What did you want to be when you grew up?
Were you someone who always knew what you wanted to be? You had everything mapped out—from school subjects to preferred companies to work with, potentially working all the way to the top. If you pursued that dream, you likely had a linear career path.
But what about those of us who didn’t know? Or had tried different jobs or industries that didn’t fit, but we continued to gather skills and experience? Who chose to explore various careers and challenges, or followed a passion or were drawn to different pursuits? These could all be examples of a non-linear career path.
The power and value of non-linear pathways
In a rapidly changing world, the need for adaptable skills is higher than ever and is becoming the new normal. Transferable aptitude refers to skills that apply across roles and tasks, focusing on adaptability and problem-solving beyond traditional job-specific metrics. Think of it as being a generalist (or swiss army knife) rather than a specialist. This broadens talent potential, driving innovation and flexibility, reducing risk and creating greater opportunities to learn and develop for employees.
While non-linear career pathways don’t follow a traditional, straight-line progression, they highlight diverse experience and skills, offering fresh perspectives and adaptability in the workforce which are invaluable. In the ever-present skills shortage, this lateral thinking could be exactly what is needed.
Non-linear career path benefits include the development of diverse skill sets and (life) experiences, which enrich problem-solving abilities by bringing varied and often overlooked perspectives. These experiences encourage creativity, learning agility and innovation, allowing individuals and organisations to approach challenges in unique and effective ways.
Diversity of thought and experience
In the workplace, diversity is crucial for fostering innovation and driving growth. When teams include individuals with diverse backgrounds, experiences and perspectives, they generate fresh ideas, solve problems creatively, accelerate solutions and adapt to change more effectively.
Diversity of thought leads to richer discussions and better decision-making. For example, companies like Google and IBM have credited their success in innovation to the diversity of their teams, which has allowed them to approach challenges from multiple angles and remain competitive in evolving markets.
Non-linear career path success stories
Throughout time there have been a plethora of people who have had very successful careers stemming from non-linear pathways, including within Humanico. While founding a startup has its own special nuances including quickly mastering everything that is necessary to run a business, our CoFounders had very different work histories. Paul had a more traditional career largely within one discipline (HR), while Fiona took the non-linear path.
Following a successful career in Human Experience, she took time off to start a family. When the time came to return to full time work and requiring flexibility, she was rejected from the only industry she’d ever known. After a brief stint in Graphic Design and Brand Strategy, she was craving a human-centred career pathway. Well-versed at using her transferable skills to her advantage, Fi continued to gain additional qualifications to eventually land a job in the world of Executive Search. Losing part of her identity, and pivoting to another career (several rungs lower on the ladder) was eye-opening. Her curiosity once again rose to the surface and the seed for a human centred workforce intelligence platform was planted.
Other celebrated examples include Vera Wang, who went from figure skating to magazine editor before becoming a fashion designer. Reshma Saujani was a lawyer who went on to become the founder and CEO of Girls Who Code, actor and comedian Ken Jeong was a full-time practising surgeon, Professor Brian Cox went from pop star to physicist and Julia Child worked in advertising before becoming a celebrity chef.
Non-linear career challenges
Non-linear careers can present challenges for individuals, primarily due to the potential for instability and uncertainty. Additionally, navigating these unconventional paths can be difficult, as they often require self-direction, continuous learning, and resilience in the face of unpredictable opportunities. The lack of a defined roadmap may also lead to feelings of insecurity or the need to constantly prove oneself in new roles or industries.
Non-traditional work history can present challenges for companies such as integrating individuals with diverse backgrounds into established teams. This can disrupt the existing culture and require time to build cohesion.
Traditional employees may resist the change that comes with non-linear hires, as these new team members bring unconventional perspectives and approaches that may challenge established norms and processes. Overcoming this resistance requires strong leadership and a culture that embraces adaptability and encourages fresh thinking.
Strategies for leveraging transferable aptitude
While individuals can mould and highlight experiences and core skills that are applicable across different roles and industries, how do companies leverage these?
Create an inclusive culture that values diverse experiences and encourages employees to bring their unique strengths to the table. Implement training programs and onboarding processes that help integrate lateral hires smoothly, ensuring they feel supported in adapting their skills and transferable aptitude to new roles. Encouraging cross-functional projects is a good way to inspire this behaviour and enables organisations to try out different combinations of people and thinking. It also allows employees to collaborate across departments and leverage their varied skill sets to solve problems creatively and drive innovation.
In summary
In today’s fast-changing world, non-linear career paths are becoming increasingly common and valued by organisations. Unlike traditional linear careers, these paths bring unique advantages, such as diverse experiences, transferable aptitude, greater adaptability, creativity and innovation. Success often stems from embracing diversity, staying open to new opportunities, and pursuing continuous personal and professional growth. Companies that value and integrate these experiences will thrive in an evolving landscape, build great environments for talent to thrive and save costs while increasing trust and productivity.
For more information about how Humanico can help you understand the transferable aptitude within your company, get in touch with us below.
