This is the fifth article in the Deloitte Human Capital Trends 2011 series, titled From Ladder to Lattice, The Shift is On
The corporate ladder, rooted in the industrial era, takes an outdated, one-size-ﬁts-all view of managing work and leading people. In the ladder model, careers are expected to shoot straight up, work is a place you go, and communications ﬂow top down. Success is deﬁned by the level of prestige, rewards, and power tied to each rung. High performance and career-life ﬁt are viewed as opposing forces.
But today’s workplace isn’t what it used to be: The pace of change is faster. Organizations are ﬂatter. Work is more virtual, collaborative, and project-based. Workers are less tethered to traditional ofﬁces and set hours. The workforce isn’t what it used to be either, from gender to generations, to ethnicity to culture, to the changing family structures, today’s workforce is more diverse in every sense of the word. Workers’ needs, expectations, and deﬁnitions of success now vary widely, rendering obsolete a one-size-ﬁts-all approach to talent management. The corporate ladder is collapsing; the Corporate Lattice is emerging.
In mathematics, a lattice is a multidimensional structure that extends inﬁnitely in any direction. A garden trellis is an everyday lattice example — a structure that provides for growth in many different directions. In the corporate world, lattice describes the multitude of ways careers are built and talent is developed.
Read the full article . . . . From Ladder to Lattice, The Shift is On
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