The author admits reluctance to write about combining motherhood and career, wishing for a society with paid leave, affordable quality child care, and flexible work. She notes some progress—greater acceptance of diverse families and more involved fathers—yet highlights ongoing pressures, including men’s fear of using paternity leave and uneven corporate benefits.

Countering claims that successful women simply “opt out,” the author cites Pamela Stone’s finding that workplaces remain outdated, and Ann‑Marie Slaughter’s call for an infrastructure of care spanning child care, paid leave, and job protections. She observes that a few companies court talent with flexibility and leave, but benefits are limited, often bypassing lower‑wage staff, though firms offering them tend to perform better.

She then offers conditions for successfully juggling career and motherhood: secure support (partner, child care, role models), drop perfectionism, sacrifice some leisure, lower housekeeping standards, and commit to wanted goals. She recommends exploring leave, part‑time, job sharing, consulting, or pausing careers, and limiting family size. Examples show varied pacing: Liz paused her career while staying connected; Gloria plans motherhood first, then law school.

Turning to shared parenting, she explains how family-of-origin patterns can pull couples into traditional roles and suggests reflective “chair dialogues,” explicit discussions, and role modeling from equitable couples. She advises against framing tasks as a mother’s work with a “helping” partner; instead, divide chores by preference, share power, and allow learning. Arlie Hochschild’s research on the “second shift” frames the need for equity; David Steinberg illustrates father-growth through hands-on care. Flexibility is emphasized through contrasting cases—Renata and Melissa—whose rigid beliefs limit workable solutions.

Finally, she addresses day care emotions—guilt, jealousy, anger—and reassures parents with research and practical steps. She compares home-based care, centers, and in‑home nannies, listing pros and cons. A thorough selection process follows: joint decisions, trust of instincts, observing children, safety and licensing checks, child–caregiver fit, flexibility on practices, clear fees and hours, references, comparing multiple options, gradual transitions, trial periods, creativity, waiting lists, and starting searches early. She concludes that mastering child care logistics builds transferable skills and benefits children socially and emotionally.