Dave was one of those developers everyone relied on. When a thorny technical problem cropped up, he’d untangle it. His talent was undeniable, but something had changed. He seemed distracted and frustrated. Eventually, he shared what was bothering him:

“I feel stuck. Everyone says the next step is managing people, but I don’t want to do that. I’m not sure I see a future here.”

Dave’s story is all too familiar. For many, the traditional career ladder feels less like a path and more like an obstacle course. Start as an individual contributor, step into management, and keep climbing—that’s the usual formula. But it doesn’t fit everyone.

The rigid ladder can leave talented people like Dave stuck, with no way to grow without taking on roles they don’t want. Forcing someone into management when their passion lies elsewhere risks losing their energy, engagement, or even them entirely.

So, what’s the alternative?

Think Lattices, Not Ladders

A lattice offers something the ladder doesn’t: freedom. Growth can happen in any direction—up, sideways, deeper into technical expertise, or a blend of roles. It’s about opening options rather than funnelling people into a single, predefined path.

For Dave, the solution was transitioning into a technical architect role. It played to his strengths and passions. He stayed hands-on with the work he loved, tackled complex challenges, and mentored others. This wasn’t about climbing higher but growing broader and deeper. In this new role, Dave felt re-energised and made an even more significant impact on the company.

Building a Career Lattice

Creating flexible career paths benefits individuals like Dave and transforms teams and companies, too. When people can grow in ways that fit their strengths, they thrive—and so does the business. Teams with diverse skills perform better, from technical experts to people leaders and hybrids. Morale soars when employees feel valued for their unique contributions rather than being boxed into one-size-fits-all tracks.

There are three essentials to make this happen:

1. Offer diverse paths for growth
   Build frameworks that allow people to advance technically, move laterally, or blend roles. Whether someone wants to lead people, dive into deep technical work, or do a mix of both, there should be a clear path for them.
2. Celebrate expertise and leadership equally
   Recognise technical mastery alongside people management. If leadership is the only celebrated path, you’re sending a message: other contributions don’t matter. But when both are valued, everyone feels empowered to pursue what they’re best at, and their unique contributions are appreciated.
3. Communicate clear pathways
   People need to know what roles are available, what skills are required, and the steps they can take to get there. Transparency is critical for inspiring confidence and ambition.

The result? Everyone wins

Leadership is still crucial in a lattice but is one of many paths to success. Flexible career paths unlock potential across the board. Individuals find fulfilment and stay engaged. Teams become stronger by blending technical expertise with leadership where it’s most needed. Companies get the best out of their talent instead of watching it walk out the door.

Dave’s story didn’t end in frustration. With the right framework, he found a path that allowed him to stay focused on his passions, contributing even more to the company’s success.

So, what about your team? Is your career framework holding people back—or helping them thrive?