lattice articles
What type of movement is characteristic of the career lattice model?
What defines career success under the core philosophy of the career lattice?
How is movement restricted in the traditional career ladder model?
What does a diagonal move in a career lattice structure typically represent?
What is one tangible benefit for an employee experiencing burnout in a specialist role under a lattice structure?
Which organizational benefit is directly linked to utilizing internal mobility within a lattice system?
What is a significant cultural obstacle when implementing a career lattice?
What challenge arises from managers resisting the movement of high-potential employees to other departments?
What is required during the Data Mapping step of lattice implementation?
What essential technology aids in making thousands of potential lattice moves visible to employees?
In which type of environment does the career lattice prove superior to the career ladder?
How can organizations counter manager reluctance regarding talent sharing in the lattice model?
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?