“Tarzan and Jane – How to thrive in the new corporate jungle”

by Margot Katz (Profile Books 2007)

Samuel Smiles wrote his famous treatise “Self-Help” in 1859 and it became the standard school prize for Victorian children. It is still in print, available from Amazon.com and has been the model for didactic texts ever since. “Tarzan and Jane” is another self-improvement manual and “has the potential to be in the brief case or handbag everywhere” in the judgment of Philip Whiteley, author of “Unshrink“.

Margot Katz conceived “Tarzan and Jane” as “Me Jane”, in order to help women “Thrive in the corporate jungle”. Working on the text she came to see that gender difference was an enabler rather than a barrier, since most women who wanted to “be on top” in business already were. The emerging issue was to help individuals to clarify their ambitions and to succeed through competence and differentiation. The book has four themes:-

1. The Inner Game – reflecting on aspirations, beliefs, values and passions “which are right for you”.

2. Be Bloody Good – excelling at your craft and “Keeping ahead in the game”

3. Turn up the Volume – clarifying your personal brand in the age of the sound bite

4. Don’t Just Sit There – connecting with your market and getting known.

These themes are developed, using selected role models to illustrate the points made in interviews. Each theme has a detailed checklist for self-assessment, supported by schedules of key attributes. The tenor of the book is reminiscent of the mentoring process which not all readers will be fortunate enough to enjoy. Networking is recommended as a source of new insights and to seek out best practice in “being bloody good”.

The purpose of “Tarzan and Jane” is to acclimatise readers to the challenges of corporate life and equip them to succeed in the corporate jungle, despite its dangers and discomforts. It has a section which helps readers to assess the true nature and competence of their organisation and to stimulate them to seek changes which may be necessary. A chapter entitled “The Leader’s Part” examines leadership and how employees can be empowered to effect change. It is significant that most of the role models are in positions of power; there is less clarity about empowering junior employees.

In his Foreword, Neil Holloway, President of Microsoft EMEA, sees the book as an instrument for building “the workforce of the future” which is an interesting new dimension to be developed. From the viewpoint of employers he sees four key areas of focus –

1. Hire smart people who are “Bloody Good” regardless of age, gender and race

2. Keep people engaged, seek feedback and listen to them – that creates “buy-in”

3. Vision is needed for the organisation and for all its members. Values are needed to underpin this vision and leaders must be role models

4. Accountability is essential and leaders must enforce it.

Given this formula it would seem that the dangers of the corporate jungle – lack of openness, bullying, exploitation, corruption and predation – can be tamed by a virtuous circle of good practice. Samuel Smiles would have heartily approved.

Adrian Davies
21st August 2007