A ladder or a lattice?
Step 1 / 3·From a ladder to a lattice
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Learning objectives — after this module you will:
- Distinguish a career ladder from a career lattice
- Understand the 4 directions of career movement
- Draw lessons from Schneider Electric's Open Talent Market
From a ladder to a lattice
Update the career model for today's reality.
The old view: a career is a LADDER — only one way, up, and anyone who doesn't get promoted is a 'failure'. But today's organizations are flatter, and many strong people do NOT want to manage. The new model is a LATTICE: development can go UP, SIDEWAYS, DEEP (into expertise), or even diagonally into a new field.
Four directions of career movement
| Direction | What it is | Fits |
|---|---|---|
| UP (vertical) | Rise to a higher role, usually management | People with the aptitude and desire to lead |
| SIDEWAYS (lateral) | Move to a same-level role, broadening experience | People who want to learn a new field, avoid stagnating |
| DEEP (expert) | Become a deep expert in a specialty | People strong technically who don't want to manage |
| DIAGONAL (rotational) | Switch entirely to another function/division | People who want to reorient; the org wants to retain them |
The 'up or out' trap
If an organization has only one path (promotion to management), strong specialists who don't want to manage will either be pushed into being poor managers or leave. An expert track running parallel to the management track is how you keep both kinds of talent.
Key takeaway: A career is a lattice, not a ladder: up, sideways, deep, diagonal — you need both a management track and an expert track.