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2023

  • 3 min read

Singapore Startup Ecosystem

I have lived in Singapore for two and a half years. It is recognized as one of the top startup ecosystems in the world, boasting a thriving community of entrepreneurs and a supportive business environment. In this blog post, we will explore the factors contributing to Singapore's success as a startup hub and highlight some of the most promising players in the ecosystem.

Government Support

The Singaporean government has been a staunch supporter of the startup ecosystem, offering funding, infrastructure, and regulatory support to help entrepreneurs succeed. Initiatives such as the Startup SG scheme and the SGInnovate program have been launched to provide grants and mentorship to early-stage and deep tech startups in areas like AI and robotics.

Government-Led Venture Catalysts

Government Agencies

Additionally, the government has established several co-working spaces, accelerators, and incubators, such as BLOCK71, to offer startups affordable office spaces along with mentorship and networking opportunities.

Talent Pool

Singapore has a highly-skilled and diverse workforce, attracting talent from around the globe. The country's excellent education system and favorable immigration policies make it easy for startups to attract and retain top talent.

The government has also introduced entrepreneurship education in schools and universities to encourage young people to venture into business.

Investment Opportunities

Singapore enjoys a robust investment landscape, featuring a growing number of venture capitalists, angel investors, and corporate investors. Investment activity has surged in recent years, with billions of dollars invested in startups across various industries.

Venture Capital

Early Stage Accelerators

Incubators

Crowdfunding Platforms

The presence of major global investors like Softbank, Sequoia, and Accel Partners also helps attract further investment and gives startups access to global markets.

Promising Startups

Singapore is home to several promising startups across various sectors such as fintech, biotech, and e-commerce. Some of the most notable include:

  • Grab: Southeast Asia's leading ride-hailing and logistics platform, valued at over $16 billion.
  • Carousell: An online marketplace for buying and selling secondhand goods, boasting over 30 million listings across eight markets.

Other Key Players in the Ecosystem

Crowdsourcing Platforms

Intellectual Property

Apprenticeships

Other Useful Associations

Conclusion

Based on my experience with both the Hong Kong and Singaporean startup ecosystems, I can say that Singapore has come a long way in a relatively short period. This is due to a combination of strong government support, a skilled workforce, and a vibrant investment community. With its favorable business climate and strategic location in Southeast Asia, Singapore is well-positioned to continue attracting entrepreneurs and investors from around the world, thereby driving innovation and growth in the region.

  • in zh
  • 1 min read

新加坡創業生態系統

我在新加坡生活了兩年半。它被認為是全球最頂尖的創業生態系統之一，擁有一個蓬勃發展的企業家社區和一個支持業務環境。在此博客文章中，我們將探索新加坡作為創業樞紐成功的因素，以及在生態系統中最有前途的角色。

政府支持

新加坡政府一直是創業生態系統的堅固支持者，提供資金、基礎設施和監管支持，以幫助企業家成功。例如，推出了Startup SG計劃和SGInnovate計劃，以向初創階段和深度科技初創企業提供資助和指導，如AI和機器人技術領域。

政府主導的創業催化劑

政府機構

此外，政府設立了一些共享工作空間，加速器和孵化器，如BLOCK71，為初創企業提供價格合理的辦公空間，以及指導和交流機會。

人才儲備

新加坡擁有一個高度技能和多樣化的勞動力，吸引了來自世界各地的人才。該國的優秀教育體系和有利的移民政策使初創公司容易吸引和留住頂尖人才。

政府也在學校和大學介紹創業教育，以鼓勵年輕人開展業務。

投資機會

新加坡享有強大的投資景觀，擁有越來越多的風險投資家，天使投資人和企業投資人。近年來，投資活動激增，數十億美元投入到各個行業的初創公司。

風險資本

初創階段加速器

孵化器

群眾募資平台

像Softbank、Sequoia和Accel Partners這樣的全球大型投資者的存在也有助於吸引更多的投資並使初創企業進入全球市場。

有前途的創業公司

新加坡是金融科技、生物科技和電子商務等各行各業的一些有前途的初創公司的家園。其中最著名的包括：

  • Grab：東南亞領先的共乘和物流平台，價值超過160億美元。
  • Carousell：一個用於買賣二手商品的在線市場，在八個市場上有超過3000萬個清單。

