Ali Brackley steps down from the career ladder to show us that our work can take a different path that we can navigate.
For decades, career success was defined by a steady climb up the corporate ladder — sticking with one role, mastering a specific skill set, and advancing from entry-level to management to executive positions. Today, professionals are breaking away from the ‘norms’ and opting for more fluid, skill-based progression. In fact, 57% of adults have changed careers at some point in their lifetime. Career paths no longer follow a straight trajectory but instead move in multiple directions. Employees are prioritising fulfilment, skill development, and personal growth over traditional long-standing job titles. Careers are no longer a ladder to be climbed but a journey to be navigated.
So, what’s driving this shift? Employees are seeking roles that offer personal satisfaction, creativity, and continuous learning — qualities that a non-linear path provides. At the same time, organisations are also evolving. Skill-based hiring allows professionals to transition into new areas based on expertise rather than direct experience.
Take the Cegos UK office for example — a leading learning and development organisation composed of professionals from diverse backgrounds, including teachers, salespeople, British Army veterans, and musicians. Despite their varied pasts, they all bring a wealth of skills, knowledge, and unique perspectives. Recently, I made my own transition from teaching to L&D, prioritising growth and fulfilment. Embracing a new role pushed me beyond my comfort zone, but the long-term rewards outweighed any initial uncertainty or apprehension.
For many employees, career growth has long been synonymous with moving into management. But what if leadership isn’t the goal? Some organisations, like Meta, offer employees the opportunity to excel as individual contributors rather than becoming managers. This challenges the outdated assumption that leadership is the only way ‘up’ the ladder, recognising that expertise and innovation don’t always come from managing a team. Instead, it enables professionals to thrive by focusing on what they do best, without the pressure of managerial responsibilities. This approach now encourages more companies to rethink career advancement, supporting employees in alternative growth paths that recognise talent beyond promotions.
In her latest book, Promotions Are SO Yesterday, Julie Winkle Giulioni introduces a multidimensional career framework, expanding how we define progression.
The eight Cs of her multidimensional career framework include:
Contribution
making a difference
Confidence
trusting your talents
Challenge
stretching beyond your comfort zone
Climb
promotion
Competence
building skills
Connection
cultivating relationships
Contentment
feeling joy in your work
Choice
enhancing the autonomy you can exercise
According to her research, most professionals prioritise development or growth opportunities over traditional career promotions, with ‘Climb’ ranking last across nearly every age group.
If companies want to attract and retain talent, they need to support non-linear career growth. This means investing in learning and development, creating opportunities for lateral moves, and encouraging employees to explore new skill sets. For professionals considering a career change, there is no yellow-brick road. The key is to embrace change as an opportunity rather than a setback. Focus on core skills and how they can support personal and professional growth. Seek organisations that foster career mobility.
Career success isn’t just about climbing a ladder — it’s about charting a path that works for you.
