Lateral growth in a career refers to a professional move that involves changing roles at a similar level of seniority, rather than pursuing a direct promotion. This strategic shift focuses on acquiring new skills, gaining broader experience across different business functions, and expanding one’s professional network to enhance long-term value and future leadership potential.
Climbing the traditional corporate ladder is no longer the main path to success. In the fast-paced business world of 2025, top leaders show that lasting influence comes from expanding your skills and perspective, not just from promotions. Our review of the most influential career paths reveals a clear truth: true strategic advancement now requires a more diverse journey.
This change requires us to rethink what professional growth means. The idea of lateral growth in career is a powerful strategy for executives and ambitious professionals, not just a sidestep. When done with purpose, these horizontal moves create new opportunities. They help you diversify your skills, expand your network, and bring more value to your organization. This article offers insights from industry leaders, providing a clear guide on using lateral moves to achieve strategic advancement and lasting leadership in 2025.
Why is Rethinking Career Progression Crucial for Today’s Leaders?
The traditional climb up a single corporate ladder is becoming a relic of the past. The business world is changing fast. New technology and market shifts require a new way to look at career growth. Top leaders agree this is vital for sustained leadership effectiveness in 2025 and beyond.
The Imperative for Agile Leadership in 2025
The pace of change is faster than ever. Leaders face constant disruption from things like artificial intelligence and automation. This unstable world needs a new kind of leader: one who is adaptable, versatile, and continuously learning.
As Microsoft CEO Satya Nadella has often said, continuous learning is key to solving tough problems [1]. Being an expert in only one area is no longer enough. Leaders now need broader perspectives to succeed.
Beyond Hierarchical Trajectories: Insights from Global Leaders
Top executives know that linear career paths can limit potential. They know valuable experience often comes from outside a direct upward climb. Sheryl Sandberg, former COO of Meta, famously suggested a “jungle gym” approach to careers, rather than a ladder [2]. This idea shows the strategic value of growing sideways.
A “jungle gym” career means exploring different roles. It puts learning new skills ahead of getting a new title. This approach also builds resilience and sparks innovation. This way of thinking is becoming popular among ambitious professionals and HR leaders.
Why Rethinking Progression Drives Business Outcomes
For leaders today, a flexible view of career growth is not just a personal development choice. It is a key to business success. Smart companies create a culture where sideways moves are encouraged. This approach helps the company in many ways, including:
- More Company Agility: Leaders with varied experiences can adapt quickly. They understand different parts of the business. This helps them make faster, smarter decisions.
- Greater Innovation: Working in different departments leads to new ideas. Leaders who have this experience bring fresh perspectives. This helps the company solve problems in new ways.
- Better Talent Retention: Offering varied career paths keeps your best people engaged. It prevents them from feeling stuck or burning out. Top performers want new challenges, which lateral moves can provide [3].
- Smarter Succession Planning: Leaders with a wide range of experience are more flexible. They can step into many different senior roles. This builds a strong group of future leaders and makes transitions smoother.
- Higher Employee Engagement: When employees see many ways to grow, they feel more valued. This boosts morale and loyalty. It shows the company invests in their holistic development.
The Strategic Imperative for 2025
In short, we must rethink career progression because the definition of a successful leader has changed. The leader of 2025 is not just an expert in one field. They are a flexible planner, a team player across departments, and always learning. They understand how all parts of the company work together to meet its main goals.
Many top thinkers, like those at the World Economic Forum, agree that only climbing up is not enough [4]. Leaders need to build a wider range of skills. They must build a stronger, more adaptable career profile. This is what lateral growth in career offers.
Therefore, for executives who want to succeed in 2025, using lateral growth is not an option—it is a must. Embrace this new model to build truly strong and effective leadership.
What is the meaning of lateral growth in a career?
A lateral career move is a strategic change. It means moving to a different team or department in your company. It can also mean taking a similar role at a new company. The key is that you stay at a similar job level. This is not a step down. It’s a planned move to gain new skills and experience.
