A growth framework should answer the organization’s actual career questions, and those questions evolve as the company does.
What to look for
- 01
Explain what changed and why the old framework stopped fitting.
- 02
Separate individual contributor and manager tracks.
- 03
Borrow ideas while adapting expectations to the company’s real responsibilities.
Keep in mind
The article explicitly marks its framework as out of date. Read it for the redesign reasoning, not as the company’s current ladder.
Try this next
Ask whether your current ladder still describes the team’s work. Identify one expectation that changed after the latest organizational shift.
Get the career growth templateNotes and exercises by Awesome CTO. The original work belongs to David Sorrentino / ProntoPro.