For decades, career growth has been synonymous with management. The go-to path? Climb the corporate ladder, manage people, and work your way to the top. But what if that’s not the only way?
What if leadership isn’t just about managing teams but about deep expertise, influence, and impact?
For years, career growth has been stuck in the same old pattern – climb the ladder, get a management title, and that’s how you “make it.” Moving into leadership has been treated like the natural next step, almost like a rite of passage. But what if that way of thinking is actually limiting your people and your business?
Shifting away from this rigid, one-size-fits-all approach isn’t simple. It requires rethinking deeply ingrained beliefs about success, progression, and leadership. It means breaking down traditional career hierarchies and replacing them with pathways that support different aspirations – whether that’s leading teams, driving expertise, or shaping strategy.
This kind of change takes time, effort, and a fresh perspective. But the payoff? A workforce that is more engaged, more motivated, and more likely to stay – because they can see a future that fits their ambitions, not just the company’s expectations.
“Careers are no longer linear, they tend to be more squiggly. You need to show your people the world of possibilities open to them, both the experience and the exposure.”
Let’s explore how organisations like yours can redefine career growth and create alternative pathways:
Rethinking Career Progression: Breaking Free from the Traditional Career Mould
Career growth has long been seen as a straight road – move up, take on a team, and keep climbing.
If you’re seeing signs like low retention, limited internal mobility, burnout, or poor-quality managers, it might be time to rethink your approach. Forcing people into management because it’s the only available route to progression can lead to disengagement, high turnover, and super importantly, a loss of critical expertise.
The truth is, not everyone wants, or is suited for a leadership role and businesses suffer when they don’t offer alternative paths for growth.
By designing career models that support multiple routes to success – whether that’s deep expertise, high performance, cross-functional growth, or leadership, you can create a workforce that’s more engaged, motivated and productive. It’s time to ditch the outdated career mould and build pathways that truly work for your people and your organisation.
A recent organisation LTT worked with was struggling with talent drain, and research revealed a key issue – employees were leaving due to a lack of clear career progression. They couldn’t see a future within the business, so they looked elsewhere.
LTT got to work fixing the problem. They created competency frameworks to give people a clear path for growth, built recruitment tools that set honest expectations from day one, and introduced competency models to make performance management more effective. This then helped employees see where their careers could go, they mapped out role progression and designed training courses that sparked real, useful career conversations.
By redefining career development, LTT helped them boost retention, engagement, and internal mobility – ensuring people felt valued, supported, and motivated to grow within the business.
To understand how LTT can help your organisation do the same we offer a free 30-minute call.
We must never underestimate, shaking up these old-school career paths isn’t easy. But we must acknowledge that not everyone aspires to be a people manager – and that’s okay. Some employees thrive as deep subject matter experts, while others excel in project-based roles or as strategic influencers.
So, how do we break the cycle and build alternative pathways that reflect different strengths, ambitions, and ways of leading?
That’s where Let’s Talk Talent comes in. Using our expertise, we help organisations redefine success and create career frameworks that unlock potential across the board – not just for those on the management track.
It’s time to rethink what career progression really means and build a future where people grow in ways that truly align with their skills, aspirations.
That’s why Let’s Talk Talent champions a more flexible, inclusive, and future-focused approach – one that values contribution in different ways and allows individuals to grow on their own terms. This approach is perfect for industries like fintech, finance, technology, consulting, and healthcare, where rapid innovation and expertise are crucial for staying ahead.
In fast-moving tech, high-pressure consulting and beyond, this approach lets your teams thrive – whether by specialising, innovating, or leading on their terms. Move beyond the outdated “one-track” model and unlock higher productivity, stronger retention, and real growth. When people play to their strengths, businesses see better results and save on the costly cycle of turnover and disengagement.
Using Five Talent Pathways – offering multiple routes for employees to thrive:
Leadership Pathway – For those ready to step into management roles, shaping teams and driving business strategy.
Expert Pathway – Focused on deep specialisation, where employees hone their craft and become go-to experts in their field.
Achieve Pathway – Designed for high performers who consistently push the bar, excel in their roles, and drive results.
Growth Pathway – Perfect for those seeking breadth of experience, embracing training, cross-functional projects, and exposure to new challenges.
Emerging Pathway – A longer-term route for future leaders and specialists, giving them time to develop the right skills before stepping up.
The Business Case for Career Pathway Diversity
When people can grow in ways that suit their strengths and ambitions, they’re more engaged, more productive, and far more likely to stick around. That means fewer costly resignations, less time spent recruiting, and a workforce that’s genuinely invested in the success of your company.