生態系統中的其他關鍵角色

眾籌平台

知識產權

學徒制

其他有用的協會

總結

基於我對香港和新加坡創業生態系統的經驗，我可以說新加坡在相對短的時間內取得了長足的進步。這得益於強大的政府支持、熟練的勞動力和活躍的投資社區的組合。憑藉其良好的商業氣候和在東南亞的策略地位，新加坡有望繼續吸引來自世界各地的企業家和投資者，從而推動該地區的創新和增長。

  • 4 min read

Start With Why - Book Review

To me, "Start with Why" suggests that when a new request comes in, it's essential to begin by asking for the reason behind it. Instead of focusing solely on the "what" or "how" of a task, I should consider why I am undertaking it in the first place.

According to Simon Sinek, understanding our "why"—our deeper motivation—better equips us to make decisions, stay motivated, and effectively communicate our message to others. Starting with why helps us create a clear and compelling vision of what we want to achieve, ensuring our actions align with our values and beliefs.

I believe that starting with "why" is a potent tool for both personal and professional growth. It enables us to tap into our deeper sense of purpose and create more meaningful outcomes in our lives. For instance, I can help a software developer on my team understand why they are building a feature requested by customers. Simultaneously, I can ask the customers why they have made such a request, enabling the team to understand their deeper motivations and propose better solutions.

Simon Sinek introduces the concept of the "Golden Circle" in his book. It's a framework that consists of three concentric circles: "Why," "How," and "What." The outer circle represents what an organization or individual does; the middle circle explains how they do it, and the innermost circle expresses why they do it.

Sinek argues that the most successful leaders and organizations start with "Why" and work their way outward. This approach inspires and engages others on an emotional level, leading to greater loyalty and success. Those who begin with "What" or "How" often struggle to stand out in a crowded market.

The Golden Circle is instrumental for my company, Thought Machine, where we are building the future of banking. It's crucial for my team to understand this and align our goals accordingly.

Sinek's statement, "People don't buy WHAT you do; they buy WHY you do it," resonates with me. Customers are more likely to be drawn to a company that shares their values rather than just offers a particular product or service. At Thought Machine, this statement rings true; our mission is to employ the best modern software practices to run the world's banks, and clients who share these values are more likely to invest in our products and services.

Similarly, my clients are not just looking for technical skills; they seek a consultant who understands their unique challenges and is committed to delivering value beyond the scope of the project. In this context, the "why" of my team can be just as important as the "what" of the services provided.

Sinek's ideas closely relate to the concept of identity on both individual and organizational levels. Understanding one's "why" helps clarify personal identity and can serve as a unifying force within an organization, aligning employees, partners, and customers around a shared vision.

At Thought Machine, our "why" might be to revolutionize banking technology. Our "how" could involve leveraging cutting-edge technologies like cloud computing, and our "what" would be our specific products and services, such as our core banking platform, Vault. Starting with "why" allows us to articulate our purpose clearly and connect emotionally with stakeholders, fostering a sense of purpose and motivation among our employees.

Trust tends to emerge when we sense that another individual or organization is driven by something other than self-gain. When we perceive that someone is genuinely committed to a larger cause, trust and connection follow. This principle is highly relevant at Thought Machine, which seeks to transform the banking industry. Employees who share common values are more likely to trust each other and work collaboratively towards common goals.

Apple is another company that starts with "why." Its focus on innovation, design, and user experience has earned it global trust and respect. By prioritizing its "why," Apple has attracted top talent and fostered loyalty among customers, employees, and partners.

In conclusion, I highly recommend this book to anyone feeling lost in their endeavors. Asking yourself the simple question "why" can powerfully help you identify the purpose behind what you are doing.

