An important nuance is that individuals will likely move between gradual and steep growth trajectories over the course of their career as their life circumstances and priorities change.

For example, the author describes having an aspiring Olympic athlete on her team at Google. Right out of college, this woman was training intensely and so wanted a more gradual growth trajectory at work. But a few years later, when her athletic goals changed, her career ambition kicked into high gear and she started seeking much more challenge and growth from her job.

As a manager, you can't put a person into a category of "rock star" or "superstar" and expect them to stay there permanently. Check in frequently, look for signs that priorities are shifting, and adjust your management style accordingly. Be responsive to the individual in front of you, not who they used to be or who you assume they should be.

Section: 1, Chapter: 3

Author: Kim Malone Scott

Most companies discourage employees from talking to competitors. Netflix does the opposite. Employees are actively encouraged to take calls from recruiters and even interview elsewhere.

Why? It's the best way for both the employee and Netflix to understand their current market value. Knowing this allows Netflix to adjust salaries proactively to stay top-of-market and retain top talent. Sneaking around erodes trust; open dialogue about market value benefits everyone. The rule is: 'Before you say, ‘No thanks!’ ask, ‘How much?’”

Section: 2, Chapter: 4

Author: Reed Hastings, Erin Meyer

To unlock a generative life where your path can zigzag while creating meaningful impact, use these five keys:
1. Do the Work First : Instead of waiting for permission or credentials, create tangible proof of your abilities. This increases your "surface area of luck" by demonstrating problem-solving skills and showcasing knowledge. Examples include organizing events if interested in event planning, building apps if exploring software engineering, or creating recipes if aspiring to be a chef.
2. Grow Lateral Roots : Expand skills horizontally rather than just vertically in one domain. Like a plant's lateral roots accessing wider resources, interdisciplinary knowledge helps you thrive in evolving environments. Take on side projects outside your core expertise, attend conferences on unfamiliar topics, and seek unlikely mentors.
3. Prioritize Impact Over Image : Resist pressure to maintain a consistent personal brand. As editor Farrah Storr puts it, "You're not a commodity. You're a constantly shifting human being with complex emotions, needs, and interests." Let your career evolve with your curiosity to discover new ways of creating value.
4. Close the Loop to Open Doors : Build trust by consistently completing what you start and reflecting on lessons learned, even when outcomes differ from expectations. Share these insights to help others navigate similar challenges, turning even failures into generative contributions.
5. Play Along the Way : Cultivate playfulness alongside professionalism. Framing experiments as "just for fun" reduces pressure and often leads to unexpected value. As entrepreneur Josh Pigford, who has launched dozens of ventures, says: "I'll choose to shut something down if I'm not having fun anymore."

Section: 4, Chapter: 12

Author: Anne-Laure Le Cunff

• Be very clear on your role and responsibilities. Gracefully turn down requests outside that scope.
• Create a system for saying no. Have go-to phrases or strategies to decline nonessential requests.
• Suggest an alternative. "I can't take on that project, but here is something I could do..."Offer a referral. "I'm not able to do it, but I know Sarah is great at that sort of analysis."
• Appeal to your essential intent. "My top priority is delivering Project X, so I need to focus there." Setting boundaries is an ongoing practice, but it gets easier with time as others learn to honor them.

Section: 3, Chapter: 14

Author: Greg McKeown

In a traditional corporate career path, "success" means managing more and more people over time. Your scope of responsibility grows, but you often get further away from the craft you love. Companies of one need an alternate model for advancement that doesn't require endless team expansion.

Buffer has pioneered a clever framework for progression without direct reports:

1. Scope of Influence - Master your core skill at increasing levels of impact, from individual work to team-wide to company-wide to industry-wide contribution.
2. Ownership - Take on more responsibility and strategic importance over your domain. Progress from executing tasks to owning projects to shaping entire functions.

The takeaway is to redefine advancement in terms of mastery, impact and ownership - not raw headcount. You can evolve in your role and compensation without the added overhead.

Section: 1, Chapter: 4

Author: Paul Jarvis

The most important career decision a woman makes is who she chooses as a life partner. An equal, supportive partner at home makes all the difference in a woman's ability to follow her ambitions at work. Before committing to someone, look for indicators that they will actively support your career and share the load at home. Do they encourage you to take risks and reach for opportunities? Do they believe in equally dividing housework and childcare? The right life partner is a true equal and a critical ingredient to "leaning in."

Section: 1, Chapter: 1

Author: Sheryl Sandberg

Many young women are advised to seek out mentors to advance their careers. But simply asking a virtual stranger "Will you be my mentor?" rarely works. The strongest mentoring relationships develop organically from real working relationships. Focus on doing excellent work and make yourself indispensable to senior leaders.

While most people seek mentors at a much higher level, colleagues at your same level are often the best source of day-to-day support and advice. Especially early in your career, your peers may have more релевантная guidance than a senior leader far removed from your situation. A group of women at McKinsey formed a "Boom Boom" peer group to share struggles, give honest feedback, and champion each other's successes.

Section: 1, Chapter: 5

Author: Sheryl Sandberg