But today’s careers don’t always look like ladders. They look more like quilts.

A career quilt is built from different experiences stitched together over time. Some squares are intentional — choices you decide to make to reshape your career. Others come from detours, pivots, or opportunities you didn’t plan for — from a layoff to unexpected life shifts. What matters isn’t whether the path is linear, but whether the pieces fit together in a way that shows who you are, what you want, and where you create value.

This mindset shift isn’t just a matter of wording. It reflects how growth actually happens today.

Growth doesn’t always mean up

Ladders assume progress only moves in one direction. Quilts recognize that growth can come from moving sideways, changing industries, or taking on roles that don’t look like the obvious next step.

Changing careers isn’t starting over, and trying something new doesn’t automatically mean a step back. These moves often expand perspective and judgment in ways a straight climb can’t. Professionals who’ve navigated different environments tend to see problems more clearly, communicate across functions more effectively, and bring context that others lack.

In a world where workplaces and roles are constantly evolving, adaptability and range aren’t a risk. They’re a competitive advantage.

Why this matters now

Today’s workforce is entering organizations with very different expectations and experiences, particularly Gen Z. Even early-career employees have navigated layoffs, a pandemic, industry disruption and rapid changes to what “stability” at work looks like. For many, the idea of patiently climbing a single ladder simply doesn’t reflect reality. They’re building quilts already — and leaders can either recognize that or ignore it at their own risk.

For leaders, this shows up on both sides of the talent equation. When hiring, you may see resumes that don’t look familiar. That doesn’t signal a lack of ambition or commitment. It often means skills were built in a different sequence. And when it comes to retention and career growth, the hesitation to leave is no longer what it once was. People are willing to try new things and even move. Leaders who recognize, support, and talk openly about quilted careers don’t just attract strong talent. They keep it. Which raises an important next question: how do people with quilted careers clearly communicate the value they bring?

The hidden skill of making sense of your own story

One challenge of a quilted career is explaining it. Just as people expect careers to follow a neat upward ladder, they also expect a quick, tidy elevator pitch. People with non-linear paths often worry about how their experience and qualifications will be perceived by hiring managers, investors, or senior leaders. This is where intentional framing matters.

Rather than walking through roles chronologically, strong career storytellers connect the dots. They emphasize the skills they’ve developed and the value those skills create today. Experience in sales becomes “fluency in influence and negotiation.” Time spent managing people becomes “pattern recognition around performance and motivation.” A move into a new field becomes evidence of “learning agility and self-awareness.”

The real question isn’t whether the path looks familiar. It’s whether it makes sense and what unique value it creates.

Four filters that guide smart career quilting

When deciding which square to add next, the most successful professionals pause before “stitching in” a new experience. They consider four questions, inspired by the Japanese concept of Ikigai:

• What am I genuinely interested in?
  Real growth requires curiosity. If the motivation is boredom, obligation, or burnout, the square won’t last.

• What am I good at, or capable of becoming good at?
  Stretching yourself is healthy. Feeling like you’re always fighting uphill with no progress isn’t. Growth happens when effort actually turns into momentum.

• What do people actually need?
  The strongest careers are built around solving real problems. Focus on work people actually need, not whatever’s trending this year.

• What will people pay for?
  This is the grounding question. Value isn’t just personal, it’s market-based. If people are willing to pay for it, it’s more likely to go somewhere. That means talking with the people who actually decide how money gets spent.

Beyond the questions you ask yourself, there’s one more to consider: how will this move be understood by the people who can give you opportunities? Getting opportunities requires people willing to say yes. Explain your quilt in a way that builds confidence and shows intention.

The future belongs to flexible builders

Organizations today are increasingly led by people whose careers would once have been labeled “non-traditional.” They’ve moved across industries, functions, and roles. They bring range, not just depth. And they know how to turn experience into judgment.

Career quilts are built through choices. Some squares are added intentionally, while others are created because circumstances demand it. The work is deciding what to pursue, what not to take on, and how to make each new square fit with the ones that came before. Done thoughtfully, those choices create a career that can keep adapting as the world and life itself change.

For leaders, this means rethinking how growth is defined, recognized and rewarded. The question is no longer whether a career followed the “right” path, but whether the experiences have built judgment, perspective, and the ability to solve today’s — and tomorrow’s — problems. Leaders who make room for quilted careers don’t just reflect the modern workforce. They help shape it. 

The ladder was built for a different era. The quilt is built for this one.

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.