Beyond Industrialized Careers: Rethinking Work in an Age of Flux

July 7, 2025

Posted by Alexandra Lamb

“Get a good degree. Land a job. Climb the ladder. Retire well.”

For much of the 20th century, this formula defined what a “successful” career looked like. This was the age of the industrialized career—a predictable, linear progression through organisational hierarchies, designed to meet the needs of the industrial economy.

But in 2025, that model feels increasingly out of step with reality.

This post explores the origins of the industrialized career, what has changed, why it matters, and how coaching can help us navigate the uncharted terrain of modern work.

What is an Industrialized Career?

Coined as a conceptual critique of workforce structures born in the industrial era, industrialized careers refer to employment paths shaped by:

Standardisation and uniformity
Organisational loyalty and long-term tenure
Clear vertical progression (titles, pay grades, responsibilities)
A binary life split: education → work → retirement

This system was effective for an era dominated by manufacturing and bureaucracy, where stability was valued over agility, and conformity over creativity.

Key References:

Donald Super (1957): Introduced a “life-stage” model of careers (growth, exploration, establishment, maintenance, decline) that mirrored industrial ideals.
Peter Cappelli (1999): In The New Deal at Work, he described how employers began to abandon the long-term commitment model of careers.
Douglas T. Hall (1976, 2004): Argued for the protean career, where individuals—not organisations—take charge of their career development based on personal values and continuous learning.
Herminia Ibarra (2003): Emphasised identity work and reinvention in Working Identity, showing careers are shaped by experimentation, not just planning.

What’s Changed: The Death of Linear Progression

Today’s workforce faces radical disruption on multiple fronts:

Careers Are No Longer Linear

People are no longer staying in one company (or even one profession) for decades. Portfolio careers, side hustles, gig work, and sabbaticals are common. The average tenure is shrinking, especially among Gen Z and Millennials.

The Skills Half-Life Is Shrinking

Research by the World Economic Forum (2023) suggests that half of today’s skills will be obsolete in five years. This puts pressure on individuals to continuously upskill and adapt, rather than rely on accumulated seniority.

AI and Automation Are Reshaping Work

Roles are evolving faster than job descriptions can keep up. AI is automating tasks across industries, from legal research to creative writing. Careers now demand adaptability, not just technical expertise.

Globalisation and Flexibility

Remote work has made it possible to live in one country and work in another. Talent is now borderless. But this also means that competition, and opportunity, are more dispersed than ever.

Fragmented Work Identity

When people shift careers multiple times or hold hybrid roles (e.g. Product Manager + Designer), their professional identity becomes more fluid. This can be liberating—but also disorienting.

The Risks of Clinging to Industrial Models

Despite these changes, many people still judge themselves by outdated career standards:

"I should be further along by now."
"I made a mistake pivoting out of that field."
"I can’t explain my career story anymore."

These inner narratives are shaped by an industrialized worldview that sees deviation as failure. But today, career growth looks more like a jungle gym than a ladder.

The consequences of outdated thinking:

Career anxiety and burnout
Shame around “nonlinear” paths
Lack of career agency and confidence
Mismatched expectations between employees and employers

Coaching as a Bridge to the Future of Work

In this new era, career coaching is not a luxury—it’s a necessity.

Great coaches don’t offer cookie-cutter advice or prescriptive paths. They offer space, structure, and support for individuals to:

Reflect on values, strengths, and emerging aspirations
Experiment with new career identities
Navigate ambiguity with confidence and clarity
Develop the mindset and skills needed for continuous reinvention

Whether through 1:1 coaching, digital platforms, or internal career development programs, coaching helps people:

Tell a coherent story across diverse roles
Make informed decisions in the face of uncertainty
Build career capital (skills, networks, reputation) intentionally
Shift from reactive to proactive career management

ROI of Coaching

According to the International Coaching Federation (2023), 86% of companies that invested in coaching reported positive ROI, with increases in engagement, retention, and leadership readiness.

The Future Is Protean, Boundaryless, and Human

We are moving into a world of protean careers (Hall), boundaryless careers (Arthur & Rousseau, 1996), and self-authored vocations (Kegan, 1994). Careers are becoming more like living organisms—responsive, evolving, and deeply personal.

The winners in this new world won't be those who play by the old rules. They will be those who are willing to listen to themselves, learn constantly, and craft careers that are aligned with who they are—not just where the market is.

And that’s what coaching, at its best, enables.

Questions to Reflect On (or Coach Around):

What outdated career narratives are you still holding onto?
If you could design your career from scratch, what would it look like?
Where are you surviving in your career vs. thriving?
What’s one bold experiment you could try this year?

Final Thought

We don’t need more career ladders. We need more career compasses. And coaching is one of the best tools we have to help people find—and follow—theirs.