Top leaders often support lateral moves. They see them as key for well-rounded growth. An industry expert on EnterpriseZone.cc said it well: “The best leaders in 2025 will be those who see how different parts of a business work together. They look for experience outside their main field.” [5]
It’s important to know the key parts of a lateral move. They show why it’s a smart choice for your career:
- Skill Diversification: You learn new skills. This could be anything from new tech to better market knowledge. It makes you more capable.
- Enhanced Organizational Acumen: You learn how other parts of the company work. This gives you a big-picture view of the business.
- Expanded Network: You meet new people and teams. This helps you build a stronger professional network.
- Strategic Positioning: These moves can set you up for top leadership jobs later. You become a stronger candidate for high-level positions.
- Problem-Solving Versatility: Facing new problems makes you a more flexible problem-solver. You’ll be better at handling complex issues that affect multiple teams.
In short, a lateral move is about gaining a wide range of experience. It values being flexible more than just climbing the ladder. This prepares you for the changing business world of 2025 and beyond.
Distinguishing Lateral Growth from a Simple Job Change
Many people change jobs. But not all job changes are lateral moves. The real difference is the reason for the move and its long-term goal. A simple job change is usually about short-term wins. These may include a higher salary, better work-life balance, or a similar role in a different company. The main goal is often a small improvement in your current field.
On the other hand, lateral growth is a clear strategy. Its goal is to expand your skills and achieve future leadership readiness. Top CEOs often warn against making short-term career choices. They suggest making moves that create long-lasting value. Sheryl Sandberg famously said a career is a “jungle gym,” not a ladder. This idea shows that career paths don’t always go straight up. It’s about building skills, not just chasing a better title.
Here are the key differences:
- Intent:
- Lateral Growth: The goal is to get new skills, more experience, and prepare for future leadership. It’s an investment in your long-term career.
- Simple Job Change: Usually driven by short-term factors like more pay, a better title, or a new location. The new job is often very similar to the old one.
- Outcome Focus:
- Lateral Growth: Focuses on gaining a wide range of experience, not just a promotion. The aim is to become a more flexible and capable leader.
- Simple Job Change: Usually looks for immediate benefits like more money or a better title. Your main skills often stay the same.
- Skill Development:
- Lateral Growth: It is planned specifically to help you learn new skills. It pushes you out of your comfort zone.
- Simple Job Change: You might improve your current skills, but you rarely learn a whole new area of expertise.
- Strategic Vision:
- Lateral Growth: Fits into a long-term plan to become a top leader. You build a wide range of experiences to handle future business challenges in 2026 and beyond.
- Simple Job Change: It is often a reaction to your current situation. It lacks a big-picture plan for your career.
To sum up, a lateral move is like a strategic chess move. It’s about planning for the future. A simple job change, however, is often just a reaction to the present. It solves a current problem. Leaders need to know this key difference to plan their careers well.
What is the importance of lateral growth in career?
Expanding Your Skill Stack for Future Leadership
In today’s fast-changing world, leaders need more than deep knowledge in just one area. By 2025, top leaders will need a wide range of skills. This is often called a “T-shaped” profile. Moving sideways in your career is a key way to build these skills.
When you move sideways to a new department, business unit, or industry, you can:
- Gain Skills in New Areas: For example, a marketing manager who moves to product development learns about the whole product journey. This gives them a better view of the entire business. As Indra Nooyi, former CEO of PepsiCo, often said, knowing different parts of the business is key for good leadership.
- Become More Adaptable: Every new role brings new challenges and problems to solve. This forces you to learn and adapt, which builds resilience. These skills are vital for handling the market changes expected in 2026.
- See the Big Picture: Working in different areas helps you see how the whole organization fits together. You can spot new opportunities, see risks early, and drive innovation with better information. This big-picture view is a sign of a great leader.