  • in zh
  • 1 min read

從為什麼開始 - 書評

對我來說，“從為什麼開始”這書建議我們當有新的請求時，確定先詢問背後的原因是至關重要的。而不是只專注於任務的“做什麼”或“如何做”，我應該要考慮我為什麼首先會執行它。

根據Simon Sinek的說法，理解我們的“為什麼”，也就是我們更深入的動力，能夠更好地裝備我們做出決策，保持動力，並有效地向他人傳達我們的訊息。從為什麼開始能夠幫助我們創造我們想要達到的清晰和有影響力的願景，確保我們的行為與我們的價值觀和信念相符。

我相信從“為什麼”開始是個對個人和專業成長都非常有效的工具。它使我們能夠更深入地揭示我們的目標，並在我們的生活中創造更有意義的結果。例如，我可以幫助我團隊中的一個軟件開發人員理解他們為什麼要為客戶開發某個功能。同時，我可以問客戶為什麼他們提出這樣的需求，讓團隊能了解他們更深層次的動機，並提出更好的解決方案。

Simon Sinek在他的書中介紹了“黃金圈”的概念。這是一個由三個同心圓組成的框架：“為何”，“如何”和“什麼”。最外面的圓代表一個組織或個人正在做什麼；中間的圓解釋他們如何做到這一點，最內部的圓表達他們為什麼要這樣做。

Sinek辯稱，最成功的領導者和組織從“為什麼”開始，然後向外擴展。這種方法在情感層面上激勵和吸引他人，從而帶來更大的忠誠度和成功。那些以“做什麼”或“如何做”為起點的人通常在競爭激烈的市場中難以脫穎而出。

黃金圈對我們公司Thought Machine非常重要，因為我們正在構建銀行的未來。我們團隊理解這一點並相應地調整我們的目標是至關重要的。

Sinek的說法，“人們購買的不是你做什麼，而是你為什麼要做”，給我留下了深刻的印象。客戶更可能被與他們共享價值觀的公司吸引，而不僅僅是提供某種產品或服務的公司。在Thought Machine，這句話非常適用；我們的使命是利用最佳的現代軟件實踐來運行世界各地的銀行，與我們共享這些價值觀的客戶更可能對我們的產品和服務進行投資。

同樣，我的客戶不只是在尋找技術技能；他們尋求的是一個理解他們獨特挑戰並致力於提供超出項目範圍的價值的顧問。在這種情況下，我的團隊的“為什麼”可能與所提供的服務的“做什麼”一樣重要。

Sinek的想法與個人和組織層面上的認同感結合得非常緊密。理解一個人的“為什麼”有助於澄清個人的身份，並且可以作為組織內團結的力量，將員工、合作夥伴和顧客圍繞著共享的願景。

在Thought Machine，我們的“為什麼”可能是要革新銀行科技。我們的“如何”可能涉及利用最新的技術，如雲計算，我們的“做什麼”將是我們的具體產品和服務，例如我們的核心銀行平台，Vault。從“為什麼”開始使我們能夠清晰地表述我們的目的，並在情感上與利益相關者連繫，培養我們員工的使命感和幹勁。

當我們覺得另一個個體或組織被某種大於自我利益的事物驅動時，信任往往就會出現。當我們覺得某人真正致力於一個更大的事業時，就會出現信任和聯繫。這一原則在Thought Machine公司非常適用，該公司致力於轉變銀行業。有共享價值觀的員工更可能相互信任，並合作實現共同的目標。

Apple也是一個從“為什麼”開始的公司。其對創新、設計和用戶體驗的關注已贏得了全球的信任和尊重。通過將“為什麼”置於優先位置，Apple已經吸引了頂尖的人才，並在顧客、員工和合作夥伴中間建立了忠誠度。

最後，我強烈推薦這本書給那些在他們的努力中感到迷失的人。問自己一個簡單的問題“為什麼”可以有力地幫助你確定自己正在做的事情的目的。

  • 4 min read

Taking Career Guidance to the Next Level

Career guidance plays a vital role in professional growth, and mentoring is an essential part of this journey. Unlike short-term, specific goals that can be achieved quickly but may decrease commitment, a broader vision and overall purpose offer a long-term perspective and foster deeper reflection. As a mentor, I aim to elevate my mentee's career to the next level. Here are some tips on providing effective career guidance:

1. Understand Your Mentee’s Goals

The first step in effective mentoring is understanding your mentee's goals. Listen carefully to their aspirations and ambitions to tailor your advice and resources to meet their specific needs.

