Unlocking Career Flexibility: The Lattice Approach to Modern Growth

Are you still viewing your career as a straight climb up the ladder? What if the path to success could be more like a lattice, allowing you to move in various directions?

Take a moment to reflect on your own career journey:

• Have you ever felt boxed in by the idea that promotions are the only measure of success?
• Would you consider a lateral move to broaden your skills, even if it didn’t come with a shiny new title?
• How often do you seek opportunities outside your immediate role to learn and grow?

If these questions resonate with you, you may be primed to explore the concept of the career lattice—a transformative approach to career development that offers flexibility and a multitude of paths to success.

What is a Career Lattice?

Coined by Cathy Benko and Molly Anderson in their book The Corporate Lattice in 2008, the term "career lattice" represents a model where career growth is not confined to a linear path of upward promotions. Instead, it promotes movement in multiple directions: horizontally, diagonally, and sometimes even backward for the sake of learning. The lattice approach encourages professionals to cultivate a rich tapestry of experiences rather than a single thread of advancement.

Imagine this: Instead of just climbing up, you could:

• Move laterally to take on a new challenge in a different department.
• Shift diagonally into a leadership role that may not come with a title change.
• Work on cross-functional projects that expand your network and skillset.

How is This Happening in the Workplace?

The career lattice model is increasingly gaining traction in today’s organizations as leaders recognize the importance of adaptability and continuous learning. Josh Bersin , a well-respected industry analyst, emphasizes that in the face of technological disruptions and evolving workplace dynamics, companies must prioritize skills over titles. He advocates for learning ecosystems where employees can gain experience in various roles, thus fostering an agile workforce.

Dave Ulrich , a leading voice in HR, emphasizes that the key to thriving in the future of work is cultivating a workforce that's adaptable and versatile. He believes that by developing talent capable of shifting seamlessly across different roles and departments, organizations can better navigate the evolving needs of the market. This kind of flexibility allows businesses to stay competitive and innovative, as they can quickly reallocate resources and expertise to address new challenges and opportunities.

Benefits of the Career Lattice

1. Diverse Skill Development: Employees who embrace lateral or diagonal moves develop a wide array of skills, which enhances their adaptability and effectiveness in various roles.
2. Enhanced Engagement and Retention: Providing opportunities for exploration and growth can lead to higher job satisfaction, which in turn helps retain top talent.
3. Increased Organizational Agility: A lattice approach allows organizations to quickly fill roles with employees who have already developed relevant skills, reducing the time and resources spent on hiring externally.
4. Improved Work-Life Balance: Career lattices offer flexibility, enabling employees to pursue opportunities that align with their personal life while still progressing in their careers

Challenges to Implementing a Career Lattice

While the career lattice offers many advantages, there are also potential hindrances to its successful implementation:

• Cultural Resistance: Many organizations still cling to traditional hierarchical models. Employees and leaders alike may feel uncomfortable with lateral moves, fearing they may hinder traditional advancement.
• Lack of Support Structures: Without clear frameworks and mentoring programs to guide employees through lateral transitions, individuals may feel lost or unsupported.
• Fear of Stagnation: Employees may worry that lateral moves could be perceived as a lack of ambition or commitment, leading them to hesitate in exploring non-traditional paths.
• Limited Resources: Organizations might struggle to allocate resources effectively to support cross-functional learning and development initiatives.

How to Embrace the Career Lattice

If you’re ready to navigate the career lattice, consider these strategies:

• Redefine Success: Shift your perspective from solely seeking promotions to valuing experiences and skills. Reflect on how diverse experiences can enhance your professional journey.
• Seek Out Lateral Opportunities: Don’t shy away from lateral moves. They can provide invaluable learning experiences and broaden your perspective.
• Build Cross-Functional Skills: Volunteer for projects that involve collaboration across departments, which can help you understand how various functions contribute to the organization’s goals.
• Network Internally: Create connections with colleagues in different areas of the business to learn about their roles and identify opportunities for cross-training.

Conclusion

The career lattice embodies a fundamental shift in how we view career development. By allowing growth in various directions, it fosters a more adaptable and engaged workforce. Embracing this model requires courage—both from individuals ready to explore new paths and from organizations willing to support their journeys.

So, are you ready to embrace the lattice? Instead of a linear path, consider a vibrant, interconnected framework that offers countless opportunities for growth and fulfillment. Let your career be a tapestry of diverse experiences rather than a single thread of upward movement.