‘For midcareer employees with significant personal responsibilities, lattices work best in the context of continual communication. That way, employees and managers can explore how to address all the ‘moving parts’ that play into career decision.’
‘Structured mentoring and cross-training are two components of lattices that are flexible enough to accommodate the demands of midlife.’
‘Celebrate all forms of career growth- both lateral moves and promotions.’
‘Lateral rotations within a team are a proven technique for making the most of all the talent embodied by team members.’
‘Align lateral moves with your team’s emerging skills needs. Use intrateam cross-training and lateral assignments to help achieve business results.’
‘Short-term rotations and assignments are ideal first steps because they provide low-risk lateral experiences while filling immediate business needs.’
‘Integrate existing resources and talent management techniques into your organization’s career lattices.’
‘Peer relationships are essential to success on the lattice. Your lattice crew consists of a spotter, who provides peer coaching as you get a grip on new skills; your wingperson, who flags emerging opportunities.’
‘Chronic skills gaps can be filled through targeted training and strategic lateral development.’
Source
Joanne Cleaver (2012). The Career Lattice: Combat Brain Drain, Improve Company Culture, and Attract Top Talent
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