SMART goals are particularly important, as they not only focus on outcomes but also on the effort required. Ask your mentee what skill or attribute they wish to improve to perform better in their role. Then, help them set a specific goal in that area.

SMART Goal Checklist

Specific

  • Good goals are behavior-specific.
  • Non-specific goal: I want to write more efficiently.
  • Specific goal: I will improve my writing efficiency by outlining my work first, then drafting, and finally editing the following day.

Measurable

  • Goals should be measurable to track progress.
  • Non-measurable goal: I want to increase sales.
  • Measurable goal: I aim to boost sales by 15% next quarter. Beware of making the measurement too granular, as it can become burdensome to track.

Achievable

  • Create stepping stones to make the goal seem more attainable.
  • Achievable goals depend on your having access to the necessary resources. For instance, running a marathon in three months is not achievable if you've never exercised before.

Realistic

  • Ensure the goal is plausible within a given timeframe.
  • A realistic goal builds upon previous achievements. Setting a goal to make 15 new sales contacts in one week is not realistic if the mentee has not made any sales contacts in the past two months.

Time-bound

  • Define a timeline for achieving the goal.
  • A goal to earn a promotion in six months may not be timely if the organization generally promotes employees annually or biennially.

Action Steps

  • Continue doing (Current effective practices)
  • Stop doing (Current practices that should be eliminated)
  • Start doing (New practices to adopt)
  • Never start doing (Things to avoid)

2. Identify Your Mentee's Strengths and Weaknesses

Understanding your mentee's strengths allows you to help them leverage these in their career. Recognizing their weaknesses helps you collaborate on developing strategies for improvement.

To gain insights into their strengths, weaknesses, interests, and attitudes, consider using a life ladder activity. In this exercise, each rung of the ladder represents a significant life experience and its accompanying lessons.

Life Ladder

  1. Each rung should represent a challenging life experience or event.
  2. Under each rung, note the lessons learned from that experience, such as personal development or acquired skills.

Encourage your mentee to share their life ladder and discuss their strengths, interests, and potential weaknesses based on these milestones.

3. Develop a Plan of Action

After identifying goals, strengths, and weaknesses, formulate a specific action plan. This should include achievable steps, such as enrolling in training programs, networking, and exploring potential career paths.

Writing Letters to Yourself

Write a letter to your future self about your goals and aspirations. Revisit these letters at year-end to measure your growth.

Part 1: The Present Me

  • Where do you currently see yourself?
  • How do you wish to grow?
  • What habits or practices would you like to adopt?

Part 2: The Future Me

  • Where do you see yourself in six months?
  • What do you aim to achieve by then?
  • What words of encouragement would you offer yourself?

4. Foster Self-Awareness – Emphasize Core Values

Values shape our actions and decisions. Understanding and applying your core values in your career can be transformative.

Steps

  1. Introduce the concept of values.
  2. List 15 values important to you in both career and life planning.
  3. Narrow down the list to four core values and explain their significance.
  4. Discuss how these values are relevant in your workplace.
  5. Conclude by summarizing how your core values influence your professional life.

5. Explore Potential Career Pathways

Steps

  1. Reflect on your interests, competencies, and personality.
  2. Review your past job experiences and assess the skills you've gained.
  3. Identify potential career paths based on your reflections.

Facilitate the discovery process with your mentee, and together, you'll be well-prepared to explore their potential career options.

With these tips, you’ll not only provide effective guidance to your mentees but also contribute to their long-term professional success. With a clear path ahead, you’ll ensure that you're equipping your mentees with the tools they need to ascend to the next level in their careers.

