Career Progression – Moving Sideways and Diagonally to Move Forward

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By Nneka Orji

Image via Shutterstock

Image via Shutterstock

Most of us will be familiar with the typical career path within big corporates; the graduate entry role, the progression to middle management, and for a few who meet what are deemed to be the prerequisites, the senior management and leadership positions are within grasp. Career progression – in the traditional sense – has been valued by the pace at which individuals make it the top of the organisational hierarchy, and any move off the ladder or taking a non-traditional route has until very recently been viewed as detrimental to achieving the end goal. However things are changing; with technological advancement, evolving needs of the workforce, and a more diverse talent pool, the perception of a successful career is being challenged and new forms of career paths are being introduced. Could an unconventional career path lead to a more fulfilling and sustainable career?

According to the authors of “The Corporate Lattice”, not only is there value in reimagining professional progress as a lattice instead of a ladder, it is necessary to address the changing demands of today’s diverse workforce and the different landscape in which businesses operate. “In contrast to the traditional ladder, [the corporate lattice] is more adaptive, and therefore better suited to align with the changing needs, norms and expectations of today’s workplace”. Rather than focus on the next rung of the hierarchy, the lattice structure enables individuals to take on roles outside their immediate business areas – through secondments, international transfers, sabbaticals, and many other routes. By removing the barriers that exist in many organisations, this enhancement in mobility provides individuals with more choice around how they work and progress their careers.

A culture for diverse talent

While many employers see the benefits of career mobility – including greater employee engagement and enhanced productivity, some still grapple with redesigning career pathways and fostering the organisational culture needed to make career transitions work successfully for the individual and the organisation. However, it is no longer just a nice to have. Bentley University recently conducted a study, the results of which are documented in the PreparedU: The Millennial Mind Goes to Work report. According to the report, 66% of millennials surveyed are no longer striving for the top job but rather looking to start their own businesses. If their current employer does not offer the career experiences they are looking for, they turn their attention elsewhere. With employees now more able and better equipped to seek career opportunities outside their organisations, it is increasingly important for business leaders to address this need for flexibility in career models to ensure they attract and retain top talent.
This isn’t unique to millennials who are predicted to make up 75% of the global workforce by 2025. Last year LinkedIn found that across the 20,000 people surveyed across 29 countries, almost a third were looking for a new job. Yet the opportunities employees are seeking can sometimes be found in their existing organisations – if only lateral transitions, international secondments and the like were encouraged. How do these open roles get filled? With external candidates. According to talent management firm Cornerstone, HR professionals recruit externally for almost two thirds of open positions. It seems illogical to do so, particularly given the costs which are estimated to be almost twice the cost of recruiting internally.

The female pipeline also benefits from the lattice approach. While the enhanced flexibility provides caretakers (although changing, the majority of caretakers are female), perhaps less frequently discussed is the opportunity a “lattice mind set” provides for women to pursue those stretching roles which lead to leadership positions. According to a Catalyst study, women are still less likely to be put forward for such “hot jobs” – those with high visibility and are “mission critical”. Of those female and male leaders surveyed, 62% attributed a significant contributor to their career success to such high profile assignments, and only 10% stated that formal training programmes had contributed more significantly. While a number of factors lead to men still being offered such positions more than women, the current relatively low representation of women at senior levels (in which candidates for such “hot jobs” are identified) does not help. Is the only option for women to wait their turn for the next rung on the ladder to become available before they too can be considered experienced enough? Clearly not. With the lattice approach, and a concerted effort from business leaders to acknowledge the value of diverse experiences, this “wait in line” bottleneck in our talent pipeline can be eased further if not completely removed.

Plan, act, and communicate

So how can you make the most of the lattice career approach – seeking opportunities in that may require a sideways or diagonal move? Although the organisational framework might not yet exist within organisations to foster this lattice model, individuals seeking diverse and “stretching” experiences now must be proactive in realising their ambitions. There are three things to consider: your plan, when to act on the plan, and how to communicate with your key stakeholders.

