Rethinking Career Advancement: Navigating Internal and External Options

Career advancement is the process of moving toward your unique, individual professional goals. While it’s traditionally associated with a “ladder” to indicate upward movement, it’s not always so linear. In fact, these days it looks more like a jungle gym—you can move up, or down, or sideways. As long as you’re moving toward your bigger goals, you’re technically advancing.

Think of it like this: You essentially have two broad routes for advancement:

• Internal advancement – staying with your current employer.
• External advancement – moving out of your current organization and into a different one.

Within each of these options, there are many further options to consider. So, let’s unpack this even more.

arrow forward iconInternal Transition: making a lateral move (i.e., maintaining the same or similar level and career path) to a different group or area of the business.

When this makes sense:

• You are happy with your organization and have established a strong internal reputation you can leverage.
• You want to expand your skillset and make yourself more visible to different stakeholders.
• You don’t want to confine yourself to your existing group’s growth trajectory.
• You’ve identified a work group where the opportunities and requirements match your interests and talents.

arrow forward iconInternal Promotion: earning a higher-level role within your same work group (typically with a title change and pay increase).

When this makes sense:

• You’ve already built credibility, relationships, and domain expertise where you are.
• You can show both a track record of past success and potential for future growth.
• Opportunities for growth are established, accessible and align with your long-term goals.

arrow forward iconInternal Change: moving in any direction (typically down or lateral) inside your organization but with the intention of changing career paths.

When this makes sense:

• You want to shift your path to something brand new and can leverage your internal relationships and reputation to get a foot in the door.
• You have identified transferrable skills that will help you be successful in this new role.
• You’ll have the support you need (management, mentorship, resources) to learn on-the-job.

arrow forward iconExternal Transition: making a lateral move (i.e., maintaining the same or similar level and career path) to a different organization.

When this makes sense:

• The internal career path is limited, or you’ve reached a career ceiling.
• You want a culture change, new industry, or fresh challenge that your current company can’t provide.
• You’ve defined your long-term goals and have new clarity on what kind of environment or role will support it.

arrow forward iconExternal Promotion: earning a higher-level role within a new organization (typically with a title change and pay increase).

When this makes sense:

• Any of the reasons listed above (for external transition).
• You’re able to leverage your experience and network to earn growth opportunities in an organization where you don’t have a track record.
• You’re willing to stretch into a growth position while also learning a new organizational culture and team.

arrow forward iconExternal Change: moving in any direction (typically down or lateral) at a new organization but with the intention of changing career paths.

When this makes sense:

• Any of the reasons listed above (for external transition and external promotion).
• You want to shift your path to something brand new and need an opportunity to get your foot in the door.
• You have identified transferrable skills that will help you be successful in this new role.

Here are some questions to help you decide which path is best for you:

• Where do I want to be in 2‑5 years? Does my next step (internal or external) align with that vision?
• What capabilities or experiences do I still need? Which path offers them most directly?
• What’s the disruption cost? (Internal usually means an easier transition and lower risk. External often means higher risk, possibly higher potential reward, and a more difficult transition.)
• How comfortable am I with change/risk? Do I thrive in new environments or prefer continuity and making deeper impact?
• What’s the culture and structure like in each scenario? Does the organization/team support the kind of growth I want?

Career advancement isn’t a one‑size‑fits‑all journey. Sometimes the most impactful move is to stay right where you are today. You can sharpen your skills, grow your influence, and build a track record with your current team. Other times, shifting sideways or stepping outside opens entirely new possibilities. As you weigh your options, focus on your long‑term vision and consider the skills you want to build and the kind of impact you want to have.

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