You’ve reached a crossroads in your career. On balance and having weighed up the pros and cons of staying or leaving your current role, you know you’re ready for a change.
But what direction would be best for you right now? Which of the following scenarios resonates?
1. You’re no longer energised or motivated in your current job.
2. Your job role has been redesigned as part of a restructure and no longer feels a good ‘fit.’
3. You’re at risk of redeployment and will need to consider different roles if you want to stay with your current employer.
4. You find yourself wistfully wondering, “What else could I do?”
5. You envy a job your colleague is doing and want to know more about it.
6. You’re contemplating whether it might be the right time to move into a management role.
7. Before deciding on your next move, it’s worth exploring the notion of the Lattice career.
Lattice.com describes this as ‘a career progression pathway that allows for vertical, horizontal, and diagonal movement. In layperson’s terms, that means employees don’t have to stay in their departments to grow.’
Which direction?
- A horizontal move might be to a similar role within a different team.
- A vertical move would be a promotion within the same team.
- A diagonal move would be a promotion to a different role in a different team. This is much less common. A diagonal move will require you to swiftly acquire the knowledge, skills and culture to contribute effectively. It’s easier to make this move in two steps; making a horizontal move into a different team and applying for a promotion once you have experience.
Horizontal moves
This is an interesting and more fluid approach to career development. Contemplating a sideways move, which would broaden your understanding and knowledge of your organisation, could enhance your promotional prospects if you’re interested in leadership roles at some point and are open-minded whether this is within your current department or business area.
As a tried and trusted employee with a strong track record, it’s less of a gamble for your organisation to support an internal move than it is to recruit externally.
Secondments
While there may not be a permanent internal vacancy, requesting an opportunity to cover a maternity leave role will provide a good development opportunity. Consider what the win-win of a move would be from your organisation’s perspective. Make a list of the benefits before discussing with your line manager.
Meet with your line manager to discuss opportunities that would make better use of your strengths. You’ll need your line manager’s support. Of course, this is not always possible. Business needs will invariably trump individual preferences
Staff who have taken on different roles invariably return to their team at the end of the secondment with fresh ideas and different perspectives to share.
Of course, you may find the job becomes available later, in which case you’ll be well-placed to apply for the permanent position. If you’ve developed in the role and are keen to continue, if you’re able to move geographically, you’ll be well-placed to apply for roles externally.
Vertical Moves
Promotion
Perhaps you’ve exhausted the role you’re in. You’re good at it, but it’s become so familiar you feel you could do it in your sleep. If the opportunity to apply for a management role comes up, this could be a good time to try and develop a more strategic understanding of your organisation and the department you’re working in.
Make time to discuss your interest with your departing line manager so you have a sound understanding of what’s involved. There are pros and cons to being the successfully appointed internal candidate. You’ll need less time to understand the department and how it works. However, moving into a leadership role will require a reset of your working relationships with people who, until now, you’ve considered colleagues, and perhaps even friends.
Sometimes promotion is easier when you’re an external applicant. Either way, managing a team is a whole new ball game and will require you to develop your skill set to become an effective manager.
The benefits of a Lattice approach
It’s easy to become a creature of habit, comfortable where you are and with what you know. However, it’s important to keep developing your skills. Change can be scary, but it’s also energising.
Those who have taken on different roles invariably return to their team with fresh ideas and perspectives.
If you view career development as a series of explorations rather than a linear progression, you permit yourself to experiment.
The move to virtual or blended working has meant most people are accustomed to working more flexibly. You may have already been helping colleagues in different departments out. An internal move can be a great way of breaking down barriers between departments and increasing understanding of the challenges faced by colleagues in other parts of your organisation. Your willingness to take opportunities and gain a range of experiences will make you more valuable to your organisation. Your exposure will be greater. More people will know you and be willing to vouch for you.
What are your options?
Rather than holding on to the idea that careers are linear, find liberation in the idea that you can lay your career path as you go along. Be a magpie. Pick up experiences and development opportunities and make the most of them. You never know where they may lead.