Top executives agree that the ability to adapt and use knowledge from different fields is now a key skill for senior roles. A recent study showed that companies with diverse leadership teams are more creative and profitable [6]. Sideways moves are a great way to build this valuable diversity of experience.
Building a Resilient and Diverse Professional Network
Besides new skills, moving sideways is one of the best ways to grow your professional network. Moving up often means you know the same people. But moving sideways introduces you to new people and new groups, both inside and outside the company.
Growing your network this way has clear benefits:
- Build Relationships Across Teams: Working in different departments connects you with new leaders and experts. You would not meet these people otherwise. These connections are very helpful for future projects and for getting support within the company.
- Get New Market Information: Each new role teaches you about new market trends, competitor plans, and new technology. This fresh information helps you make smarter decisions and plan for the future.
- Create a Strong Support System: A larger network gives you more mentors, advisors, and partners. This support is important for today’s complex careers. As Sheryl Sandberg famously said, careers are “jungle gyms,” not ladders. You need to explore different paths and build diverse connections to succeed.
A strong network often leads to more influence and new ideas. Top leaders say many of their big wins came from connections they made in different roles. Surveys also show that networking is a top reason for career growth and finding new jobs [7].
Increasing Your Value to the Organization
When you build new skills and a wider network, you become much more valuable to your company. Leaders who have worked in different roles have a special mix of big-picture thinking and hands-on knowledge.
This extra value shows up in a few key ways:
- Better Problem-Solving: Leaders with varied experience can look at tough problems from many different angles. They offer fresh ideas that lead to better, more lasting solutions.
- Stronger Leadership Skills: These leaders are great at managing projects that involve multiple teams. They can break down barriers between departments and encourage teamwork. They understand how different teams work and can communicate well with them.
- Prepare the Company for the Future: In a world of constant change, adaptable leaders are a huge asset. Their flexible mindset and wide range of experience make them perfect for leading new projects, managing digital changes, and making the company stronger for 2025 and beyond.
Top leaders like Satya Nadella are a great example. His sideways moves at Microsoft gave him the broad experience he needed to change the company’s culture and strategy. Companies want leaders who can see the big picture and connect different parts of the business. These people drive new ideas and create stability [8]. Helping your best people make lateral moves is an investment in your company’s future success.
Lateral Growth vs Vertical Growth: Which Path is Right for You?
Analyzing Short-Term vs. Long-Term Career Goals
Growing your career in 2025 is about more than just climbing the corporate ladder. Leaders must think carefully about their next steps. They need to consider both short-term gains and their long-term goals. This raises a key question: are you looking for a quick win or building a strong foundation for the future?
Many world-class leaders agree on the need to think ahead. Indra Nooyi, former CEO of PepsiCo, often spoke about developing a “portfolio of experiences” rather than a straight line up [9]. This view shows that having a range of skills is more valuable than getting fast promotions. Likewise, Jeff Bezos, founder of Amazon, famously promoted a “Day 1” mentality. This means always innovating and adapting, instead of relying on past achievements [10]. For leaders, this means asking if a career move improves their work now or prepares them for the future.
Consider these factors when planning your path:
- Quick Pay vs. Future Earnings: A promotion usually offers an immediate pay raise. However, a sideways move can open up new industries or skills. This can lead to much higher earnings over time.
- Deep Skills vs. Broad Skills: Moving up makes you an expert in one area. Moving sideways helps you build a wider range of skills, which is vital for top-level roles.
- Company Impact: Will the move help you solve today’s problems? Or will it position you to handle the company’s future challenges?
- Personal Growth: Does the new path push you out of your comfort zone? This helps you learn new things and become more resilient.
A smart leader thinks about these outcomes. They know that real growth isn’t always fast, and fast growth doesn’t always last.
