equally talented never reached their potential or aspirations?
Jim Citrin and Rick Smith of Spencer Stuart, the world's most influential executive search firm, set out to explore this question. The result--based on in-depth, original research--is sure to be the most important and useful book for anyone seeking to crack the code of how to build a rewarding, personally satisfying career.
Like weather systems and financial markets, careers contain patterns. What Citrin and Smith found from their research and extensive experience is that people with extraordinary careers are guided by five straightforward patterns that can be harnessed and used by everyone. These individuals:
- Understand the value of you by translating their knowledge and experience into action, building their personal value over each phase of their career
- Practice benevolent leadership by not clawing their way to the top but by being carried there
- Solve the permission paradox, the dilemma of not being able to get a job without experience and not getting the experience without the job
- Differentiate using the 20/80 principle of performance by storming past their defined jobs to create breakthrough ideas and deliver unexpected impact
- Do not micromanage their careers, but macromanage them by gravitating toward the things they are best at and have a passion for, and working with people they like and respect
No one manages your career for you. But with Citrin and Smith as your guide, you'll be able to understand--and act on--the root causes of success. And what better source for strategic career advice than Spencer Stuart, the firm that over the past ten years has conducted more than 60 percent of the searches for Fortune 1000 CEOs?
288 pages, Hardcover
First published January 1, 2003
45 people are currently reading
448 people want to read
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Displaying 1 - 20 of 20 reviews
February 24, 2013
Enh.
The advice is ok. Not terribly earth-shattering (have a plan! know what you're worth! try to develop the skills that employers are looking for!), but largely sensible. However, the authors didn't really make their case; in the introduction they promised to reveal the patterns that anyone can apply to their careers, and show that luck had nothing to do with the extraordinary careers of the people they surveyed and interviewed.
They then spent a few hundred pages talking about how the privileged, wealthy, white, male sons of executives and CEOs also managed to have pretty great careers. There was one female excecutive--she showed up about 2/3 of the way through the book--and there were one or two people who weren't born to wealth. But I wasn't seeing, say, the ex-child soldier from Nigeria implementing their career plan to defy the odds and become a business success. Frankly their book more makes the case for luck, than otherwise.
They also didn't establish cause and effect. So, for instance, they surveyed a few thousand workers at different levels and found (surprise surprise!) that executives answered "yes" to the question "I add significant value to my company" more frequently than regular employees did. OK, swell. But where is the proof that their belief is correct? And how do we know that it was their belief (or as the authors discuss it, knowledge of what they are worth and how to add value to their companies) that led to their career success, rather than successful executives determining that they must have done something great to deserve their position in the company, and so therefore assuming that they add significant value to the company's bottom line? I mean, which way is causation moving here? Maybe the executives are dead wrong, and overconfident, and their higher-ups responded to the overconfidence with an undeserved promotion.
The best I can say about the book is that it wasn't terribly offensive, and also not so challenging that I couldn't polish it off in a couple of hours.
The advice is ok. Not terribly earth-shattering (have a plan! know what you're worth! try to develop the skills that employers are looking for!), but largely sensible. However, the authors didn't really make their case; in the introduction they promised to reveal the patterns that anyone can apply to their careers, and show that luck had nothing to do with the extraordinary careers of the people they surveyed and interviewed.
They then spent a few hundred pages talking about how the privileged, wealthy, white, male sons of executives and CEOs also managed to have pretty great careers. There was one female excecutive--she showed up about 2/3 of the way through the book--and there were one or two people who weren't born to wealth. But I wasn't seeing, say, the ex-child soldier from Nigeria implementing their career plan to defy the odds and become a business success. Frankly their book more makes the case for luck, than otherwise.
They also didn't establish cause and effect. So, for instance, they surveyed a few thousand workers at different levels and found (surprise surprise!) that executives answered "yes" to the question "I add significant value to my company" more frequently than regular employees did. OK, swell. But where is the proof that their belief is correct? And how do we know that it was their belief (or as the authors discuss it, knowledge of what they are worth and how to add value to their companies) that led to their career success, rather than successful executives determining that they must have done something great to deserve their position in the company, and so therefore assuming that they add significant value to the company's bottom line? I mean, which way is causation moving here? Maybe the executives are dead wrong, and overconfident, and their higher-ups responded to the overconfidence with an undeserved promotion.
