Many organizations articulate how important specialists are to the organization. Yet, only some organizations have supporting architecture and structured development programs for specialists – at least not beyond a title structure for specialists and purely technical training.
Built on the same principles and philosophy that made The Leadership Pipeline a global classic, The Specialist Pipeline provides a model for organizing the development and careers of your critical population.
At this meeting we take a close look at the reasoning behind, and the tools provided by The Specialist Pipeline. We look into how to create an enduring specialist architecture that enables the entire organization to work with, and consistently talk about, people matters. We also look into how we can set common standards for performance, potential, and development, differentiated by different levels of specialists. The goal is to support the development of specialists in the organization and enable conscious and business-linked decisions about everything from job transition to performance.
We will focus on the following:
- How the Specialist Pipeline concept was developed
- How to design your own Specialist Pipeline?
- What are the benefits to the organization, the leaders of specialists and the specialist themselves?
Kent Jonasen, co-founder and global CEO of Leadership Pipeline Institute.
Kent is the author of the book Specialist Pipeline published by Forbes Magazine on 28 February 2023. Before co-founding LPI with Stephen Drotter in 2008, Kent spent twelve years in Human Resources in A.P. Moller – Maersk as Regional HR Director and, latest, as Deputy Head of Group Human Resources from 2003 to 2008. He was responsible for talent management, leadership development, executive development, and strategic talent acquisition in this role. In A.P. Moller – Maersk Kent led the implementation of a companywide integrated leadership development initiative based on the Leadership Pipeline concept to impact more than 10,000 leaders in more than 100 countries. The project secured reliable executive succession plans and a 90% hit ratio on talents in the executive talent pool. Over the past ten years, Kent has implemented the Leadership Pipeline and the Specialist Pipeline concept in more than 50 large international organizations.
Louise Kondrup, HR Business Partner, Novo Nordisk
Louise has 15 years’ experience as an HR professional working with many aspects of the employee value change such as Learning & Development, Recruitment, Employer Branding & HR Partnering. For the last year Louise has been working as Head of P&O in Supply Chain and Finance, PSQIT (Product Supply, Quality & IT) at Novo Nordisk, where she among other tasks has been responsible for creating a strategic direction for sustaining and developing specialists.
Sofia Brinkeborn, Head of Group Learning Portfolio, Functional and Capability Lead for Leadership at Nordea.
Sofia has more than 20 years’ experience from the financial sector, primarily focusing on business-, strategy- and leadership development. Today Sofia’s main role is to support the building of Nordea’s Group Leadership and Leadership Learning landscape. She is heading up the Learning Portfolio team, focusing on enabling high quality development and design in all capability areas supported by Nordea Group Learning.