When to Prioritize a Promotion (Vertical)
Focusing on a promotion is a common career strategy. It means moving up within your current team or department. This path works well in certain situations and offers clear rewards and a predictable next step.
Many leaders suggest focusing on a promotion when an industry needs deep experts. Jamie Dimon, CEO of JPMorgan Chase, is a great example of a career built on long-term leadership in one complex industry [11]. His story shows the power of becoming an expert in one field. A promotion can be the right move when:
- Your Company Values Deep Expertise: Some companies reward specialists more than generalists. This is common in technical or regulated fields.
- You Want More Authority in Your Field: A promotion gives you more power to make decisions. It also gives you more leadership responsibility in your area.
- Money is a Top Priority: Moving up usually means a direct raise in salary, bonuses, and benefits. This gives you an immediate financial boost.
- Your Company Has a Clear Career Ladder: When a company has a set path for promotions, moving up is predictable and easy to track.
- Your Current Role Has Room to Grow: If you can still learn and achieve a lot in your current job, becoming a deeper expert is a great move.
A promotion secures your position. It shows you have mastered your role and are committed to your field. But even a promotion should be a smart move. Make sure the next step up prepares you for bigger challenges, not just more of the same work.
When to Prioritize Experience (Lateral)
On the other hand, many ambitious leaders in 2025 are choosing to make a sideways move to gain experience. This approach focuses on building a variety of skills and becoming more adaptable. It values these things over a quick title change or raise. It prepares leaders for an unpredictable future.
Many forward-thinking leaders support this approach. Sheryl Sandberg, former COO of Facebook, famously described career paths not as ladders but as “jungle gyms” [2]. This metaphor perfectly captures the value of moving sideways to try new things. Likewise, Satya Nadella‘s career at Microsoft included several sideways moves. These changes gave him the broad knowledge he needed to lead the whole company [12].
Consider a sideways move when:
- You Want a Top Leadership Role: C-suite jobs require you to understand the whole business, not just one part. Sideways moves give you this important experience across different teams.
- You Need a Wider Range of Skills: A move to a new team or product helps you learn new skills. These can be technical, operational, or people skills (e.g., product management, international market strategy, supply chain).
- You Want to Grow Your Network: A sideways move connects you with new coworkers, clients, and partners. This builds a stronger and more diverse professional network.
- You Want Better Business Judgment: Learning about different parts of the company—from R&D to marketing to finance—helps you see the bigger picture.
- You Want to Be More Adaptable: Facing new challenges in new settings makes you more flexible. This is a key skill for leaders in today’s fast-changing world.
- Your Career Path Feels Stuck: If you are no longer learning or making an impact in your role, a sideways move can restart your career growth.
In the end, the choice between moving up and moving sideways depends on your personal career story. Are you building deep expertise in one area or a wide range of skills? Both paths are good. But the best leaders know how to switch between them. This ensures their career path matches their long-term goals and the changing needs of the business world.
How Global Leaders Leverage Lateral Moves for Strategic Advantage
Case Study: Satya Nadella’s Journey at Microsoft
Top leaders show that moving up often means moving sideways first. A great example is Satya Nadella, the CEO of Microsoft. His path to the top was not a straight line. Instead, he made several key moves to different roles within the company.
Nadella started at Microsoft in 1992. For over 20 years, he worked in many different jobs. He led engineering for online services. He was also the Senior Vice President of R&D for the Online Services Division. Later, he became President of Server & Tools. Each job needed new skills and gave him a fresh view of Microsoft’s large business [12].
His time as President of the Cloud and Enterprise group was very important. This sideways move let him lead a big change. He changed Microsoft’s cloud strategy and made Azure a top player. The role gave him deep tech skills, a vision for the future, and key budget (P&L) responsibility. In the end, these varied jobs gave him the wide view needed to lead a global tech company.
Strategic Takeaway: Nadella’s path shows the value of broad experience. Leaders in 2025 need to find jobs that teach them new skills. Focus on learning about different business units, technologies, and customers. These sideways moves build a strong base for being a leader.
