Essential terminology and definitions for understanding the Career Topologies framework
Understanding these seven core concepts is essential for implementing the Career Topologies framework effectively.
These concepts form a shared vocabulary that enables clear communication about career development, progression expectations, and organizational structures. Each concept interconnects with others to create a comprehensive framework.
Structural model for career paths within an organization
A career topology defines the shape and structure of possible advancement paths. Common models include Y-shaped (IC/Manager bifurcation), W-shaped (tri-track with technical leadership), and Network (fluid lateral movement). The topology determines how individuals progress through different roles and specializations.
Position based on Impact and Autonomy dimensions
Career levels represent distinct stages of professional growth, typically ranging from junior (Level 1) to principal/executive (Level 6+). Each level is defined by increasing expectations for organizational impact and decision-making autonomy. Levels are topology-agnostic—the same leveling criteria apply across IC, management, and technical leadership tracks.
Competency dimension for evaluating growth
The six progression pillars (Delivery, Technical Domain, Collaboration, Autonomy, Initiative, Mentoring) are the core competency dimensions used to assess readiness for advancement. Each pillar has proficiency levels (1-5 scale) that map to career levels. Progression requires balanced growth across all pillars, not just technical depth.
Skill competence level on a specific pillar (1-5 scale)
Proficiency measures demonstrated competence within a specific progression pillar. The 1-5 scale ranges from "Aware" (basic understanding) to "Expert" (recognized authority). Proficiency is developed through deliberate practice, feedback, and real-world application—it is not innate or fixed.
Scope and significance of organizational contributions
Impact measures the breadth and depth of an individual's influence on organizational outcomes. It scales from individual task completion (Level 1) to company-wide strategic direction (Level 6+). Impact is demonstrated through shipped features, technical decisions, team influence, process improvements, and business results.
Degree of independence in decision-making
Autonomy reflects the level of independence and self-direction expected at each career level. It ranges from highly supervised execution (Level 1) to independent strategic decision-making (Level 6+). Higher autonomy requires sound judgment, risk assessment, and accountability for outcomes.
Skill breadth vs. depth profile
Professional shapes describe how an individual's skills are distributed across domains. I-shaped professionals have deep expertise in one area. T-shaped professionals combine depth in one domain with broad knowledge across others. Pi-shaped professionals have depth in multiple domains. Shapes evolve throughout a career.
These concepts form an interconnected system where understanding one helps illuminate the others:
Use these concepts to structure career conversations, performance reviews, and promotion decisions: