Climbing the Corporate Lattice
The Baldrige Criteria ask how you engage your workforce to achieve organizational and personal success. Among the key factors that engage most employees are opportunities for learning and growing, tackling challenges, and advancing their careers.
In “Growing within the corporate lattice” (Star Tribune, November 2, 2009), Pam Moret describes a new career path that doesn’t always mean moving up: You may move diagonally or even down to gain knowledge about a different part of the organization. As a result, you become more valuable to your company while making yourself more employable. You increase your options. You learn and grow, tackle challenges, and advance your career. You become a more engaged employee.
Moret encourages you to take responsibility for your personal growth and development including identifying what is really important in your life and career, examining the need for work/life balance, and evaluating your strengths and weaknesses and how best you can serve your company. “The lattice model encourages taking on different roles to learn more about the company and expand your skills and expertise,” she writes. It also offers multiple paths to success rather than the one at the top of the corporate ladder.
One process that can help you take personal responsibility for your career is the Personal Performance Excellence Framework developed by Oriel and described in “Making Performance Excellence Personal.” As Moret concludes, “It is up to each of us to grow, manage and shape our own careers and organizations.”
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