Rethinking career growth isn’t just about keeping people around – it’s about getting the best out of them. When employees feel valued and challenged in ways that actually suit them, they bring more energy, ideas, and efficiency to their work. Plus, when people aren’t pushed into leadership roles they don’t want, you end up with better managers, less burnout, and a team that’s more engaged and effective all around.
The financial benefits are clear, too. Investing in internal development saves on recruitment costs and keeps valuable knowledge in-house. By offering growth opportunities, businesses can retain top talent and foster a culture where employees see a long-term future.
But here’s the thing – shifting away from old-school career progression takes time, know-how, and a little bit of patience.
Let’s Talk Talent helps businesses move beyond the outdated one-size-fits-all approach to career growth. We guide managers and employees in creating pathways that truly fit their skills and ambitions. It’s about having the right conversations, opening up new possibilities, and building a future that works for everyone – and we’re here to help you make it happen.
The Impact you’ll enjoy…
- A high-performing, agile team where talent thrives – is not trapped – boosting retention, productivity, and cutting recruitment costs.
- Development that actually matters – personalised, purposeful, and engaging – reducing turnover and keeping teams motivated.
- Stronger leadership, clear succession plans, and expertise at every level – minimising burnout and securing long-term success.
At Let’s Talk Talent, we help organisations break free from rigid career routes and build pathways that empower people to thrive – The Cumberland Building Society recognised a group of high-potential leaders as future successors but lacked a clear framework to guide their growth. Without a defined pathway, their staff struggled to understand the expectations and skills needed for senior roles. Partnering with Let’s Talk Talent, The Cumberland implemented a tailored evaluation framework, setting the stage for the development of its emerging leadership talent. See here the case study to understand more.
Ready to rethink career growth?
From T-Shaped to V-Shaped: The Future of Career Growth
Let’s dig deeper into what T-Shaped and V-Shaped careers really mean, because these concepts offer a fresh way to look at professional growth.
A T-Shaped career is like being a jack-of-all-trades with one key area where you’re the expert. Imagine having a wide breadth of knowledge and skills in a variety of areas (that’s the top bar of the “T”) but also being able to go deep into one particular field (that’s the vertical stem of the “T”). This approach allows individuals to stay flexible and adaptable, while still developing a mastery that makes them invaluable in a specific domain. It’s about balancing versatility with expertise – a little bit of everything, but a lot of one thing.
Now, a V-Shaped career is a whole different ball game. It’s like starting with a solid base and then branching out like a tree, growing in all sorts of exciting directions. You begin with core skills, but then you spread your wings into leadership, tech know-how, or other cool areas that make you a well-rounded pro. This path isn’t a straight line – it’s a dynamic, twisty adventure that mixes leadership, deep expertise, and the power to influence across different areas. The beauty of a V-Shaped career is that it’s all about building up your skills in multiple ways, creating a more colourful, impactful journey that’s brimming with possibilities. It’s like building your own personal toolkit and expanding it every step of the way.
Forget the old-school idea that success means climbing higher and higher – these career paths are all about growing in every direction! Whether you’re picking up new skills, becoming the go-to expert, or diving into leadership, it’s all about finding the path that works best for you.
As leaders and decision-makers, it’s time to rethink the traditional “one way up” approach to career development. Building a career isn’t just about climbing higher; it’s about diversifying skills, embracing new challenges, and fostering growth in ways that align with both individual strengths and organisational needs. By adopting models like T-Shaped and V-Shaped careers, you’re opening up opportunities for people with different ambitions, such as someone who wants to excel as a project manager without the pressure of managing a team. This isn’t just about making people happy – it’s about empowering them to reach their full potential in ways that benefit the business. Success doesn’t always mean upward mobility, and as we discussed in our earlier blog, career development should be about finding the right path for each person, whether that’s through leadership, expertise, or a hybrid approach. Embrace this shift, and let’s drive engagement, retention, and innovation across your teams!
Success isn’t just vertical – it’s about finding the right fit for each person.
Ready to shake things up and create epic experiences for your people?
We’re the Talent Management and Organisational Development consultancy with 30+ years that are turning business challenges into big wins.
We know how to design strategies that make an impact – both in the boardroom and in the hearts of your employees. Creative, bold, and tech-savvy, we take an unconventional approach to solving people problems and delivering lasting results. Let’s build something unforgettable – your team will thank you!
Let’s Talk Talent is here to help – For a no-obligation 30-minute consultation drop us your details – let’s start the conversation!