The career lattice is not a new concept. It became popular a few years ago as businesses began to look at ways to retain top talent and give employees an opportunity to grow in a creative and beneficial way.  However, it's not just a way for companies to retain top talent, it's also an effective way for employees to break into higher levels of leadership. I'm talking regional, divisional, or even C-Suite roles. I recently read an article by Jessica Zwaan where she described her end goal of moving out of HR and into a COO (Chief Operating Officer) position. Within that article, she describes her very deliberate actions in education and career choices to pick up the necessary experiences that would break her into the C-Suite. It's a fascinating read and though I've given the synopsis here, it's worth reading in full detail. Check it out here.

The career lattice is not a new concept. It became popular a few years ago as businesses began to look at ways to retain top talent and give employees an opportunity to grow in a creative and beneficial way.  However, it's not just a way for companies to retain top talent, it's also an effective way for employees to break into higher levels of leadership. I'm talking regional, divisional, or even C-Suite roles. I recently read an article by Jessica Zwaan where she described her end goal of moving out of HR and into a COO (Chief Operating Officer) position. Within that article, she describes her very deliberate actions in education and career choices to pick up the necessary experiences that would break her into the C-Suite. It's a fascinating read and though I've given the synopsis here, it's worth reading in full detail. Check it out here.