Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
There was a time when professional growth followed a clear path. You studied, joined a company, and your future felt laid out — just look one rung above you. Promotions and skill-building followed a dependable rhythm. Stick with it, and your career would steadily progress until retirement.
That model doesn’t fit the modern workforce anymore.
From Career Tracks to Career Ownership
Careers now resemble climbing walls more than ladders. A ladder offers one direction: up. A rock wall, however, allows for creative paths — sideways, diagonally, or even temporarily down. Each move reflects what you’ve learned, what you’re after, or changes in your life stage.
Many professionals have embraced this shift. But companies haven’t caught up. And that disconnect is creating friction.
When employees stop climbing the linear corporate ladder, the systems designed around that ladder start to fail. If organizations continue relying on old assumptions about career advancement, they risk losing their people, slowing innovation, and struggling to keep pace with fast-changing demands.
Today’s professionals are in the driver’s seat. They make decisions at every milestone — finishing a project, adapting to new leadership, or recognizing that they need a change. They stop and consider: Is this still right for me? What excites me? What no longer works?
Now layer that with rising disengagement — Gallup’s 2025 State of the Global Workplace reports only 1 in 5 employees feel engaged — and the cracks in the old model become even more obvious.
People aren’t always chasing a title or even a new role. Sometimes they want a new challenge. A skill set. A shift in focus. Or simply more space for life outside of work. Instead of chasing promotions, they’re pursuing growth — in all directions, both personal and professional.
On their metaphorical climbing wall, they’re picking the next hold based on what matters to them.
Organizations can’t fix this by trying to patch up the ladder. They need to rethink the whole employee experience.
Make Internal Movement the Norm, Not the Exception
That shift starts by redesigning how people move within the company.
And this isn’t just a people issue — it’s a business one. In a volatile environment, organizational agility hinges on how quickly and effectively talent can shift across roles.
We need systems that allow employees to contribute where their skills are most needed, when they’re ready, and in ways that align with both their strengths and their ambitions.
Rethinking Work Through Fractional Roles
It’s time to rethink how work is structured.
Traditionally, tasks were bundled into jobs, and those jobs aligned with specific careers. But that rigidity no longer serves us.
Instead, companies should break work into more fluid pieces, allowing people to split their time between deep expertise and new explorations. Maybe that’s a stretch role, a cross-team collaboration, or a short project outside their usual scope.
The goal isn’t just job-swapping — it’s creating space for two-way discovery: employees trying out future paths, and organizations uncovering hidden talent.
To make this work, visibility is key. Employees need to clearly see available opportunities and be able to opt in without red tape. These don’t have to be major changes. In fact, the beauty of this model lies in its low risk — people can test new things without a big leap.
Start by pinpointing internal projects that can be filled on a short-term basis — from a few days to a few months. Then create systems that allow employees to allocate a portion of their time to them.
For companies, this helps get urgent or unusual work done with existing talent. For employees, it’s a chance to pursue passion projects, gain exposure across the business, and build new capabilities — all without giving up their current role.
Managers uncover unexpected strengths in their teams. And organizations build a culture where internal movement isn’t a disruption — it’s part of the design.
Focus on Openness, Not Control
To scale this kind of talent system, we must rethink the guardrails that are slowing it down. Too often, managers are incentivized to hold on tight to their teams. Headcount feels “owned,” and letting someone go — even briefly — can seem like a loss. And while we talk about valuing learning, we typically reward only immediate results.
If we truly want to unlock our people’s potential, we need to rethink what we track, what we recognize, and what we prioritize.
This isn’t just a talent play — it’s a company-wide shift.
When careers followed ladders, organizations could optimize for consistency. But in the age of climbing walls, real resilience comes from adaptability. Growth comes from letting people test, shift, and evolve — sometimes before they feel 100% ready.
We’ve entered the age of career ownership. Companies trying to reinforce the old ladder will lose talent already moving in new directions. Those that embrace agility, flexibility, and movement? They won’t just retain top talent, they’ll create workplaces people are excited to grow with.