Insights from Sheryl Sandberg on Building a ‘Jungle Gym’ Career
Sheryl Sandberg was the COO of Meta (Facebook). She is known for her “jungle gym” idea for career growth. She advises against the old “career ladder” model. A straight path can limit your options and growth. Instead, she suggests a path that is more flexible and not in a straight line.
Sandberg’s own career is a good example of this idea. She first worked in government for the U.S. Treasury Department. Then, she moved to Google, where she built its online sales and operations teams. Her next big sideways move was to Facebook. She played a key role in helping the company grow into a global powerhouse [13].
This “jungle gym” approach focuses on a few key ideas:
- Focus on Learning: Look for jobs where you can learn a lot. This is better than just getting a better title.
- Make an Impact: Think about where you can help the most. This might be in a role that works across teams or in a new market.
- Build Different Skills: Make a plan to learn a range of skills. For example, move from product to marketing, or from operations to strategy.
- Be Adaptable: Show you can succeed in new situations. This makes you a stronger leader.
Actionable Insight: Leaders for 2026 should plan their next career moves. Think about what important skills or experiences you lack. Then, find sideways roles that can fill those gaps. Remember that growth isn’t just about moving up. It can also be about moving sideways or diagonally.
Actionable Strategies from Top CEOs for 2025
Many top CEOs use sideways moves to become better leaders. These moves are not random. They are carefully planned. The goal is to gain an advantage in a changing market.
Here are actionable strategies based on the paths of successful leaders:
- Get Experience Across Teams: Leaders often move between departments, like from finance to operations. This helps them understand the whole business. For example, a finance manager who moves to operations learns firsthand about supply chains and costs. This wider view is very important for top executive jobs.
- Manage a Budget (P&L) Early: Future leaders should look for jobs with direct profit and loss (P&L) responsibility. This could be for a small team or a single product. It teaches them important skills in managing money and making smart choices [14].
- Get International Experience: Working in different countries is key for today’s leaders. They often take jobs in new regions. This teaches them about other cultures, rules, and customer needs. For executives in 2025, being able to work globally is a must.
- Lead Major Company Projects: Ask to lead big projects for the company. Examples include digital updates, merging with other companies, or entering a new market. These visible projects build skills in leadership, change management, and strategy.
- Build a Strong Internal Network: Sideways moves help you meet new colleagues and leaders. Work to build these relationships. A strong network inside the company is key for making an impact and getting things done together.
Your Next Step: When planning your career for 2025 and beyond, look at your current skills. Find where you have gaps. Then, look for sideways opportunities. These moves should be planned to fill those gaps. They will help you make a bigger impact as a leader and advance your career.
Is a Lateral Move Your Next Strategic Step for 2025?
Self-Assessment: Are You Ready for a Lateral Shift?
For top executives, every career move should be strategic. Leaders like Sheryl Sandberg see careers as a ‘jungle gym,’ not a ladder. To see if a lateral move is right for you in 2025, you need to think deeply. This isn’t about running from a challenge. It’s about finding new ways to grow your skills and make a bigger impact later on.
Ask yourself these key questions to see if a lateral move fits your long-term goals. These questions are based on how top leaders think. They focus on long-term growth, not just the next promotion.
- Skill Gap Analysis: What key skills will top leaders need in 2026? Is your current role helping you build them? A recent study shows 70% of executives think leadership agility is essential in today’s fast-changing markets [15].
- Network Diversification: Is your professional network filled with people who are all the same? A lateral move can introduce you to new teams, industries, or places. This can expand your influence and bring you fresh ideas.
- Long-Term Vision Alignment: Is your current path truly leading toward your five-to-ten-year career goals? Or are you focused on short-term wins that might hurt you later?
- Exposure to Emerging Trends: Are you getting real experience in new, important areas like AI, sustainability, or supply chain innovation? Leaders like Satya Nadella always stress the need to keep learning and adapt to new technology.
