As the leader of a company that manages complex logistics and distribution systems, how do you develop a culture in which employee competence, reputation, and visibility go hand in hand at Nelt?
I believe that employee competence, reputation, and visibility should grow together. We build competence through continuous learning, knowledge sharing, and clear standards of professionalism. Reputation is built through consistency, accountability, and the way we deliver results as a team to partners and the market. We encourage employee visibility by recognizing their successes, giving them space to share their experiences, and actively participating in professional communities. It is important for people to know that their contribution is not only internal, but also has value beyond. As leaders, it is up to us to create an environment in which expertise is seen, recognized, and developed. In this way, we build both a strong organizational culture and the trust that the company has in the market.
During the Leader Roots session, the question was raised about how professional identity is created today before the first meeting, often through a digital footprint. How important is it for leaders today to understand how others see them online?
It is extremely important for leaders today to understand what their professional identity looks like beyond face-to-face encounters, as the first impression is increasingly formed through the digital footprint. The way we communicate online – through professional networks, posts or comments – is becoming an extension of our leadership and the values we represent. People today often get to know a leader through their reputation before they meet them in person. That is why it is important to be aware of the messages we send, but also the authenticity we build in the digital space. When this digital identity is aligned with the actual way of leading and the values we live in the company, then it becomes a powerful tool for building trust. Ultimately, visibility is not a goal in itself, but an opportunity to contribute to the wider business environment through professional integrity and knowledge.
Many participants pointed out that for the first time they thought more seriously about what their LinkedIn profile looks like from the perspective of others. Can digital visibility also affect career development within the company itself, and not only in the labor market?
Digital visibility today can also have a significant impact on career development within the company itself, and not only in the labor market. When employees clearly communicate their knowledge, projects and professional interests, they become more visible within the organization. This often opens up space for new responsibilities, involvement in important projects or cross-sectoral cooperation. At the same time, a digital footprint can further confirm the expertise and credibility that a person is already building through their work. It is important, however, that this visibility be authentic and based on real results and contributions to the team. When this is the case, it becomes a natural extension of professional development. In this sense, a digital presence can be a useful tool that helps to recognize and develop the potential of employees within the organization itself.
Some of the participants opened an interesting dilemma: is LinkedIn today the main tool for professional visibility or should leaders already be thinking about more advanced ways of building reputation and influence?
LinkedIn is certainly one of the main tools for professional visibility today and an important platform for presenting knowledge, experience and professional values. However, it is increasingly important for leaders to think beyond the platform itself. Reputation and influence are built through the quality of work, the way they make decisions, their relationship with people and their contribution to the professional community. Digital channels like LinkedIn can help make this contribution more visible, but they are only one part of the bigger picture. Participation in professional discussions, conferences, mentoring, or knowledge sharing often has an equally powerful effect on building professional credibility. That’s why it’s important to view LinkedIn as a tool that supports reputation, not its sole foundation. The most important thing is that what a leader presents online is an authentic reflection of their actual professional work.
Finally, what advice would you give to young managers who want to develop their careers: how to find a balance between real expertise and the ability to clearly present that expertise to others?
I would advise young managers, first and foremost, to always focus on building real expertise – through experience, results, and continuous learning. A lasting reputation always starts with knowledge and responsibility for the work we do. However, it is equally important to learn how to clearly present that knowledge and experience to others. Sharing professional insights, projects, or lessons learned through work can be a valuable way to contribute to the wider professional environment. The key is authenticity – not saying more than we actually stand by our work. When expertise and the way we communicate it are in balance, then professional identity becomes credible and recognizable. It is this balance that often opens up new opportunities for career growth and development.
