It used to be a linear process – complete a tertiary qualification, get that first job at the bottom of your industry career ladder, work up towards the highest job grade and pay scale. And now comes the concept of the career lattice, which seems far more attractive because of how realistic and flexible it is. You know that lattice we set up to support climbing plants? Ever notice how the supported plant could grow in various directions and still be recognized as flourishing? Up, down, sideways but still bearing fruit. Imagine if we adopt that same view of career growth. Well, there isn’t enough room to accommodate everyone aspiring to a linear climb to the top of the ladder and we’re increasingly attempting to find satisfaction with different measures of growth. Alternatively, the employer may find your skills more beneficial in a different role that, though equally demanding, is not necessarily the head of team. There are many positives associated with the career lattice because as a growth model it enables one to move across different departments, take on different roles or projects, or even step backwards/downwards, all in the acquisition of new experiences and skills. There are some colleagues who would actually prefer a lattice to a ladder, depending on their own passions and goals. And values.
Here is a question. Hypothetical. “Do you really want to be the team leader, or are you satisfied just working on this project?” If there was no material difference in recognition, which option most resonates with you? Yes I am building up to talking about personal values. Because if climbing your career ladder is taking you out of sync with your values, it means deep down, you don’t believe that you’re investing in what really matters. Eventually burnout, resentment, de-motivation, and apathy set in and your under-performance triggers guilt and unhealthy coping behaviours.
It is the end of the year. Why not reflect on our personal values and evaluate whether they still influence our choices. Is this who I am and what I stand for, if not, what can I do to close the gap? It sounds so obvious that we’d all know our values and be guided by them daily, but the reality is so many of us don’t think about this because we are overtaken by career and work pressures. Colleagues, let’s do a values inventory in 2025 to promote self-awareness, and with it, self-management, so that if for instance you’re more of a career lattice person entrenched in a career ladder culture, you can at least anticipate and actively mitigate the potential impact of the incongruence on your psyche, engagement and performance. A good coach can lead you through a values inventory.
Shameela Winston is Managing Partner and Lead Consultant at Winston Bakari & Associates, providing services in HR consultancy, psychometric assessments and executive coaching.
