Expert Insight for Young Professionals

Q: What has your career path been like?

LINDBERG: I’ve been fortunate in my career to do a lot of different things, which has helped me lead the service business and build our team. It’s always about the team.

I started my career as an engineer at a mill in Finland. The company I started my career with also operated paper mills, which allowed me to spend valuable time in their manufacturing operations. I really enjoyed being an engineer, resolving challenges and learning what it was like on the customer side. I liked the problem-solving aspect—especially the magic of the a-ha moment when you figure it out.

Then, I was a product manager, and I enjoyed being on-site with customers for the same reason. It was satisfying to help them identify what was going on with their machines and get operations running again.

What are some key ways for those new to the industry to learn its nuances?

Early-career professionals can look to seasoned colleagues and follow their lead when troubleshooting and overcoming challenges. By working closely with these colleagues, they can also experience the breakthroughs—those great times when understanding dawns on them and sinks in. By collecting these moments through working alongside and being coached by experienced, skilled workers, younger workers can gain on-the-job knowledge and build their own experience.

How can young professionals grow their careers?

It’s important to consider taking big chances to experience big growth. Personal and professional growth opportunities may mean life-changing decisions. For example, an early-career professional may see an opportunity that requires relocating their family to a new area or even a new country. I had four children when I moved to the US with my family. We came for three years, which turned to four years, and here we are 32 years later with six grandchildren. This kind of move, while daunting, represents a significant sacrifice that some individuals are willing to make. Companies like Valmet recognize this dedication and support their employees through these transitions while acknowledging the immense value that such experiences bring to the individual and the company alike. This approach not only enriches the employee’s life, but also enhances the diversity and global perspective within a company and can help foster a culture of appreciation and community.

What educational opportunities would you recommend to someone seeking a leadership role within a service organization?

The International Institute for Management Development (IMD) was very motivating to me and would be a good opportunity for early-career individuals. I went there for the first time in the mid-1990s, and I’ve been back several times since then for different types of quality workshops.

What are a few attributes that you consider when hiring talent?

Of course, everything starts with the resume and CV, but the key thing is interaction with the individual. How approachable are they? How comfortable are they when representing the company? What is their past track record of leading teams and demonstrating results? It’s also important that they understand the customers and financials of the organization. Still, many times I just go with a gut feeling.

How can the industry attract new talent and empower existing professionals?

It’s important that continuous professional development is embedded within the industry’s culture. Offering ongoing training and upskilling opportunities can ensure that the current workforce remains at the forefront of technological advancements and best practices. This not only aids in retaining talent, but also makes the industry more attractive to potential employees by demonstrating a commitment to employee growth and development.

This is an updated excerpt from the original article published in the Sep/Oct 2024 issue of TAPPI's Paper360° magazine.  To read the full article, please visit: Impact and Opportunity: Meeting the Needs of Young Professionals