Using the metaphor of climbing Mount Career, I invited delegates at the World Association of Zoos and Aquariums (WAZA) Mid-Year Meeting 2026 to consider that quality career advancement should be a planned event that is strategic, intentional, and characterised by a mindset of continuous improvement. 

In my keynote address, “Destination Preferred Future: Our Climb from the Summit to the Peak,” I leveraged the power of metaphor to unite WAZA conference participants as a mission-oriented expedition team exploring the opportunity to reach the peak of career achievement rather than simply the summit of status quo achievement. Throughout the session, I infused elements of futures planning, scenario planning, and trend analysis to expand thinking beyond traditional horizons towards a state of abundant possibilities. The combination of these three elements helped create an enlarged vision for individuals, teams, and organisations, demonstrating that achieving exponential success is within our grasp. 

Throughout the session, I roleplayed as a climbing guide and coach, empowered by this expedition team to fulfil my personal mission statement: “To serve the greatest leadership talent created in the world.” In doing so, I sought to elevate the value of every conference participant through my commitment to serve, encourage self-awareness by highlighting the importance of developing a personal mission statement, and reinforce the understanding that monumental success is never achieved through lone efforts. Extraordinary success is achieved by teams. 

I began by setting the stage for reaching the peak of career success through a brief exploration of today’s career environment. We examined how leaders are increasingly moving into the C-suite from non-traditional backgrounds, why career progression should be viewed as an ongoing pursuit, and how accepting just any opportunity creates a career by chance rather than by design. We also acknowledged that navigating today’s career terrain is not easy, and that optimal career success is best secured through a strategic career alliance. 

Building on the realisation that the standard of career success has moved beyond simply reaching the summit, our expedition team embarked on a collective vision focused on planning a successful journey to the peak of career achievement. Together, we explored the shifting terrain of leadership from traditional to transformational, examined succession and career ladder trends, discussed the importance of selecting the right climbing and support team, reviewed the tools that can aid our progression, and reinforced the idea that continuous improvement ultimately exceeds goal attainment. 

As part of our preparation, we scanned the environmental forecast by examining the changing winds of leadership, from traditional to transformational approaches, alongside the trends shaping succession planning and career laddering. Traditional leadership, characterised by its top-down approach, strict hierarchy, centralised decision-making, role-based structure, and focus on efficiency and control, has undoubtedly served organisations well. However, I suggested that while traditional leadership is not inherently bad, it may no longer be the most effective approach for individuals, teams, or organisations seeking a sustainable and preferred future. 

We contrasted this with transformational leadership, which is characterised by idealised influence, where leaders model the behaviours that foster a successful organisational culture; inspirational motivation, which instils optimism throughout the organisation; intellectual stimulation, which values productive contributions from all members; and individualised consideration, which embraces inclusiveness across the entire organisation. Overall, I hoped participants would gain the insight that transformational leadership creates the conditions for organisational growth while recognising the value of a diverse talent pool progressing into executive and senior leadership positions. 

Our review of leadership evolution represented one aspect of the weather conditions our expedition would encounter on its climb towards the peak. Succession planning and career ladder trends completed the forecast. We recognised that succession planning has evolved from an annual exercise or periodic strategic planning activity into a continuous process that extends beyond the C-suite to encompass the entire organisation. We also explored the growing value of transparency and communication throughout this process. 

Our climb through recent career ladder trends revealed that the traditional linear pathway from entry-level to mid-level to senior leadership has become increasingly uncommon. Skills-based hiring, supported by certifications and specialised educational programmes, is becoming the dominant model. Artificial Intelligence (AI) knowledge is now an important companion to career advancement. Flexible and portfolio careers, where a primary role is complemented by secondary opportunities that broaden skills and experience, are increasingly popular. Cultural fit and leadership quality now often outweigh compensation alone. Skilled trades are gaining renewed prestige, and perhaps most importantly, continuous learning has become a core competency that defines lifelong career development. 

Our expedition continued by focusing on selecting the right climbing team. I encouraged participants to recognise that their partner or family represents the foundation of their support network. Mentors provide insight into experiences we have yet to encounter. They may be internal or external, cross-functional, older or younger. A key consideration when selecting mentors is identifying who possesses the expertise we most need to acquire. 

Certified coaches also play a unique role because they have a vested interest in our success without a hidden agenda. Their focus remains on helping individuals, teams, and organisations achieve their potential. Learning and Training Officers can identify development opportunities that either strengthen current performance or prepare us for future roles within or beyond our organisations. Leadership and management relationships can empower career progression through the same people who believed in us enough to hire us in the first place. Finally, colleagues with shared interests remind us of the strength that comes through affiliation and common purpose. 

We also considered the importance of packing the right tools for the climb. I encouraged participants to develop a personal mission statement, which serves as a compass that keeps us focused on our direction. Emotional Intelligence assessments help us better understand and manage both our own emotions and those of others as we continue to evolve throughout our careers. Choice selection methodology provides a series of simple questions that help us evaluate important life and career decisions. 

Organisational culture assessments allow us to compare an organisation’s existing culture with its preferred future culture. I also referenced the value of a 90-Day Strategic Advancement Plan and STEEP analysis. Finally, I highlighted reflection as perhaps the most universal tool of all, one that can be applied at any stage of our journey. 

As our expedition approached its conclusion, we explored several practical self-development strategies that support a successful climb. I reminded participants that we interview for our next job every single day through the way we show up, engage, and collaborate. Envisioning our next level of responsibility should always be a proactive pursuit. Reviewing job opportunities, identifying skill gaps, and intentionally closing those gaps should become ongoing habits. 

Activating our mentor network provides access to invaluable knowledge and insight regarding future opportunities. And just as every successful expedition begins with careful planning, it should also conclude with preparing a thoughtful 90-day onboarding plan. This proven approach helps establish early wins, which in turn lead to successful performance. 

Successful performance is, ultimately, one of the clearest indicators that we have reached our peak.