The best I can say about the book is that it wasn't terribly offensive, and also not so challenging that I couldn't polish it off in a couple of hours.
February 17, 2016
Subtitled “the guide for achieving success and satisfaction.” The authors are both senior members of Spencer Stuart, the firm responsible for conducting over 60% of the searches for fortune 1000 CEOs.
Not surprisingly, the target audience is such a population, although the solid advice is noteworthy at all levels of employment. Full of examples from their decades of experience and hundreds of clients, the book is primarily devoted to each of the five patterns in significant detail.
• Pattern 1: Understand the value of you – becoming aware of your abilities and knowledge, investing in increasing your personal value.
• Pattern 2: Practice benevolent leadership – get carried to the top by those around you rather than clawing your way up.
• Pattern 3: Solve the permission paradox – this interesting chapter speaks to direct and implied permission, and how to earn the right to challenge yourself to increasing your personal value.
• Pattern 4: Use the 20/80 performance principle to stand out from the crowd. Move beyond your assigned tasks (20%) to impact the organization at extraordinary levels (80%).
• Pattern 5: Macromanage your career, looking beyond the obvious next career steps to form your identity and personal value at the highest level (considering job satisfaction, lifestyle and compensation).
The book continues by discussing how to find the right fit (the correct mix of strengths, passions and people) as well as investing a chapter on describing extraordinary organizations. Such organizations build a culture that supports the 5 patterns. Of particular interest is their description of the four talent management strategies: 1) Socialist stepladder – make sure the team is all treated the same, 2) Structural rigidity – Ironclad standards are maintained at all costs, 3) Pin the “talent” on the donkey – seek to reward high performers, but possess no method to identify who they are, and 4) Precision promotion – rewards and recognition are differentiated after a system is in place to identify these high performers.
To complete the book, the authors invest one practical chapter on how to implement the 5 patterns as well as include the Spencer Stuart job survival guide (a short but solid primer on career transition) and a practical overview of the executive search process and your ability to influence the process.
Not surprisingly, the target audience is such a population, although the solid advice is noteworthy at all levels of employment. Full of examples from their decades of experience and hundreds of clients, the book is primarily devoted to each of the five patterns in significant detail.
• Pattern 1: Understand the value of you – becoming aware of your abilities and knowledge, investing in increasing your personal value.
• Pattern 2: Practice benevolent leadership – get carried to the top by those around you rather than clawing your way up.
• Pattern 3: Solve the permission paradox – this interesting chapter speaks to direct and implied permission, and how to earn the right to challenge yourself to increasing your personal value.
• Pattern 4: Use the 20/80 performance principle to stand out from the crowd. Move beyond your assigned tasks (20%) to impact the organization at extraordinary levels (80%).
• Pattern 5: Macromanage your career, looking beyond the obvious next career steps to form your identity and personal value at the highest level (considering job satisfaction, lifestyle and compensation).
The book continues by discussing how to find the right fit (the correct mix of strengths, passions and people) as well as investing a chapter on describing extraordinary organizations. Such organizations build a culture that supports the 5 patterns. Of particular interest is their description of the four talent management strategies: 1) Socialist stepladder – make sure the team is all treated the same, 2) Structural rigidity – Ironclad standards are maintained at all costs, 3) Pin the “talent” on the donkey – seek to reward high performers, but possess no method to identify who they are, and 4) Precision promotion – rewards and recognition are differentiated after a system is in place to identify these high performers.
To complete the book, the authors invest one practical chapter on how to implement the 5 patterns as well as include the Spencer Stuart job survival guide (a short but solid primer on career transition) and a practical overview of the executive search process and your ability to influence the process.
February 29, 2012
Really helps one think about Careers in a different way. Creating a good business culture and always retaining the best people is of the utmost importance. I really enjoyed so much of this book and recommend it to everyone!
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May 25, 2019Worth reading, especially when u are thinking of career advancement
The book gives a simple yet structural pattern about career success. Many wise words worth to review and reflect over times. Definitely a must read no matter at which stage of your career and I wish I had read it 10 years earlier.
The book gives a simple yet structural pattern about career success. Many wise words worth to review and reflect over times. Definitely a must read no matter at which stage of your career and I wish I had read it 10 years earlier.
