The Dingge Awards 2022 鼎革奖 is open for enrolment! It is the 5th year that Tsinghua University #清華大學, #哈佛商业评论中文版 Harvard Business Review China and SAP China are co-hosting these awards. It aims to recognize the outstanding mainland and Hong Kong enterprises that excel in digital transformation. This year’s main theme is “Discover Intelligent and Sustainable Chinese Enterprises 发現新型中国企业”. I am so grateful and honored to be one of the jury members to represent Hong Kong for this award in the consecutive 2nd year. Here is an introductory video for this year’s Dingge Awards https://lnkd.in/dSZ8bfS7. If you are currently expanding your enterprise into mainland China or planning to do so, the awards offer you golden opportunities to collaborate with top brands, leverage privileged media coverage to boost your brand image, and promote your success stories in Tsinghua and Harvard Business Review. I encourage enterprises from Hong Kong to showcase your digital transformation and innovation in this competition. More importantly, you can learn from other leading enterprises and build valuable networks through participating this award. For more information and enrollment for the 5th Dingge Awards, please visit: https://sap.to/6042zVGUM. Appreciate SAP Hong Kong team Sandy Yu, Helen Lam, Suki Chan and their teammates from the mainland to bring this impactful award to Hong Kong. See you all there! #DigitalTransformation #DinggeAwards #鼎革奖 #HBR #HarvardBusinessReview #TsingHuaUniversity #SAP #SAPHK
Thanks to Joe Wan, CEO of #Tricor, for his experience sharing on talents cultivation in the digital era. Also, appreciate Teddy Liu for delivering the workshop on Leadership and Workforce Transformation in the Digital Era Programme. It was a part of our Digital Leadership Series for Executives initiated and designed by me and a number of industry experts and professors for #CUHK.
https://lnkd.in/gZBZmjp
Here are a few key takeaways from Joe’s sharing.
1. How important is “#WHY” and “#PURPOSE“.
We have to help our colleagues know why he or she is here and how important and relevant their contribution is to the company and themselves. If that alignment works well, people will not just stay but also do their best in their jobs.
2. Listen to all levels of employees
Willing to listen to different levels of staff and answer all kinds of questions directly from staff from levels down will earn trust and pick up ideas that senior management can never think of.
3. Transform every employee to be a #startup
Encouraging #intrapreneurship and innovation from the bottom also encourage talents to join you and stay and grow with the company. Joe has supported their teammates to open a cafe which is now in their building and other places.
4. Take exit interview seriously
Not only finding out more about why a colleague leaves, but also offering staff, who are leaving, a final chance to stay. Joe said in the Exit Interview, “If you stay, I can waive the advanced notice for your next resignation if any.” That sincerity is really building another level of trust even the staff finally left. Alumni groups can be very powerful these days as ecosystem collaboration is the key to success in the digital era.
5. Respect each other
Joe asked and enforced every manager to treat their staff with respect. For instance, it is fine for a manager to shout at their staff but never one stands up and the other sits down. A simple gesture means a lot.
All these tips applied well in particular to the young generation. I learned a lot from Joe and Teddy. To thank Joe, I also shared a copy of my book #數碼力大提升 to him.
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