Plan: Before plunging in head first, it’s important to develop a strategy. Perhaps the most challenging aspect of the corporate lattice is that there is no one model that can be prescribed. The lattice model encourages and enables individuals to have greater accountability for their career paths; accepting roles that seem unconventional to others, but clearly support the individual in realising longer term ambitions.
Being clear on your desired outcomes from the move is a critical part of your plan, but just as important is deciding when to call time on your current role. Arianna Huffington’s recent announcement reminds us that “moving on” is an important part of self-development and there must be a clear sense of purpose. Moving because you’re fed up, while a valid reason, should not be the only reason to lead you to act.

Act: Once you have developed your plan and identified the right opportunity, don’t be paralysed by indecision. There will be those who question your move and even those who doubt that it will be beneficial to your career progression. While feedback can be helpful, some of it will be white noise. At the heart of the lattice approach is the individual – not just in terms of the recipient of the benefits, but also in terms of the driver. You are in the driving seat so don’t let conventional approaches distract you from your goal.

Communicate: Planning and acting won’t suffice if you are to make the most of a lattice career model; being able to clearly articulate your experiences and communicate your skills and value-add as a result of your diverse career path is the finishing touch. Anna Ranieri’s piece last year in Harvard Business Review provides some practical tips on how to address the communication challenge. Develop a narrative which brings together your valuable experiences – from the volunteering experience while on sabbatical, to the marketing role while on secondment. In a world where the lattice approach is yet to be fully embedded, being able to tell a coherent story about your unconventional career choices is a key factor for success.
In time the lattice approach will be the norm; top talent in every organisation will continue to seek opportunities to further develop and learn (the common trait of some of the most successful leaders), but rather than just consider external roles, they will be in organisations which offer diverse opportunities and encourage lateral moves. Career progression won’t be limited to forward moves; sideways moves and sometimes “pauses” will be recognised to be just as valuable if not more so.

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How To Stay Motivated During Your Job Search

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Guest contributed by Amelia Knott.
Don’t let the process get you down.Frustrated blonde woman sitting at a computer
 
With hiring practices that often tend to favor more youthful applicants, it can be tough for seasoned professionals to reenter or reconfigure their place in the workforce. And while this may be a numbers game —more jobs for the entry-level folks— the grind of applying to and being rejected from jobs can be highly demotivating. However you can take comfort in knowing that you aren’t alone in feeling this way, as thousands of people across the country struggle to shift their careers everyday. Here are some of the best ways they’ve found to stay motivated and surmount challenges:
 
Define your goals and strategy
 
Before you begin the job search process, figure out the logistics first. Consider what sources you will use to seek jobs, update your resume, and determine whom to use as a reference. You will also want to set a schedule for yourself, treating the job search itself as a part-time or full-time job. This means maintaining a regular sleep schedule and setting aside blocks of ‘work time.’ Set reasonable goals each week, such as sending out five resumes. Then address the larger goal of what your ideal job looks like, and aim close to it throughout the process.
 
Choose your jobs wisely
 
As a seasoned professional, you’ve probably gained a high degree of specialty in your particular field. This is an admirable quality, as it demonstrates expertise, grit, and oftentimes company loyalty. However because of this, the job pool will be somewhat smaller. Avoid applying for jobs in which you are clearly overqualified, jobs seeking entry-level or recent graduate status, or jobs that aren’t congruous with your resume (unless you intend to make a concentrated effort to switch fields and establish how, for example, your accountancy skills translate into fundraising skills). To find a good fit, check out specialized job boards that let you sift through listings by category and other criteria.
 
Network in your industry
 
Staying consistent with your networking functions can do wonders to advance your job search. It can also provide social support from others who understand what you’re going through and who may be able to offer advice or job leads. For maximum effectiveness, stick to networking within your industry by attending conferences or joining relevant groups on social media. If you want to go broad, consider networking at events for professional women.
 
Offer to volunteer
 
As a financial service professional, you’ll find lots of opportunities to volunteer your time and skills. Check in with your local non-profits to find out if there is any way you can help. You can also find a full list of registered charities through the government. Many smaller organizations don’t have a dedicated accounting staff, so your expertise may be a welcome relief. Plus, volunteering will fill in the employment gap on your resume.
 
