In today’s hybrid and remote work environment, employees expect visible growth opportunities, yet many organizations struggle to move beyond traditional “career ladder” models. Engagement data often reveals a common pattern: Employees feel unsure about internal career paths, unclear about development options at their level, and uncertain how to navigate mobility beyond leadership roles.

This session shares how a global healthcare organization translated engagement survey insights and organization-wide listening tours into a thriving online career growth community with more than 2,000 active members. Designed and led by organizational development professionals, the community reframed career progression from ladder to lattice—supporting vertical, lateral, exploratory, and enrichment paths.

This session connects theory to execution—bridging organizational learning, social learning, and career development models into actionable tools you can immediately apply. You will actively work through a practical design framework to map your organization’s internal mobility ecosystem, identify internal gaps, outline leadership sponsorship strategies, and sketch a scalable community model aligned to business priorities. 

In this session, you will learn to:

• Analyze engagement data and listening insights to identify internal mobility and development gaps
• Design an online career growth community that supports vertical, lateral, exploratory, and enrichment career paths
• Build executive buy-in by positioning career development as a strategic investment linked to retention, engagement, and workforce agility
• Apply career development and social learning principles to create scalable, practical community structures
• Evaluate organizational impact using engagement signals, participation data, and internal mobility metrics

This session is appropriate for attendees who are familiar with employee engagement concepts, internal mobility, or learning communities but may not have built a structured career development ecosystem. Participants should have a general awareness of organizational development or talent strategy concepts but do not need advanced expertise in learning platforms or analytics.