December 18, 2016
subtitled “the guide for achieving success and satisfaction,” the authors are both senior members of spencer stuart, the firm responsible for conducting over 60% of the searches for fortune 1000 ceo’s. not surprisingly, the target audience is such a population, although the solid advice is noteworthy at all levels of employment. full of examples from their decades of experience and hundreds of clients, the book is primarily devoted to each of the five patterns in significant detail.
pattern 1 - understand the value of you - becoming aware of your abilities and knowledge, investing in increasing your personal value
pattern 2 - practice benevolent leadership - get carried to the top by those around you rather than clawing your way up
pattern 3 - solve the permission paradox - this interesting chapter speaks to direct and implied permission, and how to earn the right to challenge yourself to increasing your personal value
pattern 4 - use the 20/80 performance principle to stand out from the crowd. move beyond your assigned tasks (80%) to impact the organization at extraordinary levels (20%).
pattern 5 - macromanage your career, looking beyond the obvious next career steps to form your identity and personal value at the highest level (considering job satisfaction, lifestyle and compensation).
the book continues by discussing how to find the right fit (the correct mix of strengths, passions and people) as well as investing a chapter on describing extraordinary organizations. such organizations build a culture that supports the 5 patterns. of particular interest is their description of the four talent management strategies - 1) socialist stepladder - make sure the team is all treated the same, 2) structural rigidity - ironclad standards are maintained at all costs, 3) pin the “talent” on the donkey - seek to reward high performers, but possess no method to identify who they are, and 4) precision promotion - rewards and recognition are differentiated after a system is in place to identify these high performers
To complete the book, the authors invest one practical chapter on how to implement the 5 patterns as well as include the Spencer stuart job survival guide (a short but solid primer on career transition) and a practical overview of the executive search process and your ability to influence the process.
pattern 1 - understand the value of you - becoming aware of your abilities and knowledge, investing in increasing your personal value
pattern 2 - practice benevolent leadership - get carried to the top by those around you rather than clawing your way up
pattern 3 - solve the permission paradox - this interesting chapter speaks to direct and implied permission, and how to earn the right to challenge yourself to increasing your personal value
pattern 4 - use the 20/80 performance principle to stand out from the crowd. move beyond your assigned tasks (80%) to impact the organization at extraordinary levels (20%).
pattern 5 - macromanage your career, looking beyond the obvious next career steps to form your identity and personal value at the highest level (considering job satisfaction, lifestyle and compensation).
the book continues by discussing how to find the right fit (the correct mix of strengths, passions and people) as well as investing a chapter on describing extraordinary organizations. such organizations build a culture that supports the 5 patterns. of particular interest is their description of the four talent management strategies - 1) socialist stepladder - make sure the team is all treated the same, 2) structural rigidity - ironclad standards are maintained at all costs, 3) pin the “talent” on the donkey - seek to reward high performers, but possess no method to identify who they are, and 4) precision promotion - rewards and recognition are differentiated after a system is in place to identify these high performers
To complete the book, the authors invest one practical chapter on how to implement the 5 patterns as well as include the Spencer stuart job survival guide (a short but solid primer on career transition) and a practical overview of the executive search process and your ability to influence the process.
February 9, 2013
Filled with vacuous platitudes and market-speak, 5 Patterns appeals to the "inner CEO" that squats in the dark recesses of every young soul. Nothing about the title or description indicates that it's aimed squarely at ambitious folk who imagine themselves someday heading up IBM, GE or General Motors, more power to 'em. Had I known this before I ordered the book (thankfully, I only squandered a buck plus shipping from AbeBooks), I would have saved the money for a nice slice of gourmet Greek pizza. Probably would have derived more fulfillment from that as well.
It's a small book, in spirit and page count, easily consumed in a single reading. Perhaps I lack the airy perspective of a graduate from a top-notch university, but I found precious little to guide my own mid-course corrections. In fact, by the author's estimation, I was never even on the course they envision.
For those who are on the corporate track, realize that you are climbing a fruit-picker's ladder, not a firefighter's - it narrows with each step up, and you're far more likely to fall off the side than reach the top. And if you do get to the top, there isn't a lot of maneuvering room.
Don't end up in frustration at that perceived loss, though, it was an illusion. Rather, find contentment in your achievements no matter what they may be. Own them. Enjoy your life, your family and your accomplishments as they are, not how the authors lead you to believe they "should" be.
