Jason Richmond, Founder and Chief Culture Officer of Ideal Outcomes, Inc. Author of Culture Ignited: 5 Disciplines for Adaptive Leadership.
We’ve all used the old cliché about climbing the corporate ladder. It’s become synonymous with achieving success in one’s career, one rung at a time.
But from what I’ve observed, those days have gone. Today’s career path is more akin to rock climbing. Instead of a straight, predictable ascent to the top, it’s more about zigging and zagging—moving laterally and up, or even taking a step down and across before moving back up. It’s a vital practice in a business environment that continues to change at an unprecedented pace.
While the U.S. Bureau of Labor Statistics says that individuals born in the latter years of the baby boom held an average of 12.7 jobs, it’s likely that number will increase significantly. A recent Gallup poll reveals that 21% of Millennials say they’ve changed jobs within the past year—more than three times the number of non-Millennials. And 60% say they are open to a different job opportunity—15% higher than non-Millennials.
My prediction is that those numbers will continue to increase thanks to the furious rate of change across industries; the rapid adoption of generative AI and other technologies; and increased mobility, remote work and employee expectations. While some of today’s jobs will become extinct, there will be numerous—and currently unimaginable—new types of jobs in the future.
That’s why the need for agility and flexibility is paramount. A straightforward linear path is limiting; the closer you get to the top, the fewer positions become available. But walking along the nonlinear path can provide multiple options and career choices.
Focusing On Lateral Movement First
Consider a tech professional skilled in coding who chooses to sidestep into a project management role. Initially, this doesn’t seem like a climb up, but mastering this new role enhances their understanding of the business end, making them a prime candidate for leadership roles.
I believe the best way to reach the top in today’s business landscape is by embracing a path filled with varied experiences. Each move—even those that don’t lead directly upward—can equip you with a broader skill set, much like how a climber uses different techniques to navigate challenging routes. This can make you more adaptable and prepared for future opportunities that might require a complex combination of skills.
And this method can pay dividends. Research has found that employees who move laterally are more likely to be promoted and achieve higher pay. As the study says, “Lateral mobility provides an important avenue for career growth, as people who step sideways in organizations are more likely to subsequently step up.”
How To Embrace Lateral Thinking
Embracing the concept of climbing the rock wall versus the traditional corporate ladder requires both employees and employers to adopt new strategies that promote a more dynamic, flexible and multidirectional approach to career development. Here are some practical tips for both groups to consider:
For Employees:
• Explore lateral moves. Don’t just look upward; consider cross-departmental roles that can help you acquire new skills or deepen existing ones. These lateral moves can broaden your understanding of the business and make you more versatile.
• Develop a broad skill set. Focus on acquiring a diverse range of skills that are transferable across different roles and industries. Look for continuous learning opportunities, whether they be through formal education, workshops or self-study.
• Seek challenges and responsibilities. Be proactive about taking on new challenges that push you out of your comfort zone. This could mean leading a project, working in a cross-functional team, or even starting a new initiative within the company.
• Cultivate a professional network. Build and maintain relationships within and outside your organization. Networking can provide support, offer new opportunities and give you broader industry insights.
• Set clear goals and communicate them. Understand your career aspirations and communicate them with your supervisors. Setting clear goals and discussing them helps ensure that you and your employer are aligned, which can aid in finding appropriate opportunities within the organization.
For Employers:
• Encourage internal mobility. Create structures that allow employees to move laterally and diagonally within the organization. This can not only help in retaining talent but also in filling gaps with experienced personnel who understand the company culture.
• Offer professional development. Invest in training and development programs that help employees broaden their skill sets and prepare for various roles within the company. Consider partnerships with educational institutions or offering tuition reimbursement for career-related education.
• Implement mentorship programs. Pairing less experienced employees with mentors can facilitate knowledge transfer and provide mentees with guidance on navigating their careers within the company.
• Promote a culture of learning. Foster an organizational culture that values continuous improvement and learning. Encourage employees to take risks and innovate, and ensure that failures are seen as learning opportunities.
• Provide transparent career pathways. Make it clear how employees can advance or move within the organization. Transparent pathways and criteria for advancement can help employees understand what is expected of them and how they can achieve their career goals.
Pulling It All Together
The traditional concept of climbing the corporate ladder has given way to a more dynamic and strategic approach—one that resembles navigating a rock wall rather than ascending a rigid, linear structure. In many cases, success is no longer defined solely by vertical promotions but rather by the breadth and depth of experiences that individuals accumulate along the way.
By embracing lateral moves, diversifying skill sets and remaining adaptable in the face of industry shifts, employees can position themselves for long-term growth and resilience in a rapidly changing job market. Likewise, organizations that foster internal mobility, invest in professional development and cultivate a culture of learning can become better equipped to retain talent and drive innovation.
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