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The corporate ladder, rooted in the industrial era, takes an outdated, one-size-fits-all view of managing work and leading people.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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