It's a small book, in spirit and page count, easily consumed in a single reading. Perhaps I lack the airy perspective of a graduate from a top-notch university, but I found precious little to guide my own mid-course corrections. In fact, by the author's estimation, I was never even on the course they envision.
For those who are on the corporate track, realize that you are climbing a fruit-picker's ladder, not a firefighter's - it narrows with each step up, and you're far more likely to fall off the side than reach the top. And if you do get to the top, there isn't a lot of maneuvering room.
Don't end up in frustration at that perceived loss, though, it was an illusion. Rather, find contentment in your achievements no matter what they may be. Own them. Enjoy your life, your family and your accomplishments as they are, not how the authors lead you to believe they "should" be.
February 13, 2015
Good enough that I took a synopsis of each of the five patterns, bad enough that without referring to the synopses, I cannot remember the gist of them. Except one: that you should take permission as implied at every opportunity, and that the book had enough political savvy to give you some details as to how to navigate with that.
I do feel that treating all people - all of whom have talents, but only some of which are called "talent" - as if they have absolute say over everything in their careers is a truism that results in only allowing the most privileged have a real shot at being effective and getting the single-minded career path that these kinds of books espouse. Given that all of these whacky assumptions are par for the course in HR management, that someone actually took the time to write them down to help people chart their way through the unknowns that are real, I would give it a read sooner in your career rather than later, and share whatever you learn with those who need it.
I do feel that treating all people - all of whom have talents, but only some of which are called "talent" - as if they have absolute say over everything in their careers is a truism that results in only allowing the most privileged have a real shot at being effective and getting the single-minded career path that these kinds of books espouse. Given that all of these whacky assumptions are par for the course in HR management, that someone actually took the time to write them down to help people chart their way through the unknowns that are real, I would give it a read sooner in your career rather than later, and share whatever you learn with those who need it.
November 1, 2010
Decent read, and overall most of what I have to say about this book revolves around how well it illustrates examples of its principles in the real-life spectrum. I appreciate hearing the references to figures like Lance Armstrong, Michael Jordan, Bill Gates, among other names of people who came to realize their professional stances and how they achieved success in the model built in this book. The only point of constructive criticism I'd have for it was that I would've liked to see more interaction with the reader on how best to apply these principles, to make it more intriguing. Still, it proved for me a great read on the expansion of success in the business spectrum.
Overall score: 3/5
Overall score: 3/5
February 6, 2015
If you want to find a formula for a successful career, especially in corporate world, this book will be the one. Boredom started growing in me after three years at my current post. I found this book by accident at our local library and couldn't put it down once I flipped its pages. What I value the most from this book is the authors guide the readers to be subtle and have pure intention toward building a promising career.
December 22, 2011
A lot of relevant material as it pertains to job fit, work-life balance, and leadership. For being a well-researched book, it was a fun read with many interesting anecdotals. Written from the perspective of executive search professionals provides an interesting, even refreshing look, at what successful careers -- and the patterns observed -- look like.
August 14, 2009
I'm typically pretty bored by 'business' books but this one was very interesting. It included a lot of concrete examples of the material which I found very useful. I really enjoyed this book & would recommend it to others.
October 15, 2012
Definitely a re-read. There are a couple solid points which one can definitely integrate and apply toward one's own lifestyle. Some of the book can veer off a little with less memorable examples, but overall the core principles were illuminating
January 3, 2013
Pretty good...a bit dry to get through, but the 5 patterns definitely make sense. Worth a look. Probably best early in your career, unfortunately before you're wise enough to heed it, like all good advice.
June 11, 2015
I suggest reading this book when you're still in college and not when you're already in your 40s because it will definitely be depressing if you realize that you have just destroyed your chance for an extraordinary career.
September 12, 2009
A good book that enabled me to reshape my career. The pragmatic real life examples enabled me to tread carefully in the professional environment.
September 12, 2009
I lent the book to few people and they all came back to thank me for a special book
June 1, 2010
Just not my type of book...
February 13, 2020
I read this a very long time ago - so long ago that I don't remember the details.
I do remember that it was one of the most interesting books that I ever read.
I do remember that it was one of the most interesting books that I ever read.
March 29, 2013
A must-read book on career management.
January 3, 2012
I keep revisiting my notes from this one. Important insights for planning one's career!
Displaying 1 - 20 of 20 reviews