Authors: Lorie Collins Caroline Long Jaime McNair
The definition of success is evolving
The world of work is changing. So is the way we define career success.
Today, professionals are moving beyond traditional, linear career paths in favor of more flexible and personalized approaches to growth. For many, success is no longer defined solely by upward progression. It's about building a career that aligns with evolving priorities, interests and ambitions over time.
This shift presents a clear opportunity for organizations. Rethinking how career development is structured and supported can unlock more sustainable, inclusive and high-impact ways for talent to grow.
Moving beyond the traditional career ladder
For decades, career success was framed as a steady climb upward, with each promotion marking progress and any pause viewed as a loss of momentum.
But today's career journeys look different.
Professionals are shaping their paths around evolving priorities and meaningful moments, both inside and outside of work. As a result, many are seeking models that offer greater flexibility, autonomy and long-term alignment.
As Caroline Long, vice president of the Compensation Practice at Gallagher, explains, "Career progression is no longer about following a single, predefined path. For many women, it's about defining success in a way that integrates both professional ambition and personal priorities over time."
This isn't about stepping back from growth. It's about expanding how growth is defined.
Rethinking progression: A real-world perspective
At a pivotal point in her career, Lorie Collins, area vice president of Benefits and Retirement Consulting at Gallagher, was presented with an opportunity typically viewed as the next step.
After careful consideration, she realized that growth didn't have to mean moving up; it could mean going deeper.
"I made a conscious decision to focus on excelling in my current role," she says. "That choice gave me the space to build expertise, expand my impact and define success on my own terms."
Her experience reflects a broader shift. Career advancement is increasingly defined by impact, expertise and intentionality — not hierarchy.
A more flexible model for career growth
Many organizations are now adopting a "career lattice" framework.
Unlike a traditional ladder, which emphasizes upward movement, this model allows for multi-directional growth. Professionals can move across roles, deepen their expertise, explore new disciplines or take on stretch opportunities without requiring a formal promotion.
As Jaime McNair, employment consultant, Talent Management at Gallagher, notes, "This model gives individuals more control over how they grow, making it easier to align career development with evolving priorities and interests."
A career lattice approach allows organizations to:
- Maintain momentum without requiring linear progression
- Recognize impact and expertise, not just titles
- Encourage exploration and skill development
- Support re-entry and continuous growth
Enabling growth differently: Five key business priorities
As expectations evolve, organizations have an opportunity to redefine how they support career growth, particularly for women navigating dynamic career paths.
1. Redefine what success looks like
Success has long been tied to upward movement. Today, it reflects depth of expertise, influence and sustained impact.
As Lorie Collins highlights, "Staying in your current role doesn't mean standing still. It can be a powerful way to build leadership, expand your capabilities and contribute at a higher level."
Organizations that broaden their definition of success are better positioned to recognize and retain top talent.
2. Build a culture of continuous development
Career growth is no longer confined to promotions. It happens through experience, exposure and ongoing skill-building.
Investing in learning, whether through formal programs, on-the-job development or cross-functional opportunities, enables professionals to evolve while staying future-ready.
Creating space for reflection is equally important, helping individuals align development with their motivations and purpose.
3. Make mentorship a strategic advantage
Mentorship helps professionals navigate non-linear career paths with confidence. It provides perspective, expands visibility and surfaces opportunities that might otherwise be overlooked.
Organizations that embed mentorship into talent strategies build stronger pipelines of informed, empowered leaders.
4. Equip managers to lead career conversations
Managers play a central role in shaping how employees experience career growth day to day.
Training leaders to have forward-looking career conversations, not just about promotions, helps employees understand their options, build relevant skills and move with clarity.
As Caroline Long emphasizes, "Effective managers recognize that growth looks different for every individual, and they play a key role in helping employees define and pursue it."
5. Recognize and reward diverse contributions
If organizations want to support more flexible career paths, their reward systems must reflect that.
Employees who deepen their expertise, take on lateral moves or contribute through influence and knowledge sharing should be valued equally alongside those moving into new titles.
Recognition reinforces that all paths to growth are meaningful.
