- Crystal's ATS story
- Different types of growth
- How to obtain growth
- How to ask for growth opportunities
Growth means different things to different people, especially in the workplace. Depending on who you speak with, growth might mean improving your skill set. Another person might think it means growing into higher positions of leadership within the company.
Clarifying all of these definitions is important when you’re thinking about your career growth within a company. While some people are comfortable clocking in and doing the same thing every day (which is totally fine), others have aspirations to develop new skills, try different positions within the company, and become a member of the leadership team.
If growth is what you’re looking for, this article is for you. We’ll help you understand different types of growth, how you can achieve them, and how to ask for growth opportunities within your company.
Crystal’s ATS Story
Crystal is a great example of the growth that happens at Anderson Trucking Service (ATS) every single day. She joined ATS in 2012 and in that time, she’s made big moves.
In 2012, she started as a regional carrier representative, which was a great role to introduce her to the business and learn the industry from the ground up. Crystal’s career began at the foundational level — immersed in the basics, eager to master her starting point. Before even thinking about the next step, she focused on becoming excellent in her role.
Becoming a top performer was important to Crystal, so she focused on her position until she had a hunger for growth and started asking, “What’s next?”
Her transition into sales came naturally as she built upon the skills she’d mastered. Success was not only about performance metrics but also about informal leadership. So, she reached benchmark numbers, but she also took an interest in being a formal leader and helping those around her.
From there, she took a major leap: management. This new phase meant her success was no longer her own; it depended on lifting others.
She credits mentors, ongoing learning, and a network of peers as critical components of her growth. Her journey reminds us that growth doesn’t always mean climbing higher—it can mean broadening your abilities or deepening your impact.
Different Types of Growth
When we talk about “growth” in the workplace, it’s easy to assume it means a promotion. But growth is multifaceted and deeply personal. Some people are at a point in their career where they go, “I've already managed people. It wasn't for me. I just want to be an individual contributor, but still learn and grow within my role.”
And that’s okay.
On the other side of the spectrum, there are people who have big dreams of working their way up to the top of the company.
Whichever type of growth you’re searching for is valid — it’s just a good idea to understand how to articulate the type of growth you’re seeking so you can share it with others.
Here are several ways growth can show up in the workplace:
- Vertical Growth: The traditional upward trajectory into leadership or management roles.
- Lateral Growth: Moving into a different role or department at the same level to broaden your perspective.
- Skill-Based Growth: Becoming an expert in your domain, learning new tools, or cross-training in other areas.
- Personal Growth: Developing leadership qualities, emotional intelligence, or project ownership.
- Staying and Excelling: Sometimes, the goal isn’t to climb — it’s to deepen. Excelling as an individual contributor and building out your skill set is valid and valuable.
How to Obtain Growth
Growth doesn’t happen by accident. It requires intent, tools, and people who can guide the way. Depending on the growth you’re looking for and the way you learn best, there are a ton of options designed to get you where you want to go.
Here are some proven strategies to grow employees:
1. Master Your Current Role
Becoming excellent in your current role gives you credibility and prepares you for the next step. Crystal’s story is a testament to this.
Focus on what you’re doing right now. How can you push it a step further to get even better at your job? Dive in deep and talk to your manager about how you can push the boundaries of your role to grow.
2. Leverage Mentorship
Find mentors for different facets of your life. Crystal calls this her “personal board of directors.” Whether it’s leadership, technical know-how, or emotional support, mentors matter. They’ll guide you and push you in unexpected ways. They’ll also hold you accountable in a way that differs from your management team.
While you’re at it, build a network of trusted peers. Peers are valuable sources of best practices and real-world insights. Build relationships inside and outside your company.
3. Embrace Informal Leadership
You don’t need a title to lead. Taking an informal leadership role and pouring into others is one of the best ways you can grow yourself. Looking for ways to grow others’ strengths and weaknesses will cause you to look inward and spot your own strengths and weaknesses.
Take initiative, help teammates, and share knowledge. These actions set you apart.
4. Create a Development Plan
If you want to achieve something or go somewhere in your role, you need a plan to get there. Here at ATS, and across many other companies, we use something called Individual Development Plans (IDPs) to guide employees looking to grow.
Together with your manager, you’ll set goals, identify skill gaps, and access training opportunities to help you reach those goals. The IDP is yours to own, so you can adapt it as you grow or your goals change.
It’s a great tool that allows you to meet regularly with your supervisor to make sure you’re where you want to be in the growth department.
5. Explore External and Internal Training Opportunities
For individuals who want to grow, we can’t stress enough the importance of taking advantage of training and learning opportunities.
Whether they’re offered internally or externally, sign up for every opportunity you can to grow. Growth can be accelerated with the right learning investments.
6. Be Open to Lateral Moves
Switching departments or roles may not feel like a promotion, but it can open doors to higher roles later. You’ll learn more about another side of the business. It’ll help pieces fall in place about the inner workings of the company. That will undoubtedly make you more valuable.
How to Ask for Growth Opportunities
Knowing how and when to advocate for your development is key. Follow these tips to ensure your conversation is right on time.
Don’t Rush the Conversation
It’s important not to jump the gun. You have to spend some time in your role before moving to the next step.
You don't want to start your first day going, “Okay, what's my next step?” You haven’t even given yourself an opportunity to learn what you're currently doing.
It’s good to show initiative and that you’re dedicated to the company, but abstain from asking to grow before you’ve even gotten a good foothold in your current role.
Show Mastery First
After proving yourself in your role, you can start the conversation about growing into a new role.
It typically takes at least a year to show mastery in a new position. A full year gives you a look at what happens with the business during different times of the year. You’ll see what happens during slow times and busy seasons and how you can adapt in your role to maintain success.
Have a Growth Conversation
When you feel like you’ve mastered your role and you’re ready to grow into a different role with more responsibility or simply grow your skills, pursue a conversation with your manager.
During an annual review or a one-on-one, ask the following:
- I feel like I’ve mastered this role. What are the next steps I could take?
- Are there opportunities for me to take on more responsibility?
- What does growth look like in this role?
- Are there any training opportunities I could pursue?
Be sure to state your goals, and be open to your manager’s suggestions.
Be Clear About Your Goals
Whether you want to lead, learn, or move laterally, knowing your goals helps you and your manager chart the right path.
It’s okay if your goals change or you decide that you don’t like the growth path you’re going down. Be open and honest with your manager when things change, and you can alter your plan accordingly.
Pursue Your Goals
Growth is layered: it’s mastering a craft, leading others, learning continuously, and knowing when to reach further. Whether you aspire to be a VP or simply the best version of your current self, growth is not a single ladder — it’s a web of opportunities.
Learn your role deeply, find your team of supporters and teachers, and don’t be afraid to ask, “What’s next for me?”
Here at ATS, as you can tell in Crystal’s story above, we’re dedicated to growing our people. Check out some of our open positions.
Here are the ways you can show your interviewer you’re a candidate with high growth potential.
