Successive leadership - the link of growth
According to a Deloitte survey of nearly 800 business leaders worldwide, 95% of participants believe that the ability to mobilize and develop cross-border talent (cross-border talent agility) has become an essential factor for business development and will be even more important in the next 5 years.
This shows that developing a leadership team is becoming a new competitiveness for businesses in the process of globalization.
Vietnam is also not outside this trend. After more than three decades of development, many private enterprises have transformed from domestic companies into multi-industry corporations, gradually present in the international market. The process of expanding scale and scope of operation means that businesses must prepare a class of leaders capable of managing in a multicultural and multinational environment.
ROX Group is one of the businesses that is proactively solving this problem. After a three-decade journey of creating and reaching further, the Group chose to invest in the next generation of leaders through the Global Leaders program, aiming to build a team that can take on strategic roles in international markets.
Global Leaders and the approach from a long-term strategy
According to information from businesses, Global Leaders is the next step in ROX Group's strategy to build a successor leadership team, inheriting the foundation from leadership development programs such as Leading the Way and Leader Sharing, and is designed to be more specialized in the direction of planning, evaluating and developing talent associated with target leadership positions.
This orientation also reflects the human development strategy that ROX has pursued for many years. Instead of investing in individual training programs, the Group builds a continuous talent development system, from improving professional capacity and digital capacity, to planning successor teams, developing career paths and building corporate culture.
The difference of Global Leaders lies in the approach according to specific successor positions. Each candidate not only participates in a leadership training program, but is oriented according to a personalized development roadmap, associated with competency standards, practical experience requirements and readiness for target positions in the future, especially the role of Company Director in the international market.
In this roadmap, candidates will be developed through components such as in-depth training, assigned development tasks, rotation, practical experience in the international market, along with the companionship of mentors, coaches and senior leaders.
This approach shows that ROX Group is not only looking for potential personnel, but is building a systematic succession system to prepare a leadership team capable of leading the organization on its global development journey.
At the strategic level, Global Leaders is expected to build a leadership force capable of operating the organization in an international environment, transforming the Group's development orientation into specific business results in each country and creating new growth values for the Group.
In parallel with the development roadmap, ROX also builds a different and superior regime system to create a solid foundation for the leadership team to confidently accompany the company's global development strategy.
Mr. Tran Xuan Quang, Chairman of the Board of Directors of ROX Group, said: "After three decades of development, what ROX Group aims for is not only to expand the scale of operations, but also to build a system capable of sustainable development through many generations of leaders. Internationalization poses new requirements for management capacity and adaptability. Global Leaders is implemented as a long-term preparation to form a leadership team that can continue the Group's development strategy, not only for today but for the journey ahead.
In the context of more and more Vietnamese businesses heading towards the international market, preparing the next generation of leaders is no longer just a story of the human resources department, but has become a core management competence.
Programs like Global Leaders show how a business chooses to invest in people as part of a long-term growth strategy, in order to ensure that the expansion journey is continued by generations of leaders with sufficient capacity, bravery and vision to lead in the new development stage.
