Sarah Ellis and Helen Tupper: The best career path isn't always a straight line | TED

Summary

In this engaging discussion, Helen Tupper and Sarah Ellis explore the concept of 'squiggly careers'—a flexible, dynamic approach to career growth that contrasts with traditional, rigid career ladders. They highlight the limitations of the career ladder system, advocating for a personalized, exploration-driven model of career progression. Through stories from their own experiences and examples from companies like MVF and Cook, they emphasize the importance of continuous learning, adaptability, and the freedom to pursue diverse career paths. Ultimately, they encourage individuals and organizations to embrace change, step away from the ladder, and redefine success in the modern workplace.

Takeaways

• 😀 A 'squiggly career' is one that is full of uncertainty and possibility, where success is not defined by a linear progression or traditional career ladder.
• 😀 Traditional career ladders, a concept that dates back to the early 1900s, are limiting as they often focus solely on promotions and seniority, neglecting other forms of career growth.
• 😀 In a squiggly career, change is constant, and while some changes are in our control, others are not. Success is highly individual and personal.
• 😀 Career progression should not just be about promotions but about exploring new career possibilities and using one's strengths in new ways.
• 😀 Organizations that hold onto traditional career ladders risk losing adaptable and continuously learning employees who seek diverse opportunities.
• 😀 Learning in squiggly careers is personal and no longer solely dependent on formal courses or a single department. Everyone is both a learner and a teacher.
• 😀 Companies like MVF are embracing the idea of 'Connected Learning,' where employees are matched randomly to learn from each other, removing barriers based on job titles or connections.
• 😀 To thrive in a squiggly career, we must redefine what 'progression' means and stop asking just 'What job comes next?' Instead, we should ask 'What career possibilities am I curious about?'
• 😀 Career flexibility increases resilience and opens up opportunities for personal growth, making individuals more adaptable to changes in their careers.
• 😀 The 'Dream Academy' at Cook is an example of how companies can help employees explore and rediscover ambitions, allowing them to develop in ways beyond their current job roles or titles.

Q & A

What is a 'squiggly career' and how does it differ from traditional career ladders?

A 'squiggly career' is a career path that is characterized by flexibility, exploration, and non-linear progression. Unlike traditional career ladders, which are rigid and focused on promotions and titles, a squiggly career emphasizes personal growth, adaptability, and the exploration of various opportunities, often outside of one's previous experience or job roles.

Why do Helen Tupper and Sarah Ellis believe the career ladder is no longer relevant?

Helen and Sarah believe the career ladder is outdated because it is based on a century-old model that prioritizes hierarchy and promotions, which is no longer suitable in today's rapidly changing work environment. With many workers now having diverse job experiences and the constant evolution of skills, the ladder is seen as limiting both personal development and organizational potential.

How do Helen and Sarah define career progression in the context of squiggly careers?

In squiggly careers, progression is not solely about upward movement or promotions. Instead, it is about exploring new possibilities, developing diverse skills, and adapting to new opportunities. Progression is personalized and can involve lateral moves, skill diversification, or pursuing different roles that align with individual interests and strengths.

What challenges do organizations face when trying to implement squiggly career paths?

Organizations face the challenge of overcoming the deeply ingrained tradition of the career ladder, which focuses on linear promotions and fixed hierarchies. They also need to rethink how they structure employee development, reward systems, and motivate those who may not seek traditional career advancement but still want to grow professionally.

How does the concept of 'Connected Learning' at MVF help employees with their career development?

The 'Connected Learning' program at MVF promotes a culture of peer-to-peer learning by blind-matching employees across different job functions, allowing them to learn from each other regardless of job titles or seniority. This approach helps employees broaden their skills, gain new perspectives, and progress in their careers in ways that go beyond traditional training or courses.

What is the role of organizations in supporting squiggly careers, according to the script?

Organizations are crucial in supporting squiggly careers by offering environments where employees can freely explore career possibilities, take risks, and develop skills beyond their current roles. This can include initiatives like flexible learning programs, mentorship opportunities, and creating spaces where employees are encouraged to pursue both personal and professional growth.

What is the Dream Academy at Cook, and how does it relate to squiggly careers?

The Dream Academy at Cook is a program that allows employees to explore any career path they are interested in, both within and outside the company. It helps employees rediscover lost ambitions and try new things, such as pursuing personal projects or transitioning to new roles. This aligns with the squiggly career concept by promoting non-linear career exploration and supporting personal development.

What is the significance of the statement 'Everybody is a learner and everybody is a teacher' in the context of squiggly careers?

This statement emphasizes the collaborative and continuous nature of learning in squiggly careers. In such a model, everyone has the opportunity to teach and learn from others, regardless of their job title or seniority. It challenges traditional hierarchies where knowledge is seen as something that only a select few possess, and instead fosters an environment where knowledge sharing is mutual and ongoing.

What does it mean to 'lose the ladder' and embrace the squiggle in one's career?

To 'lose the ladder' means letting go of the traditional mindset that focuses solely on promotions, hierarchical advancement, and rigid career paths. Embracing the squiggle involves adopting a more fluid, dynamic approach to one's career, where exploration, learning, and personal growth are prioritized over climbing the corporate ladder.

Why do Helen and Sarah suggest asking 'What career possibilities am I curious about?' instead of 'What job comes next?'

By shifting the focus from 'What job comes next?' to 'What career possibilities am I curious about?', individuals can open themselves up to a broader range of opportunities. This mindset encourages exploration, personal curiosity, and the pursuit of roles that align with one's interests, rather than being driven solely by traditional markers of success like promotions or job titles.