But the entire notion rests on a Utopian base: that the employer can recognize the difference. Most cannot and do not even care.
I have seen some successful companies actually have similar strategies in their people development policies.
They have strategies to develop people with breadth of experience that would make them good for certain roles like project leaders. They also have strategies to develop people with depth of experience that would make them good for other roles like functional excellence leaders.
Its just I don't think they formulate based on the phrase 'points of information' but simply call it experience or exposure.
I agree that many employers/managers don't care. But there are good managers and bad managers, there are companies with great people development policies and ones with the bad policies. So have hope. :)
Not trying to justify, but its just my process of refining, if I can't explain, then I have to work on it.