AMA successfully held the Forum "Think • Share — From Training to Organizational Development" between May 29th to 31st, 2013 sequentially in Shanghai, Guangzhou, Beijing. Nearly 1,200 participants, mainly including training and development managers, human resources managers and middle and senior managers from different companies, attended the forum.

From training to organizational development, there are numerous learning methods which are introduced and developed all the time, but which can really help the individual development and the organizational learning? Mr. Peter Kao, President of AMA (China), reviewed the development process of Chinese companies in recent years in his speech. Peter believes that the development of individuals and companies needs to establish a closer connection, which gives rise to a higher "design" requirement for training institutions and HR departments of companies.

Based on AMA’s 90-year brand history and 17-year experience in China, the forum aims to share the ideas and experience accumulated by AMA during its long-term thinking and practice with the participants, and to discuss how to design the learning process from training to organizational development.

In the forum, senior consultants of AMA and special guests delivered the following seven wonderful speeches for the participants:

The effective thinking tool for global business elites — Critical Thinking
Speaker: Edmond Ho, Senior Consultant of AMA China
Drowned by the complicated information in the business world, how can managers master the thinking initiative, examine and evaluate different information, and make the wisest decision? "Every matter has its logic behind it, and we can find the logic by asking and thinking," said Edmond. Critical thinking is to unveil the mask of a matter to look at the the causal relationship hidden inside. Edmond enabled the participants to experience the power of rational thinking by introducing what is critical thinking, when to use critical thinking and how to think in an effective way, and then explaining through exercises, evaluations, analysis and other means. Some participants are very excited to have such focused and rigorous reasoning, which they have not done for quite a long time.

How to develop the efficient and frank atmosphere between the leader and team — Leadership Grid Lab
Speaker: Peter Kao, President of AMA China
If candor is absent between the leader and the subordinate, if obstacles are beneath team-members’ collaboration, how should the leader exploit their leadership to establish an effective team? Peter led the participants to experience the features and behaviors of different leadership styles, and find out the motivations behind the leadership styles and their extrinsic behaviors though self perception and team assessment, to enable participants to feel their own leadership styles and also understand how to improve the team synergy through a best leadership style. The spot discussions were also very excited and applauded repeatedly. The participants said they had learned a lot and it was quite fruitful.

How to help young employees grow in the organization — The Career Navigator Program
Speaker: Maggie Huang, Senior Consultant of AMA China
Faced with the higher separation rate of the new generation of employees, what HR should do to make them get rooted in the organizations? By comparing the differences of the employees born in the 1980s and the 1970s from their families, growths, employments and other respects, and also by reference of the changes of different generations of Americans, Maggie brought some inspirations for organizations to foster their young employees: ESTABLISH Psychological Contracts, SEE Them, GROW Them. There was a lively discussion by the participants about the key factors for career success, how to match the individual needs and the organizational ones, how to start a career and other topics.

How to design and run the learning and development of middle and high-level managers — Action Learning
Speaker: Jason Zheng, Action Learning Director and Certified Action Learning Coach of AMA China
Traditional classroom trainings are gradually harder to satisfy middle and high-level mangers, so how can we offer them more practical learning process with direct impact on the performance? Based on the important issues facing the organizations, action learning brings four effects including the development of the personal leadership, the team development, the problem solving and the organizational change through practice and reflection. During the presentation, Jason shared a series of successful cases in action learning of AMA and introduced the key elements and implementation process of action learning. "Action is the best testing and learning." Many participants expressed their intents to learn more about action learning and try it.

Convert the close collaborative relationship with mutual accusation — Choice
Speaker: Lawrence Lung, Arbinger Director and Arbinger Chief Coach of AMA China
Some issues, prejudices and grudges in the organizations lead to recriminations and less cooperation. Then what is going wrong? Lawrence believes that the extrinsic behaviors are closely linked with the intrinsic states and improving the intrinsic states may create a good cooperative culture in the companies and reduce the interpersonal conflicts and frictions. Considering people as human beings or matters, inside the box or outside the box, we need to choose. Combining the actual situations of the participants, Lawrence made a detailed analysis on the abstract concepts in these Arbinger models. This speech is very resonating and thought-provoking. The participants felt that was not only very helpful for work, but also very useful for personal life.

How to help managers convert the stubborn leadership behaviors with low efficiency — The Satir Transformation Journey
Speaker: Kent Chen, Business Coach, Psychological Counselor and Former President of the Taiwan Association of the International Coach Federation
A leader has three hats: department head, project manager and coach. This seminar was to share when and how to wear the "coach" hat. Kent enabled the participants to have an understanding in the bursts of laughter with his solid experience in business and psychology and his humor. Based on the Satir Iceberg model, Kent showed the participants the inner layers of the psychological mechanisms step by step: behavior, emotion, opinion, expectation and aspiration, and the blind spots and impacts that may arise at different stages, and further pointed out that how to offer help as a coach, and how to lead yourself out of blind spots as an individual. The whole process included discussions, video appreciation and role plays, which made the participants very devoted.

Samsung's Successful Path — Construction of the Corporate Human Capital (Shared by Special Guest)
Speaker: Chung, Tack Jin, CEO of Seven & Partners Management Consulting Firm
Learning from best practical cases is a very important way of learning. We invited TJ from Korea to share Samsung's human capital construction with participants.
The most critical factor of Samsung’s success is their talents. Samsung's Human Resources has been implementing the principle of "talent first". The performance result is calculated by multiplying the competitiveness, the incentive and the system. Even the CEO of Samsung also lists talent screening and recruitment as one of his work priorities. Samsung's HRDs are required to ensure intelligence, action, utility, training and assessment. They are not only spiritual leaders and cheerleaders, but also teachers and performance consultants. The participants learned a lot from the wonderful speech of TJ: how HR helps to improve corporate training, how to combine human resources with corporate strategies, how human resource management to combine the West and the East ......

The 2013 ELEL Forum "Think • Share — From Training to Organizational Development" has completed successfully. The participants were very impressed, which can be reflected during the on-site communications and in their microblogging comments, etc. Both the speech quality and the pre and post comprehensive services showed the professional quality of the AMA. Some participants said they were very pleased to see a wealth of topics available, but unfortunately they cannot hear all subjects due to time conflicts......

Hereby, AMA thanks all the participants for their warm responses and exciting interactions, thanks HRoot, Business Review, Training Magazine, Economic Science Press and other media for their live shows and full cooperation. ...... On the occasion of the 90th anniversary of AMA and the 17th year for AMA to enter China, we sincerely thank your continuous attention and support. AMA will also continue to explore and design learning processes to meet the actual needs of companies and create both performance and culture.