Career ladder or lattice?
Our society is evolving at a phenomenal pace. Technology has brought about changes that even 15 years ago we could only have dreamed about.
Think tanks are predicting labour shortages in key sectors, pension plans and a default retirement age are likely to be pipedreams for the next generation. Many will have to work until the age of 70.
Family structures are changing and with almost 50% of marriages ending in divorce, the nuclear family is disappearing as the cornerstone of our industrial culture. The number of highly educated women in the workforce is at its highest level. Whether quotas are voluntary or enforced, there will be an increasing number of professional women at senior levels. With the rise of single parent households and expected extended longevity, pursuing a career will no longer be a question of choice for most women, but a case of economic necessity.
Men are now expected, and want, to play a stronger role in childcare, while single parent fathers with joint custody agreements are no longer as free to assume traditional roles and commit to their careers in terms of availability and mobility.
Burnt out executives are opting for mid-career gap years while they are still healthy.
Gen Y have a different expectations to their parents about what they want from corporate life. Research indicates that they may have as many as 10 different jobs before the age of 40. Large numbers are heading home to Mum and Dad, as the post college traditional rite of passage to start their own lives becomes unaffordable, creating a new group of “Boomerang Kids “. It has been suggested that Millenials might not be fully independent of their parents until their late 20s. With a working life that might end at 70, that still gives a career spanning 40 years.
Work and life are morphing into a single continuum as hi-tech communication allows us to blend the two spheres. Work is no longer another place, or even a fixed and regular time. Now, work is what we do, when we need to, or even when we want to.
Life long learning has become a necessary part of an ongoing process to stay current in our ever-changing world, rather than a night of relaxation in classes to learn a spot of DIY or holiday level language skills, after a hard day at the office.
Job hopping will cease to be a pejorative term associated with an inconsistent and unreliable work ethic, but renamed multi-direction career strategy.
In short, society is changing and the work force has shifting requirements. But is the workplace and our current leadership keeping up fast enough? I do wonder.
I was interested to read research and a new approach to career strategy from Deloitte called Mass Career Customisation. They maintain that ” The end of traditional career paths and work patterns is upon us.” And I would agree. Anyone who is tapped into this sector has been aware of this for a while and this might seem to be stating the obvious. But issues assume a different complexion with a big multi national consulting organisation behind them, rather than a few bewildered bloggers at ground zero, scratching their heads in collective wonderment. Not only is there is a name to what we are seeing but there is a solution – also with a name!
What many of us have been observing is that we are entering an era where core elements such as workload allocation, employment location and roles are being reviewed by both employers and potential candidates in trade-off situations. Key to the Deloitte MCC philosophy is the credo that individual priorities change over time and that ” multiple views of success are affirmed through recognition of results and value created … contribution levels ebb and flow along with personal life stages”
The end of career ladder?
So are we seeing as the Deloitte approach suggests the end of the traditional vertical career ladder but an ” undulating journey of climbs lateral moves and planned descents” which they call a career lattice? I think so.
I was involved in a recent executive search where the wife of a leading candidate was employed in a senior role tied to a specific geographic location, which made family relocation impossible. Maybe even 3 years ago, his candidacy would have been ruled out as untenable. Today the question is ” We value and need this skill set. How can we make this situation work?”
Companies which are prepared to bring this flexibility of thinking and demonstrate empathy with the driving forces in today’s workplace, which alone would indicate that they are in tune with the shifts in society’s culture in general, will find themselves I believe, one step ahead of the game.
Check out your own career sine. Click here to complete the Deloitte MCC interactive test.
What have you learned?