What is a “career”? Once upon a time, a career could be imagined as a ladder that we climb, straight up to the top, one rung at a time. Today’s career path is more of a maze—an ever-changing labyrinth of new paths, unexpected turns and the occasional unforeseen dead end—that we can choose to exit and enter whenever the time is right. This new concept is liberating and exciting for the worker, but can be challenging and a bit intimidating to the employer.
According to a recent study in Harvard Business Review, only 20% of managers say their organizations do a good job of shifting people across units to support strategic priorities. Of the rest, 47% report that their companies rarely shift people across units and 33% say that shifts end up disrupting other units.
New insights and technologies now give employers the insights they need to help their own workers forge unique paths within the organization that support the organization’s strategic goals. With integrated tools and on-demand access to information, companies can easily identify where gaps exist and bridge those gaps more effectively. Organizations can proactively embrace internal talent mobility and ensure that each individual is maximizing his or her potential in every role.