- Tolerance for Strategic Risk: Are you willing to take a role that offers great learning but not a quick promotion? This means shifting your focus from what you feel you’re owed to what you can gain.
- Intrinsic Motivation Check: Do you want to make a lateral move to truly grow and reposition yourself? Or are you just trying to escape a job you don’t like? Real motivation is the key to long-term success.
Answering these questions honestly will give you clarity. A lateral move will no longer feel like just a job change. It will become a smart, strategic step for your career in 2025.
Framing the Move for Maximum Impact
Once you decide a lateral move is right, you must explain its value well. Top leaders know that how people see things matters. How you explain the move will affect how your bosses, team, and future employers see it. You’re not just announcing a new job. You are telling a powerful story about your strategy and your drive to grow.
Learn from how top CEOs handle big career changes. Use these strategies to frame your move for the best results:
- Define the Strategic Rationale Clearly: Clearly explain the “why” behind your move. Tell people how this new role helps you gain key skills, enter new markets, or lead different teams. Don’t sound like you are avoiding a problem or are unsure.
- Highlight Future Value Creation: Show how this move will make you more valuable to any company in the future. Explain how the new skills you learn will help you solve bigger problems in your next leadership role.
- Proactive Stakeholder Communication: Tell your boss, your team, and key coworkers before they hear it from someone else. Frame the move as a win-win. It helps you grow, which makes the company’s future leadership stronger. Being open builds trust and stops rumors.
- Embrace the Learning Curve: Talk about the move as a chance to learn and grow, not just to show what you already know. This mix of humility and confidence shows you have a growth mindset. That’s a quality leaders value today [16].
- Craft a Cohesive Career Narrative: Update your resume and LinkedIn profile. In interviews, tell a clear story. Show how every job, including this lateral move, is a smart step toward your final career goal.
- Identify Tangible Success Metrics: With your new boss, set clear, measurable goals for your role. Showing real results will prove your move was strategic and helped the business.
A well-explained lateral move isn’t a step sideways. It’s a smart way to speed up your career growth. It shows you are a leader who is focused on long-term success, preparing you for a bigger impact in 2025 and beyond.
Frequently Asked Questions
What is the difference between a lateral and a horizontal career move?
Executives often use the terms “lateral” and “horizontal” to mean the same thing. While there might be small differences in theory, for leaders in 2025, they both describe the same type of career move.
A lateral career move, or a horizontal shift, is when you take a new job at the same level. This can be in your current company or a new one. It usually does not come with a higher title or a big pay raise right away. Instead, its value is found elsewhere.
Leaders like Sheryl Sandberg talk about a career “jungle gym” instead of a ladder. The goal is to gain new experiences, not just climb up. These moves are planned to help you:
- Broaden your skill set: Learn new skills, management styles, or industry knowledge.
- Expand your network: Meet new people in different departments or outside the company.
- Deepen organizational understanding: Get to know different parts of the business, like other teams or markets.
- Prepare for future leadership: Position yourself for bigger roles by showing you can adapt and see the whole picture.
In short, both terms mean making a smart choice. You choose to gain experience and new skills instead of an immediate promotion or raise. The reason for the move is what matters most.
How does lateral growth compare to vertical growth in a career?
For executives in 2025, it is important to know the difference between lateral and vertical career growth. Each path has its own benefits. The right choice depends on where you are in your career and your long-term goals.
Vertical Growth: The Traditional Ascent
Vertical growth is the classic way to move up in a company. This path usually includes:
- Promotion in title: Moving to a higher rank (e.g., Senior Manager to Director, VP to SVP).
- Increased compensation: Getting a direct raise in pay and better benefits.
- Greater authority: Having more power to make decisions and managing more people.
- Specialized expertise: Gaining deeper knowledge in one specific area.
