For most of my career, one organization after another has gone to extremes to "flatten out" the organization. Layer after layer of leadership was stripped away. In theory, this speeded up the decision process. This was meant to take some of the old bureaucracy out of procedures and streamline processes. Middle manager after middle manager found their careers ended. Years of organizational memory dissolved. Barriers came down, but so did opportunities. What once presented ample opportunities for advancement for many slowly became rare perches for a precious, carefully selected few. Did we go too far? Is it possible that we have an impression that people care less about career development because there is LESS career development to be had? Should we re-layer our organizations? People are looking for opportunities to rise -- where will they find them? -- doug smith