Enjoy the time off
 
While this period of shifting jobs may be a bit stressful, try to make the most of the time off. Spend some time with your family, take a little vacation, or simply indulge in some ‘me time.’ The relaxation can help you de-stress and maintain a positive outlook.
 
Ultimately you have the power to make this job search a positive and productive one. It will likely take you some time to find a suitable job, and you may experience some rejection along the way. Don’t let that distract you from the fact that you are already an accomplished professional. Sometimes there are elements at play beyond your influence—often to do with the position receiving a large pool of applicants. Keep your focus on achieving personal and professional growth during the process, and trust that your goals will be realized.
 
Amelia Knott works at Aubiz.net – a free online ABN lookup tool. She is passionate about new marketing trends and branding strategies. She shares her insights through blogging.
 
Opinions and views of Guest contributors are not necessarily those of theglasshammer.com
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New Year, New You. Same Job?

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Slowing downBy Nicki Gilmour, Executive Coach and Organizational Psychologist

The holidays are often a blur but can be a time of reflection for some who want change in their jobs and careers as the year turns. Now is a good time to think about what you want out of life for the next 2-5 years.

If you like what you do, then you still should be thinking about a pay rise, a promotion and the bonus discussion that is looming in the next 30-90 days for most people in financial services.

When asking for a raise, there are two schools of thought. One strand of research says that women simply just do not ask for more money. The other branch of research suggest that women do ask but are not heard and more practically buffered with reasons why they do not get the same as men for the same job done. Policies such as percentage incremental increases for example contribute to systemic bias if women are hired at 10-30% less than the guy beside them anyway.

My advice, go big or go home. Explain in detail at every opportunity what you do prior to the annual review so that every step of the way, managers and HR know why you should be rewarded for your work. Then ask. Ask again. Ask for benchmarks. Ask what you need to do to get to the figure or grade you want. Never give up.

If you are in a place where you know that it is time to leave then work with your coach to reason out your thinking a little on what is motivating you to leave. Next week, we will look at why leaving can be a great path forward also. Face your fears and address what is fear and what is real. This way, you start the year empowered to make the right career decisions.

Nicki Gilmour is an industrial psychologist and qualified career coach as well as Founder and CEO of glasshammer2.wpengine.com

If you wish to be coached by Nicki in 2017 she is taking on a small number of (paying) individual clients this year- please apply nicki@glasshammer2.wpengine.com

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Voice of Experience: Nicola Morris, Senior Vice President of Corporate Development, WEX

nicola morrisBy Cathie Ericson

People truly do want to help, says Nicola Morris, reflecting on a lesson she’s learned over the years. “When I received offers for guidance or building out networks and relationships, I wish I had understood the value and not been as shy and reluctant to take people up on their outreach,” she says, when looking back on her career. “It’s a hard thing for many people to do, especially when you’ve not yet proven yourself, but once you progress in your career, and see how much you want to help others, you look back and realize the offers you received were equally genuine. Where I spent time working into the wee hours, I know that some of that effort should have been redirected to having lunch with colleagues or mentors along the way.”

Change Dynamic As a Career Constant

“Winding.” That’s the word Morris uses to describe a varied career covering sectors such as government, startups and financial services, and functionalities that have entailed IT strategies, product marketing and M&A.

When she looks at the diverse journey, however, she sees one unifying theme: helping companies maintain the leading edge for how they grow and expand, whether it’s through new products, acquisitions or an expanded marketplace. “I’ve had a patchwork of experiences that have come together to create an exciting, interesting career,” she says.
At WEX, she focuses on shaping the direction of the company through the decisions she makes now that will influence tomorrow. “We have to understand how to meet the customer’s needs today and then realize what our reality will be tomorrow to map out the journey that will get us there.” Doing so involves deciding on the steps and executing, whether success will be achieved through new product sets, business ventures, investments or expansion into new global environments.

Technology will be the driving force in her company as the business model coalesces around blockchain, AI, mobile and IoT – developments that will have a meaningful impact on most businesses but particularly ours, she says, as they focus on how they can imbed payments seamlessly through various technologies. She says it will be particularly interesting to see how the sharing economy’s inevitability will drive evolution in many industries, and the changes that will be wrought by this pivot from a consumption economy.
Another heavy influence comes from a macro-demographic perspective and the effects it will have on customers’ needs, as well as what it means for her company’s internal employee base and generational shift to consider how millennials work differently than Gen Xers.

