[NAVIGOS GROUP] Hội thảo trực tuyến tháng 10 với chủ đề " LÃNH ĐẠO KIẾN TẠO"

Recap

The video centers on an online VietnamWorks–Navigos Group seminar about creative leadership, hosted by Hong Loan with leadership and HR expert Dinh Viet Lan. After inviting attendees to greet one another in the Zoom chat and send heart emojis, Lan asks what worries leaders most. Participants mention keeping teams aligned through change, earning employees’ trust, managing different generations, and motivating people when goals are unclear.

A core message runs through the session: managers organize work, but leaders help people lead themselves. Drawing on Stephen R. Covey’s ideas, Lan argues that employees are not machines to control. People have physical, intellectual, emotional, and spiritual needs, and are more likely to contribute fully when leaders recognize the whole person. Employees may be using only part of their ability at work—not necessarily because they lack talent, but because their environment doesn’t invite them to contribute more.

Five Leadership Practices

1. Pause before reacting. Don’t let anger, pressure, or a sudden request dictate an immediate response. Lan compares this to opening a shaken can of soda: open it too quickly, and it sprays everywhere. Pausing gives a leader room to choose a better response.

2. Look for alternatives instead of declaring a dead end. Ask what resources might still be available, including people, knowledge, tools, technology, or money. Use coaching questions to help employees find solutions rather than simply handing them answers.

3. Focus on your circle of influence. Distinguish what concerns you from what you can actually affect, then put your energy into the latter. Lan uses a T-chart exercise to help employees move from listing frustrations to identifying practical next steps.

4. Clarify your unique contribution. Consider what the organization needs, what you’re good at, what you care about, and what your conscience tells you matters. Lan encourages attendees to write a personal mission or “dedication” statement.

5. Prioritize what matters most. Don’t mistake being busy for making progress. Break important goals into smaller weekly tasks, and avoid letting a long list of worthwhile activities crowd out the few priorities that matter most.

Stories and Examples

Two stories illustrate the ideas:

• A former Ugandan footballer whose playing career was cut short by injury chose not to seek revenge or give up on football. Instead, he used the sport to help street children, offering them a place to belong and teaching values such as love and forgiveness.
• An aspiring Indian brewer faced gender discrimination and difficulty finding funding. She sought out a like-minded female collaborator and eventually persuaded a banker to support her venture.

Discussion and Q&A

The seminar includes polls, chat responses, and practical exercises. During the Q&A, Lan recommends that leaders acknowledge their mistakes thoughtfully. When employee suggestions aren’t adopted, leaders should explain why rather than leaving staff feeling ignored.

For new leaders, Lan advises against rushing into sweeping changes. Instead, build trust, focus on achievable priorities, and earn support through early results.

Closing Message

Lan frames leadership as a legacy. The goal isn’t simply to have people follow you, but to help them discover their potential and go on to lead others. A featured leadership story compares people to matches whose potential can be ignited by someone who believes in them.

After the seminar, the video includes a break and promotional and music interludes before returning for the Q&A and closing remarks.

Personalities Featured

• Dinh Viet Lan — Leadership and HR expert, seminar speaker
• Hong Loan — Host and moderator
• Stephen R. Covey — Featured through video excerpts and leadership concepts
• The former Ugandan footballer and coach — Featured in a story about helping street children
• The Indian brewer and entrepreneur — Discussed as an example of persistence and resourcefulness