Rethinking Career Development: A Reflection From “Up Is Not the Only Way”

For so long, career development has been synonymous with upward movement — climbing the ladder, one step at a time, as the ultimate symbol of success. But what happens when "up" is no longer an option? Or when it no longer aligns with who we are or what we truly want?

As I’ve been reading Up Is Not the Only Way by Beverly Kaye, Lindy Williams, and Lynn Cowart, I’ve found myself reevaluating what career success truly means — not just for me, but for the leaders, teams, and organizations I support.

The book offers a fresh and powerful metaphor: rather than the rigid, linear ladder, think of career mobility as a kaleidoscope. With every turn, the possibilities shift. And when we view career growth through this kaleidoscope lens, guided by our skills, interests, and values, the possibilities become limitless.

Why is “Up” so hard to let go of?

Even as someone who believes in the idea that “up” isn’t the only way, I still find myself wrestling with it. It’s baked into our systems, our metrics, and our self-worth. So it’s understandable that leaders and employees alike struggle to think differently. But if we don’t challenge the norm, we stay stuck — and we overlook all the ways growth is still happening under the surface. And while “up” is part of the picture, it’s also incomplete. There’s deep, meaningful growth in spaces without applause. There’s development in new directions, not just upward.

This shift in perspective is personal — not just for us as HR professionals, but for the clients we support. It doesn’t come naturally to most, especially when our processes, systems, and leaders don’t encourage it. It’s our job to create a safe environment for development - but how?

Embracing “Mobility-Mindfulness”

Mobility doesn’t just mean climbing the ladder. It’s about staying open. Open to new experiences, new stretch assignments, sideways moves, or even stepping back when needed. It's about shifting our definition of growth from something linear to something dynamic — a journey that can go in any direction.

For organizations, creating an environment that nurtures this kind of mobility-minded thinking is essential. When you embrace the idea that growth is not about upward movement alone, opportunities expand. The lens widens. And with that broader perspective, the possibilities for development are endless.

Kaye, Williams, and Cowart offer six ways to embrace mobility-minded development:

🟢 Grow Here – Deepen your impact in your current role. This could mean owning a new project, earning a specialized certification, mentoring others, or finding ways to make your existing work even more valuable.

🟣 Try Before You Buy – Test the waters in new areas. Join a cross-functional project or shadow a colleague to explore a different field or skill set before making a formal transition.

🔵 Sideways to Highways – Take a lateral move. Many skills transfer across industries and functions. A sideways move can help you build new expertise and open doors to more expansive opportunities down the road.

🟠 Step Back to Step Forward – Consider taking a lower-level role. Stepping into a different position or scaling back can offer fresh perspectives, new skills, and a better alignment with long-term career goals.

🔺 Go Vertical – Traditional promotions still matter. When the timing and readiness align, moving upward can unlock more responsibility, visibility, and new challenges to grow into.

🟡 Relocate to Reinvigorate – Consider moving to a new company or geographic location. A change in environment can open up a whole new set of possibilities for career reinvention.

The Kaleidoscope Lens (3 Mirrors)

As we move away from a laddered approach to career development, we need to look beyond job titles and start identifying the patterns in our work. What do we excel at? What energizes us? What truly matters? In Up Is Not the Only Way, the authors introduce these patterns as the Three Mirrors: Skills, Interests, and Values.

Much like turning a kaleidoscope reveals new, beautiful images, these three mirrors offer new ways of viewing our careers. The image shifts when we reflect on these three elements.

Take HR professionals as an example. Many HR business partners bring strong skills in communication, problem-solving, facilitation, and strategy. These abilities, however, aren’t exclusive to HR — they can translate into consulting, sales, marketing, operations, or training. Now, layer in your interests: What challenges do you enjoy tackling? Finally, consider your values: What do you need to feel fulfilled and motivated at work? When we align all three mirrors, we don’t just see our next role — we see the direction that truly fits us.

The Ownershift

One of the most impactful concepts from the book is the idea of an ownershift — the moment when employees take charge of their own development, and organizations support them in doing so. It’s not enough to offer a learning portal or an annual performance review. To truly foster growth, we need systems that recognize and reward lateral moves, that celebrate curiosity, and that honor the courage it takes to grow without the promise of a title bump.

As leaders and HR professionals, we’re responsible for creating environments where growth — of any kind — is encouraged and celebrated. This could include building career frameworks that recognize lateral and experiential mobility, launching mentorship programs that bridge departments and levels, or facilitating workshops that encourage career mapping based on the kaleidoscope model (skills, interests, values). Managers should be trained to have open-ended career conversations that focus on growth, not just promotion.

Growth, for me — and for the clients I support

Personally, growth for me right now looks like deep listening, stretching outside the visible lanes, and being open to new experiences. Professionally, I’m committed to helping organizations and leaders embrace the same approach.

Because growth isn’t always “up.” Sometimes it’s inward. Sometimes it’s sideways. Sometimes it’s in ways that no org chart could ever capture.

And that — that is still success.

Kaye, B., Williams, L., & Cowart, L. (2017). Up is not the only way: Rethinking career mobility. Berrett-Koehler Publishers.