How must managers evolve their role when the organization adopts the career lattice framework?
Answer
From gatekeepers of vertical advancement to coaches of holistic development
Managers must shift their focus from merely approving linear promotions to actively coaching employees on their complete professional trajectory, even when that involves moving talent out of their immediate team.
Related Questions
What directions of movement does the career lattice explicitly encourage for employee growth?What type of career progression involves shifting to a role at a similar level of responsibility but within a different function or department?What is a common consequence for employees desiring a change of focus under a strictly defined career ladder system?What crucial characteristic must a lateral or diagonal move possess for the career lattice to function effectively as a development tool?What immediate organizational benefit is gained by adopting the career lattice structure?What type of employee is being developed through lateral moves intended to build cross-departmental knowledge?When mapping roles for the career lattice, what basis should this mapping primarily use rather than just reporting structure?What distinguishes Diagonal Movement from simple Lateral Movement on the career lattice?What forms the foundation for defining the steps when building a career lattice structure?How must managers evolve their role when the organization adopts the career lattice framework?If lateral moves within the lattice are culturally perceived as a sign of failure or demotion, what is the structural result?