This path is great for leaders who want quick recognition and more pay for their expertise. But focusing only on moving up can leave you with a narrow set of skills. You might also become too dependent on one industry.
Lateral Growth: The Strategic Diversification
Lateral growth, on the other hand, is a smart move to gain new skills and see things from a different angle. It does not mean an immediate promotion. Leaders like Satya Nadella took on many different roles at Microsoft before becoming CEO. His lateral moves helped him build a wide range of experience. Key parts of lateral growth include:
- Skill diversification: Learn new skills for future leadership roles, like AI, sustainability, or global business [source: https://hbr.org/2023/07/how-to-future-proof-your-career-in-the-age-of-ai].
- Enhanced adaptability: Show that you can succeed in new situations and handle different problems.
- Broader network: Work with more people across the company, which helps with teamwork.
- Resilience: Become more versatile so you are ready for changes in the market or your industry.
Many top leaders recommend using both strategies. They say moving up early in your career builds a solid base. Later on, lateral moves give you the broad experience needed for top executive jobs or starting your own business.
Comparing Growth Paths: A Strategic Overview for 2025
To help you decide, consider this comparison:
| Feature | Vertical Growth | Lateral Growth |
|---|---|---|
| Primary Goal | More authority, pay, and deep expertise. | New skills, wider experience, and more flexibility. |
| Immediate Impact | New title, more pay, and more people to manage. | New skills, a bigger network, and a better understanding of the company. |
| Long-Term Value | Expertise in one area. Can lead to a C-suite role in that specialty. | Flexibility for many top roles (like CEO or board member). Helps you adapt to market changes. |
| Risk Profile | You might become too specialized, making it hard to switch roles. | It might look like a sideways step at first, but the long-term benefits are huge. |
| Relevance for 2025+ | Still important for special roles (like Head of AI). | More and more important for strong leadership, new ideas, and handling a complex global market [source: https://www.weforum.org/agenda/2023/05/future-of-jobs-2023-upskilling-reskilling-jobs-skills/]. |
Actionable Insight: Think about your career goals for the next 3-5 years. Do you want to be a CEO, join a board, or make a big industry change? A smart lateral move in 2025 could be more powerful than another promotion in your current department.
Is a lateral career move considered a step back?
Many people worry that a lateral move is a step back or a pause in their career. But top leaders strongly disagree with this old way of thinking. A smart lateral move is a big leap forward, not a step back.
This mistaken idea comes from seeing a career as a straight line up. Today, successful leaders know that real progress is not just about a new title or a raise. It is also about:
- Skill Capital: The skills and abilities you have.
- Network Leverage: The quality and range of people you know.
- Strategic Agility: How well you can adapt to change.
- Organizational Impact: The value you bring to different parts of the company.
Leaders like Sheryl Sandberg talk about building a career like a “jungle gym.” Moving across is just as important as climbing up. This idea focuses on gaining new skills and experiences, not just chasing the next promotion.
Satya Nadella’s career at Microsoft is a great example. Before he became CEO, he worked in many different areas, like engineering, R&D, and business leadership. These were often lateral moves. They gave him a deep understanding of the entire company, which was key to his success as CEO. His career shows that these moves are smart investments in your future, not setbacks.
Actionable Strategy for Executives: To make sure your lateral move is seen as a step forward, explain it in the right way:
- Explain the ‘Why’: Be clear about how the new role grows your skills, solves a company need, or sets you up for the future. Focus on what you will learn.
- Highlight Long-Term Benefits: Talk about how this move prepares you for a bigger leadership role down the road.
- Show Your Value Quickly: Set clear goals in the new role to prove you can make a difference right away.
- Talk to Your Network: Tell your mentors and sponsors why you are making this move so they understand your strategy.
A lateral move is only a step back if you see it that way. For smart leaders, it is a planned move. It helps you grow your skills and prepare for the tough challenges of future leadership roles.
Sources
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