How lateral moves can strengthen your succession planning

Understanding lateral moves in succession planning

What is a lateral move in the context of succession planning?

Lateral moves are often misunderstood in the world of career development. Unlike traditional promotions that move employees up the organizational ladder, a lateral move shifts an employee to a different role at the same level. This kind of internal mobility is a strategic tool for employers aiming to build a robust succession plan. By encouraging lateral movement, companies can help employees gain new skills, broaden their experience, and prepare for future leadership roles.

The role of lateral movement in employee growth

Lateral moves offer employees the opportunity to explore different functions, departments, or projects within the company. This exposure supports continuous learning and helps employees align their career goals with the long-term needs of the organization. For employers, lateral career moves are a way to retain talent, increase employee engagement, and ensure that critical roles are filled by people who understand the business from multiple perspectives.

• Career mobility: Lateral moves provide employees with new challenges and opportunities for growth without requiring a change in job title or pay grade.
• Skill development: Employees gain cross functional skills that make them more valuable to the company and better prepared for higher-level roles.
• Employee retention: Offering internal job opportunities helps keep top talent engaged and reduces the risk of turnover.

Why companies should support lateral career moves

Supporting lateral movements is not just about filling gaps. It’s about building a culture of internal mobility and continuous development. When employees see that their company values personal and professional growth, they are more likely to stay engaged and committed for the long term. Lateral moves also help employers identify hidden talent and prepare a diverse pool of future leaders.

For those looking to craft an effective recommendation letter for employee advancement, understanding the value of lateral moves is essential. You can find practical advice on this topic in this guide to recommendation letters for advancement.

Why lateral moves matter for future leaders

The Value of Lateral Experience for Emerging Leaders

When organizations think about succession planning, the focus often lands on vertical promotions. However, lateral moves can be just as powerful for developing future leaders. By encouraging employees to take on different roles across departments or functions, companies unlock a wider range of skills and perspectives. This kind of career mobility helps employees build a more comprehensive understanding of the business, which is essential for leadership roles.

Lateral movement is not just about changing jobs. It’s about giving employees the opportunity to step into new environments, tackle unfamiliar challenges, and expand their professional toolkit. These experiences foster continuous learning and adaptability—traits that are crucial for anyone aiming for higher positions in the long term.

• Broader skillsets: Employees who make lateral moves gain exposure to new processes, technologies, and teams. This cross functional experience makes them more versatile and better equipped for complex leadership roles.
• Stronger internal networks: Moving laterally helps employees build relationships across the company, increasing collaboration and internal support when they eventually step into higher roles.
• Increased employee engagement: Lateral career opportunities show employees that their growth matters, boosting morale and retention. When people see a clear path for career development, they are more likely to stay and invest in the company’s future.
• Personal and professional growth: Lateral moves challenge employees to step out of their comfort zones, helping them clarify their career goals and develop resilience.

Employers who support internal mobility and lateral movements are investing in a more agile and prepared leadership pipeline. This approach not only helps employees achieve their career goals but also strengthens the company’s ability to adapt and thrive in a changing business landscape. For organizations in higher education or those managing complex data systems, integrating effective data systems can further support these internal job transitions and career moves, ensuring that talent is recognized and developed wherever it exists.

Identifying roles suitable for lateral transitions

Spotting Opportunities for Lateral Movement

When thinking about succession planning, it's easy to focus on vertical promotions. But lateral moves—where employees shift to a different role at the same level—can be just as powerful for career growth and long-term employee retention. Identifying which roles are suitable for lateral transitions is a strategic process that requires a clear understanding of your company's structure, internal job opportunities, and the skills needed for future leadership.

• Cross-functional roles: Positions that span multiple departments or require collaboration across teams are ideal for lateral moves. These roles help employees build broader business acumen and develop new skills, supporting continuous learning and career mobility.
• Project-based assignments: Temporary roles on special projects or task forces offer employees a chance to gain hands-on experience in different areas. This kind of lateral movement fosters internal mobility and helps employees align their career goals with company needs.
• Critical support functions: Roles in HR, finance, or operations often provide a unique perspective on how the company operates. Moving employees into these positions can help them develop a well-rounded view, which is essential for higher leadership roles.
• Emerging business units: New or rapidly growing areas of the company present opportunities for lateral career moves. Employees who take on these roles can drive innovation and support the company’s long-term growth strategy.

Employers should regularly review internal job postings and career development plans to spot where lateral moves can help employees expand their skills and prepare for future leadership. This approach not only supports personal and professional growth, but also boosts employee engagement and retention.

To ensure the right fit, consider the skills required for each role and how a lateral move aligns with the employee’s career goals. Open conversations about career mobility and the benefits of lateral movements can help employees see the value in these opportunities. For more on how to ask the right questions when assessing candidates for lateral roles, check out this guide on effective executive interview questions.

