Summary of Mass Career Customization

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9 Overall

9 Applicability

9 Innovation

8 Style


The American workforce has changed dramatically since the 1960s. Today, only 17% of households consist of a father who works and a mother who stays home, challenging the underlying assumptions behind workplace success. How can companies attract and retain an ever-shrinking pool of skilled talent just as employees are redefining what it means to fit work into life and life into work? Deloitte executive Cathleen Benko and former executive Anne Weisberg say companies must abandon the traditional notion of a corporate ladder – on which you can only go up or step off – in favor of a new metaphor, the “corporate lattice,” which views career paths across a grid – instead of a ladder – allowing for growth along varied paths. getAbstract recommends this book’s solutions to senior managers and strategists charged with attracting, retaining and advancing a highly productive workforce, to those stuck on or off the corporate ladder, and to those who guide employees through career transitions and growth.

In this summary, you will learn

  • Why converging trends in the talent market require a structural workplace response;
  • Why the corporate lattice is replacing the corporate ladder; and
  • How “Mass Career Customization” provides a scalable solution that benefits your organization.

About the Authors

Cathleen Benko, Vice Chairman at Deloitte, also wrote The Corporate Lattice and Connecting the Dots, both published by Harvard Business School Press. Coauthor Anne Weisberg is a former Talent Director at Deloitte LLP.



The End of the Corporate Ladder
Climbing the corporate ladder has been the enduring metaphor for professional success since the invention of organizational hierarchy. But this hierarchy is not what it used to be – nor is the corporate workforce. A confluence of market and demographic forces...

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