June 13, 2012 Shawn Hulsizer
The corporate ladder - remember when it was the only way to manage a workforce? Advancement was too often tied to tenure, and competence was gained through osmosis.
Thanks to the rise of global labor, increasing automation of job functions, and the flattening of workplace organizations, the traditional corporate ladder is gone.
Companies leading today’s pack understand that talent management must be tied to the concept of continuous learning and that advancement opportunities should look more like a career map or lattice than a ladder.
Further, they understand that details about career opportunities and requisite training and education can no longer sit in a notebook or in an excel document. This information needs to be available in ways that are immediate, engaging, accurate, and accessible to employees, supervisors, prospective employees, and training and education organizations.
Today’s workers are their own advocates. They want work that is meaningful. They want to follow their curiosity, their interests, their skills and most importantly, their passions to continuously grow. By exposing a lattice of career opportunities in engaging ways, employers can strengthen their pipeline and build a higher performing workforce.