Welcoming the New with an Open Heart

In today's anxious and hyper-competitive market environment, leaders may find that, besides calm thinkers and courageous warriors, creative dreamers and warm-hearted humanitarians are equally precious. They bring psychological security to the team and create a fertile ground for innovation and collaboration.

To find a breakthrough, female leaders need not only to explore the world horizontally and grasp the latest market dynamics and industry trends, but also to take care of themselves vertically and deeply tap their inner potential and strength, becoming the backbone of driving social progress and corporate development.

Victory Lies in the Heart: A Special Event for Female CHROs

Everyone's heart houses four major leadership archetypes: the dreamer, the thinker, the humanitarian, and the warrior. On March 6th, CDP Group and Egon Zehnder jointly held a customized exchange event for female Chief Human Resource Officers (CHROs). Through the BIG FOUR test, the participating female CHROs gained insights into these four roles, broke free from fixed thinking patterns, and better understood themselves and how to rally others.

Dreamer

Creative Dreamer: Igniting Team Potential

In an anxious and hyper-competitive market environment, these qualities are far from enough. At this point, creative dreamers become particularly important. They serve as beacons in the team, guiding the team with their keen intuition and forward-thinking mindset. They are adept at capturing subtle changes in the market and converting them into new opportunities for team development. The presence of dreamers not only ignites the team's potential but also brings boundless creativity and vitality to the team.

Thinker

Calm Thinker: The Light of Wisdom for Foreseeing the Future

Calm thinkers excel at using logic and facts like precise navigators, accurately analyzing problems and anticipating future trends. This ability is particularly crucial in the VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) era, enabling them to quickly identify opportunities and risks and formulate forward-looking strategic decisions. With the light of wisdom, thinkers guide the team in the right direction and are indispensable core forces in leading the team.

Warrior

Courageous Warrior: The Power of Action to Move Forward

In the VUCA era, the power of warriors' actions is crucial for ensuring strategy implementation and goal achievement. They complement calm thinkers, demonstrating strong execution and decisiveness at critical moments with firm stances, fearless courage, and decisive styles. They lead the team to forge ahead in the fierce market competition, driving the team's breakthroughs and development.

Humanitarian

Warm Humanitarian: Creating Psychological Security in the Team

Warm humanitarians are an indispensable part of female leadership. They excel at emotional communication and listening to team members' voices, providing them with timely care and support. Under the care of humanitarians, team members feel the warmth and strength from the team, enhancing team cohesion and centripetal force. They create fertile soil for innovation and collaboration, enabling the team to face challenges more calmly.

A Dual Feast for the Palate and Mind

In the midst of busyness and competition, take a step back, relax your body and mind, engage in intellectual exchanges with peers, and work together to ride the waves and win in the changing world with strength derived from the heart.

Roundtable Topic 1: How HR Can Embrace AI to Boost Efficiency

• Domestic AI tools may be restricted in foreign companies, and some cannot be used in American companies. It is necessary to explore better ways to use AI while ensuring better customer service.• AI has a long way to go from research and development to practical application. HR work involves more emotions, so there is no need to panic about AI replacement. AI has certain applications in interviews, assessments, and training, but overall maturity still needs time, and applicability varies by industry.• AI is not just a technology but a wave driving change management. By integrating the concept of "embracing new technologies" into the corporate vision and leadership behavior, companies provide basic AI courses for management and employees to establish initial awareness. They create AI pilot projects, such as applying AI in goal setting and legal contract reviews, to improve work efficiency.• Employees need to understand how AI solves problems and be willing to use it after seeing its value. Starting with assistant positions, they are required to use AI skills such as report generation and video editing; internal sharing sessions stimulate employees' interest in AI; action learning is conducted, such as allowing HRBPs to review contracts with AI.• Facing data sensitivity and cost issues, one can start with procedural content, establish a knowledge base, and gradually improve it. The group has deployed AI to interact with frontline employees, providing emotional value, but the formation of employee habits requires training and guidance.• Companies must have their own basic ERP and process design, with AI accelerating specific areas, such as data processing. AI cannot solve issues such as enterprise standardization and model innovation.• The biggest advantage of AI is its thinking and judgment capabilities. Currently, HR mainly uses AI in shared services, such as call centers.• Standardized training is a good scenario for AI application, which can save energy and increase efficiency. AI processes vast amounts of customer market data, adapts to the market environment of second- and third-tier cities, reduces costs, and meets the demand for short, concise, and effective tweets.Note: Content extracted from refined viewpoints of the roundtable discussion at the dinner.

Roundtable Topic 2:The Key Role and Value of HR in Capital Market Changes

• When capital is involved, the method of assessing a company's core value is crucial, especially the value of its people. During due diligence, HR has the opportunity to create value through professional assessments, helping the company gain an advantage in valuation. The professionalism of the acquirer also influences the value of HR, with HR's role becoming more prominent if the acquirer is unfamiliar with the business.• During mergers and acquisitions, it is crucial for employees to believe in a better future for the company and to stay committed to moving forward together. Psychological security is key to maintaining team stability.• In cross-cultural mergers and acquisitions, such as Pepsi's acquisition by Tingyi, cultural transition is crucial. Transitioning in various ways to maintain the original brand advantage, and management during the transition period is critical for successful integration.• Cultural inclusivity is extremely important in mergers and acquisitions. Some investors focus more on performance monitoring and lack patience and interest in cultural integration, posing challenges for HR in mergers and acquisitions.• HR is crucial as an effective bridge in capital operations, playing a significant role in introducing capital, spinning off businesses, or localization. HR needs to skillfully manage complex relationships, help the CEO respond to investor requirements, prepare in advance, and coordinate relationships between the global, investor, and local sides.• In private enterprises, HR faces a very different environment from foreign enterprises, with rapidly changing markets and capital valuing profitability and HR's blood-making function more. Although HR can play a significant role, obtaining support from the boss is key under survival pressure. Surviving and earning money are realistic issues.• Many HR professionals step down to focus on post-investment integration work, enhancing their value by building a bilateral culture. In mergers and acquisitions, HR needs to first improve their capabilities to better face integration challenges.• In some acquisition cases, although there is an equity relationship, operations remain independent, with information and talent not shared. Investors mainly provide resource support on insensitive issues. This model has special requirements for HR's strategies and actions.Note: Content extracted from refined viewpoints of the roundtable discussion at the dinner.

Wonderful Day

Warm Feedback

The "Exploring Female Leadership for a Globalized Future 2025" event jointly organized by Egon Zehnder and CDP Group created an in-depth exploration journey of female leadership. It not only provided a platform for female leaders to showcase themselves, exchange ideas, and learn but also injected new impetus into their growth and development. We believe that in the future, these outstanding female leaders will continue to shine, lead change and innovation, and contribute to the prosperous development of the world.

Special Thanks:Elite female executives from global 500 companies and local leading brands such as Swellfun, MicroPort®, JLL, PMI Group, Huntsman, Jollibee, Nike, ASML, Starbucks, Siemens, Sephora, Home Inn Hotel Group, Miu Miu, Continental Group, Huazhu Group, and Tapestry.

Organizer Information

CDP Group, as a leading human capital management technology company in China, has won widespread praise over the years for its excellent service and innovation capabilities.

Egon Zehnder, as a top global executive search and leadership consulting firm since its establishment in 1964, has been dedicated to discovering leadership talent and opening doors to transformation.

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