Career Lattice vs. Ladder

The traditional career 'ladder' assumes vertical progression: analyst to manager to director to VP. The career 'lattice,' developed by Cathy Benko at Deloitte, recognizes that modern careers move laterally, diagonally, and sometimes temporarily downward. A lattice career might involve moving from marketing to product management, then to a startup, then back to a larger company. Each move builds different skills that compound over time. The lattice reflects modern realities: flatter hierarchies, project-based work, and longer working lives requiring reinvention. 'Down' moves can be strategically brilliant when they open access to faster-growing domains.

When to use it

When evaluating a career move that isn't a clear promotion, when feeling stuck with no vertical room, when advising someone considering a lateral or downward move, or when designing development programs in flat organizations.

How it can help

This liberates career planning from the anxiety of 'falling behind' on a linear ladder. When evaluating opportunities, ask 'does this add a new dimension to my lattice?' rather than 'is this a promotion?' Practically useful for: (1) justifying lateral moves, (2) designing career paths that build versatility, (3) evaluating non-obvious opportunities. For managers, it helps retain talent by offering lateral development when vertical promotions aren't available. For mid-career professionals, it normalizes the zigzag path most successful careers follow.