The Value of Relationships To Bolster Your Career

Morris thinks of her professional life in terms of the people she leads, and how they contribute to the future of the company, which is why she names her teams and the professional accomplishments of the people she’s worked with and for as the achievement she’s most proud of.

Being better and working harder is a key component to the success puzzle, she stresses, but you have to balance that with relaxing and going with the flow. “You have to be the one they want in the boat because you’re good, sure, but because you have those other pieces to your personality as well,” she points out.

She finds that as a general rule women still tend to underplay their achievements and be more self-deprecating, where they should focus on accentuating these success.
“We need to recognize our own unconscious bias, and the lens through which we are viewing the world and work environment. Then we can determine how we can address it to be better leaders, employees and colleagues.”

Morris found that early in her career, it was challenging to be one of few women in a male-dominated environment, because of how they form relationships by socializing. “The connections you make during casual conversations and events do shape the way people work — who they will think of for a new assignment, for example,” she says. And while she points out that it’s rarely intentional, recognizing the dynamic of unconscious bias at work and figuring out how to put yourself in situations where you can reap positive benefits will help you move ahead.

Balance in the Workplace and Beyond

One of WEX’ core values is ensuring there are policies that are balanced for all employees. For example, the company just launched a new parental leave policy, very intentionally focused on both parents, not just maternity leave.

“I look at my own situation with three children and two careers, and I know it would have been great for each of us to have had the flexibility. It wouldn’t have made sense for only me to take leave, because of where our careers were at the time we had children. It’s about giving family the flexibility rather than just the mom,” she says.

With three kids, ages 15, 17 and 13, Morris laughingly notes that her family and their hobbies are her hobbies too, whether it’s sports or music. She notes that proximity to big cities has helped nurture both those interests for the whole family.

Morris says WEX encourages the team to give back through philanthropy so she enjoys her work on the boards off two local nonprofits, Center for Grieving Children, which provides peer support for families who have gone through loss, and the Portland Symphony Orchestra. “These two organizations represent a nice balance, and I really appreciate that my involvement is so positively supported by my company.”

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Happy New Year!

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Nicki Gilmour2017 marks the 10th year anniversary for glasshammer2.wpengine.com as we begin to crank up our virtual presses again to inform, inspire and empower you as professional women navigating your careers. We aim to help you by providing you with information, expert opinions and advice which you can use in the best way you see fit. We specifically help you in your individual circumstances by coaching you and connecting you to each other via our events.

This week we offer 5 of the best articles that I have enjoyed as publisher in 2016. In case you miss great articles, we will highlight our picks every 6-8 weeks to recap them this year based on what we feel is most useful.

https://theglasshammer.com/2016/03/09/beating-bias-technology-changing-recruiting-game/

https://theglasshammer.com/2016/02/25/why-you-should-avoid-overwork-to-be-effective-in-your-job/

https://theglasshammer.com/2016/06/02/resilience-storms-critical-leadership-development/

https://theglasshammer.com/2016/03/02/stereotypes-at-work-do-women-buy-into-them-just-as-much-as-the-next-guy/

https://theglasshammer.com/2016/09/14/pack-your-bags-why-you-might-want-to-get-ahead-by-going-abroad/

Enjoy our content as all of this is made possible by our site sponsors and supporters.

A big thanks to current and founding sponsors Goldman Sachs, PWC and Shearman and Sterling
To loyal sponsors for many years Voya and Accenture and to WEX for joining us.
Thanks to Citi, Amex, Paamco, BNY Mellon and others who have sponsored events along the way on a consistent basis.

Thank you to our team here at theglasshammer – Louise our content manager, Cathie our profile writer and Aimee our journalist at large, Melissa who was our main editor/writer for 6 years, Jane, Erin, Pam, Jewells and finally Jill who all did so much to help us get here and to all the freelancers and contributors who have in the past and still continue to make this a great read!

Enjoy, and here is to a great 2017!

Sincerely,

Nicki Gilmour, Publisher and Founder of glasshammer2.wpengine.com

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