The Third Path: Creating Career Progression Beyond Manager or Individual Contributor

In many organisations, career growth still follows one of two tracks: become a people manager or remain an individual contributor. This binary path (Manager or IC) worked in more hierarchical, slower-moving structures. But in today’s dynamic, cross-functional workplaces, it’s increasingly limiting. 

Not everyone wants to lead a team. Not everyone wants to stay in their current lane. And not every valuable contribution fits neatly into a traditional job architecture. 

At Caerus Strategy, we believe it’s time to reimagine what career progression looks like and make space for a “third path” that supports high impact without forcing people into roles they don’t want. 

Why the Old Model No Longer Works 

For many employees, career progression feels like a trade-off: 

• Lead people or stop progressing 

• Specialise deeper or lose visibility 

• Accept a title bump but take on responsibilities misaligned with your strengths 

This is especially common in high-growth companies, startups, and knowledge-based teams where cross-functional influence matters more than direct headcount. 

The result? 
Talented contributors feel stuck. Emerging leaders burn out. Promotions feel performative instead of earned. And organisations lose the people they most need to retain. 

What Is the “Third Path”? 

The third path is a career trajectory that allows individuals to grow in scope, visibility, impact, and compensation without having to become traditional people managers or narrow subject matter experts. 

This might look like: 

• Project leads or program owners who drive strategy and execution across functions 

• Internal consultants or coaches who support other teams through expertise or facilitation 

• Innovation leads or problem solvers who are trusted to explore new ideas, test hypotheses, and de-risk future bets 

• Culture carriers who actively shape ways of working, onboarding, or internal development 

These roles don’t rely on formal hierarchy. But they’re essential to business performance and should be recognised as such. 

Why This Matters for Retention and Engagement 

According to a 2024 LinkedIn Workforce Insights report, over 65% of employees say they would stay longer at a company that offers non-linear or flexible career growth. 

The third path also supports: 

• Diversity in leadership. Not everyone who adds strategic value wants or needs to manage others 

• Cross-functional collaboration. People in these roles often serve as the “glue” across silos 

• Sustainable performance. It reduces pressure to promote for retention’s sake, leading to better alignment and fit 

It’s not just about avoiding attrition. It’s about helping people see a future inside your company that matches who they actually are, not who they’re expected to become. 

What HR and People Leaders Can Do 

Enabling a third path isn’t about creating new ladders. It’s about expanding the frame. 

Here’s how you can start: 

• Audit your current frameworks. Where do roles plateau? Where are you forcing binary choices? 

• Capture high-impact, non-manager roles. Who already embodies this third path informally? What do they do, and how is it rewarded? 

• Update career conversations. Equip managers with language and examples that go beyond the typical “next step” thinking 

• Decouple progression from headcount. Create recognition, compensation, and development plans that don't rely solely on team size 

• Celebrate visible growth in non-traditional ways. Shout out wins tied to innovation, influence, and internal contribution, not just title changes 

Done well, this builds a culture where people don’t feel stuck and where your organisation stops leaking talent just because someone didn’t want to manage a team. 

How Caerus Strategy Can Help 

At Caerus Strategy, we help organisations reimagine performance, growth, and development in ways that reflect today’s work realities. Whether you’re designing internal career frameworks, rethinking your org structure, or updating talent conversations, we support you in: 

• Identifying the hidden career paths already working in your business 

• Designing progression models that reflect modern expectations 

• Supporting HR and leadership teams in embedding flexible growth options 

• Aligning recognition, development, and reward systems with real impact 

Because when people can see a future that fits them, they’re far more likely to stay and to lead in ways that matter. 

Not everyone wants to lead a team. But everyone wants to grow. The question is: have you built room for both?