Overcoming resistance to lateral moves

Addressing Common Concerns and Misconceptions

Lateral moves can sometimes face resistance from both employees and employers. It’s not unusual for employees to worry that a lateral move might stall their career growth or signal a lack of upward mobility. Employers, on the other hand, may question the immediate value of shifting talent horizontally rather than promoting vertically. Understanding these concerns is the first step to overcoming them and unlocking the true potential of lateral movement in succession planning.

Communicating the Value of Lateral Movement

Clear communication about the benefits of lateral moves is essential. Employees need to see how these moves contribute to their long-term career goals and personal professional development. Lateral career opportunities can help employees build new skills, expand their internal networks, and gain cross functional experience. This kind of career mobility prepares them for higher roles in the future, making them more valuable to the company and more engaged in their own growth.

• Highlight skill development: Show how lateral roles offer continuous learning and exposure to new challenges.
• Connect to career goals: Help employees understand how lateral moves align with their aspirations and the company’s succession planning strategy.
• Share success stories: Use real examples of employees who have leveraged lateral movement for career advancement.

Creating Supportive Structures for Internal Mobility

Employers can help employees embrace lateral moves by building a supportive environment. This includes transparent internal job postings, mentorship programs, and clear pathways for career development. When employees see that lateral moves are valued and supported, they are more likely to pursue these opportunities. Internal mobility programs also signal that the company is invested in employee retention and long term growth, not just filling immediate job openings.

Encouraging a Growth Mindset

Overcoming resistance to lateral moves often requires a shift in mindset. Both employees and employers should view lateral movements as strategic career moves, not as a detour from upward progression. By fostering a culture of continuous learning and internal mobility, companies can help employees see the value in broadening their experience and skills. This approach supports succession planning by preparing a diverse pool of talent for future leadership roles and enhancing overall employee engagement.

Building a culture that supports lateral development

Fostering an Environment for Lateral Growth

Creating a workplace where lateral moves are seen as valuable opportunities is essential for long-term succession planning. When employers actively support internal mobility, employees feel encouraged to explore new roles and expand their skills. This not only helps employees achieve their career goals, but also strengthens the company’s talent pipeline. Lateral movement should be positioned as a legitimate path for career growth, not just a detour from vertical promotions. To build this culture, companies can:

• Promote stories of successful lateral career moves within the organization, highlighting how these transitions led to personal and professional growth.
• Encourage managers to discuss lateral opportunities during career development conversations, making it clear that mobility is valued.
• Offer training and resources that support continuous learning and cross-functional skill development, helping employees prepare for new internal job roles.
• Recognize and reward employees who take on lateral moves, reinforcing that these moves contribute to both individual and organizational success.

When employees see that lateral moves are supported and celebrated, they are more likely to pursue internal job opportunities. This increases employee engagement and retention, as people feel their ambitions are recognized and supported. Over time, a culture of career mobility leads to a more agile workforce, ready to fill critical roles and drive the company forward. Employers who invest in lateral movement as part of their succession planning strategy not only help employees reach their full potential, but also ensure the company is prepared for future leadership needs. This approach builds a foundation for continuous growth and adaptability, benefiting both employees and the organization in the long term.

Measuring the impact of lateral moves on succession planning

Tracking the Real Value of Lateral Movement

Measuring the impact of lateral moves on succession planning is crucial for employers aiming to build a resilient leadership pipeline. Lateral movement is more than just a transfer; it’s a strategic approach to career development that supports both employee engagement and long term company growth.

Key Metrics to Assess Lateral Moves

• Employee retention rates: Companies that offer internal mobility and lateral career opportunities often see higher retention. Employees who experience career mobility are more likely to stay, as they feel their career goals are supported.
• Skill acquisition and application: Tracking how employees gain and use new skills in different roles helps employers understand the effectiveness of lateral moves. This also highlights continuous learning and cross functional experience.
• Internal job fill rates: A higher percentage of roles filled through internal job moves signals a healthy succession pipeline and effective career development strategies.
• Employee engagement surveys: Regular feedback can reveal how lateral moves impact job satisfaction, motivation, and personal professional growth.
• Career progression timelines: Monitoring how quickly employees progress to higher roles after a lateral move can indicate the value of these transitions for career growth.

Best Practices for Evaluation

• Set clear objectives for each lateral move, aligning them with both employee aspirations and company needs.
• Use a mix of quantitative data (like retention and promotion rates) and qualitative insights (such as feedback on career development experiences).
• Encourage managers to document and share success stories of lateral movements to support a culture of internal mobility and continuous learning.

Long-Term Benefits for Succession Planning

When employers consistently measure and support lateral moves, they help employees build diverse skills and prepare for future leadership roles. This approach not only strengthens the succession plan but also fosters a culture where career moves—vertical or lateral—are seen as valuable opportunities for growth. The result is a more agile, engaged, and future-ready workforce.