BEIJING, May 26, 2019 /PRNewswire/ -- Lu Junqing, Chairman of the
Board of Directors of ToJoy Shared Group, a leading global O2O
business platform, shares his experience of how
he managed to attract global talents, especially the top
echelon of leading personnel in the world. Here are his experience
and thoughts.
What should a foreign senior manager do to give full play to
his/her capability in China?
On December 28, 2018, Marcello Lippi was seen wandering alone with a
sad look on the football court. That was the last match for the
Chinese football team led by him in the Asian Cup. Consequently,
his team was defeated by the Iraqi team and was knocked out in the
group stage. Lippi said nothing but
"I have to resign as the leading coach of the Chinese national
football team" and left, keeping
himself ever further away from the limelight.
This is merely a piece of news about a sport event, but it has
caused severe trauma to the sports
industry. Meanwhile, it has set those in other realms thinking
about this question – "Why is it that even international talents
fail to vitalize their undertakings?"
In recent years, China has
enjoyed a great economic growth and enhanced its global influence,
and many Chinese enterprises have developed rapidly across the
world. Against such a backdrop, an increasing number of foreign
talents have tried their luck in Chinese enterprises. Nevertheless,
most of them failed to adapt themselves to the local workplace and
retreated with sorrow, just as Lippi.
It seems that international talents would never be able to
become accustomed to Chinese enterprises while Chinese companies
would never succeed in absorbing global talents.
A private entrepreneur in Guangzhou used to share such an anecdote, "In
an office meeting, an American sat beside me. Of the five
department managers, one was from South
Korea; one, Switzerland… Of course, most of the colleagues
were Chinese. As they began to talk, the interpreter became
overwhelmingly busy."
In face of the language and cultural barriers, managers
sometimes find themselves helpless. Due to different cultural
backgrounds, some local employees find it hard to get used to the
management of foreign senior managers within a short time.
For instance, an enterprise in Zhejiang Province hired a senior manager from
Germany. On Saturdays, he chaired
a regular meeting on work quality.
But he found that if the general manager was absent, all the
problems would remain unsolved.
"Foreign senior managers have rich work experience, but they
know little about the reality of Mainland China. As a result, their
experience may not be absorbed by Chinese enterprises within a
short time." According to some insiders, "Cultural shock may be a
serious problem for foreign senior managers who work in
China. Even the experts from
Germany and Japan, both of which excel in management,
would find significant difference between them. Therefore, foreign
senior managers are not necessarily good at leading local
employees, and the biggest obstacle in the introduction of foreign
senior managers is the differences between local and foreign
cultures."
Collaborate with international talents to spread business
around the world
Most enterprises would employ international talents during the
stage of transformation and improvement. In this stage, the management system is the hardware that
would ensure the success of an enterprise's strategic
transformation, while human resource serves as the software.
Nowadays, Chinese enterprises are eager for high-end
innovation-oriented talents, but many talents don't have the
ability to support the enterprises' transformation and improvement.
The root cause lies in the gap between the demand for talents and
the inadequacy of competent employees in the reform of enterprises.
As a result, they are in a predicament in terms of recruitment.
In other words, only an international management system can
match global talents. Just as the migration of animals, the
migrants must adapt to local ecosystems, or they would cause damage
to each other and degrade together.
In the past six months, a Chinese private enterprise has set a
good model for us to solve this problem.
Jose Maria Figueres, the former
president of Costa Rica; Boris
Tadic, the former president of Serbia; Yves Leterme, the former prime minister of
Belgium; and Ge Jun,
the former Global Vice President of Apple Inc. are leading figures
in politics and business in the world. Their names are on the
membership list of ToJoy Shared Holding Group.
All of them have become a part of ToJoy, undertaking tasks and
shouldering responsibility. Like other employees, they make joint
efforts to implement ToJoy's strategy of globalization.
Expanding on Lu Junqing's experience in
attracting global talents.
First, Ge Jun is an
outstanding Chinese youth of the new generation among the four
leading figures mentioned above, while the other three used to be a
political leader and their countries keep a close relationship with
China. According to Lu, the
partnership between countries is the basis of the cooperation in
economy, culture and other fields. During their terms of office,
they all played a vital role in accelerating the economic and
cultural development of China and
their motherlands. They befriend
Chinese people, dress themselves in traditional Chinese
clothing, show passion for the Chinese culture, and recognize and
emphasize the current
trends
Second, they have abundant political experience and great
business wisdom. With the experience they accumulated and the
horizon they developed in their national governance, they have
become more capable of predicting the global economic
landscape.
Third, they speak highly of the unique business model of ToJoy,
the special business value of ToJoy's Unicorn Incubator as well as
the culture and values of ToJoy. Besides, they hope to start
business, share resources and achieve win-win results with it.
Keen on the innovative
economy, Ge Jun experienced the two
influential emerging eras represented by Intel and Apple
respectively. Each choice he makes sends the signal of the trend in
the next era. Therefore, he was determined to create a promising
future brought by unicorn
enterprises and sharing economy.
To better understand it, it is necessary to mention the
low-profile layout of ToJoy in the past three decades.
Established in 1991, ToJoy is a super global O2O business
platform which is committed to incubating and accelerating the
unicorn enterprises. It possesses over 100 wholly-owned companies
and holding corporations, more than 7,000 employees and over 700
professional investment talents and senior management talents in 38
cities in the world. To date, it has accelerated more than 40
unicorn and semi-unicorn enterprises and is able to accelerate 300
unicorn enterprises every year.
ToJoy aims to become a professional unicorn enterprise
accelerator. With the mission of "happiness runs on enterprises
acceleration", it helps global entrepreneurs develop through
collaboration and share the value of "developing from a small
enterprise into a big one". In the past three years, ToJoy has
accelerate over 40 unicorn and semi-unicorn enterprises, including
Sousoushenbian, Handbond, Zhongshanghuimin and Fkgou. In addition,
it has provided a sharing service platform for over 100,000
enterprises and created many jobs and entrepreneurial opportunities
and much local tax income.
On November 20, 2018, the American
branch of ToJoy Shared Group was put into operation in New York. This indicates that ToJoy has gone
global as a unicorn enterprise accelerator with a development
strategy and layout for its globalization and that it will lead
more Chinese enterprises towards the international community with
the Belt and Road Initiative. By far, the overseas business of
ToJoy has covered such countries and regions as the US,
Europe, Latin America and the ASEAN. Head offices have
been established in Vienna,
Paris, New York, Hong
Kong and other international metropolises. It is now
preparing for spreading its business to Japan, South
Korea and India.
Through its innovative economy, ToJoy has achieved consistency
between the elite's view on life and the world and the enterprise's
sense of mission, so that both the elite and the enterprise will
share the same goal and value each other to attain remarkable
accomplishments.
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SOURCE ToJoy Shared Holding Group Co.,Ltd.