When we think about career progression, the traditional image of the corporate ladder often comes to mind – a straight, upward path to leadership. But in today’s organisations, that model is evolving. Instead, more companies and individuals are embracing the idea of a career lattice – a more flexible, multidirectional approach to growth.

In our latest Leadership Unlocked podcast episode, we explored what this shift means for both leaders and team members. Here are the key insights from our discussion.

What is a career lattice?

A career lattice differs from the traditional ladder in that it values diverse experience as much as upward progression. Instead of moving in a single direction, team members gain skills by moving across different areas of an organisation, enhancing their overall understanding and leadership potential.

Key benefits of a career lattice:

• Encourages a more well-rounded skill set.
• Helps team members understand the organisation holistically.
• Develops transferable skills that can be applied in various roles.
• Increases agility and adaptability in a rapidly changing business landscape.

Challenges of the career lattice approach

While the lattice model has many advantages, it also comes with some challenges, such as:

• Frequent turnover in roles can create instability.
• Without clear compensation structures, team members may feel undervalued.

A successful lattice approach requires balancing agility with stability and ensuring that team members are recognised for their expertise, whether they choose a leadership or technical path.

Owning your career growth

One of the most critical takeaways from our conversation was the importance of owning your career path. Instead of waiting for leadership to offer opportunities, team members should take an active role in identifying where and how they can grow.

How to take control of your career:

• Reflect on your career goals and motivators.
• Identify transferable skills that can be applied in different areas.
• Seek opportunities to work on cross-functional projects.
• Have proactive career conversations with your leader in your 1:1 meetings.
• Embrace a growth mindset.

The role of leaders in career development

Leaders play a vital role in fostering a lattice-oriented workplace. One key way to support team members is by facilitating career conversations – not just about performance in their current role, but about their long-term aspirations.

Leadership best practices for career development:

• Encourage team members to explore different areas of the organisation.
• Hold skip-level meetings (where team members meet with their leader’s leader) to gain broader insights.
• Avoid talent hoarding – share and support movement within the business.
• Develop clear pathways for both leadership and technical expertise growth.

For employees, the lattice model provides greater flexibility in shaping a fulfilling career. For leaders, it offers a powerful way to develop well-rounded talent and build an adaptable organisation. The key is open, ongoing conversations – aligning opportunities with individual aspirations and business needs.