  • in zh
  • 1 min read

將職業指導提升到新的水平

職業指導在專業成長中扮演著重要的角色，而導師制度是這個旅程中不可或缺的一部分。與可以快速達成但可能會減弱承諾的短期、具體目標不同，更廣闊的視野和整體目標提供長期的視角和促進更深入的反思。作為一個導師，我致力於將我的學員的職業生涯提升到下一個層次。以下是一些關於提供有效職業指導的建議：

1. 了解你的學員的目標

有效導師制度的第一步是了解你的學員的目標。仔細聽他們的理想和志願，以便根據他們的特定需求來調整你的建議和資源。

SMART（具體、可衡量、可實現、真實可信、有明確期限）目標尤其重要，因為它們不僅關注結果，還關注所需的努力。詢問你的學員他們希望進步哪個技能或特質，以便在他們的角色中表現得更好。然後，幫助他們在那個領域設定特定的目標。

SMART 目標檢查清單

具體

  • 好的目標是明確的行為。
  • 不具體的目標：我想提高寫作效率。
  • 具體的目標：我將通過先構建工作的大概框架，然後起草，最後在第二天編輯來提高我的寫作效率。

可衡量

  • 目標應該可以衡量以追蹤進展。
  • 無法衡量的目標：我想提高銷售。
  • 可衡量的目標：我計劃在下一季度提高銷售15%。要注意不要讓衡量過於細節化，因為這可能在追蹤時變得很繁重。

可實現

  • 創建一個個步驟，使目標看起來更容易實現。
  • 可實現的目標取決於你對所需資源的獲取。例如，如果你之前從未鍛煉過，那麼在三個月內完成馬拉松的目標就不可實現。

真實可信

  • 確保在給定的時間範圍內目標是可信的。
  • 真實可信的目標基於過去的成就。如果學員在過去兩個月裡沒有接觸過任何銷售，那麼設定一個周創建15個新的銷售聯繫人的目標就不符合實際。

有明確期限

  • 為完成目標定義一個時間線。
  • 在六個月內獲得升職的目標可能不是及時的，如果機構一般是每年或每兩年晉升員工。

行動步驟

  • 繼續做（當前有效的做法）
  • 停止做（應該被淘汰的當前做法）
  • 開始做（需要採用的新做法）
  • 從不開始做（需要避免的事情）

2. 識別學員的優點和弱點

了解學員的優點可以為他們在其職業中提供有利的舉措。認識他們的弱點有助於你協助他們制定改善策略。

為了了解他們的優點、弱點、興趣和態度，請考慮使用生命階梯活動。在這個練習中，每個橫豎檔代表一個重大的生活經驗和附帶的教訓。

生命階梯

  1. 每個橫豎檔應代表一次具有挑戰性的生活經驗或事件。
  2. 在每個橫豎檔下方，寫下從該經驗中學到的課程，如個人發展或獲得的技能。

鼓勵你的學員分享他們的生命階梯，並根據這些里程碑討論他們的優點、興趣和可能的弱點。

3. 制定行動計畫

在確定目標、優點和弱點之後，制定具體的行動計畫。這應包括可實現的步驟，如參加培訓課程、建立聯繫和探索可能的職業路徑。

給自己寫信

給你未來的自己寫一封關於你的目標和夢想的信。在年終回顧這些信件以衡量你的成長。

第一部份：現在的我

  • 你現在如何看待自己？
  • 你希望如何成長？
  • 你希望採取哪些好習慣或做法？

第二部分：未來的我

  • 你在六個月後如何看待自己？
  • 你希望在那時達成什麼？
  • 你會對自己說些什麼激勵的話？

4. 培養自我認識 - 強調核心價值

價值觀塑造我們的行為和決策。在你的工作中了解並應用你的核心價值可以帶來變革性的影響。

步驟

  1. 介紹價值觀念。
  2. 列出在職業和生活規劃中對你來說重要的15個價值觀。
  3. 將表列出的價值觀縮減到四個核心價值，並說明它們的重要。
  4. 討論這些價值在你的工作地點如何發揮作用。
  5. 總結論述你的核心價值觀如何影響你的專業生活。

5. 探索可能的職業路徑

步驟

  1. 反思你的興趣、能力和個性。
  2. 回顧你過去的工作經驗，並評估你獲得了哪些技能。
  3. 根據你的反思來確定可能的職業路徑。

負責帶領你的學員探索未知，你們會更有準備去探索他們的可能職業選項。

有了這些提示，你將不僅能夠為你的學員提供有效的指導，還可以為他們的長期專業成功做出貢獻。有了清晰的道路在前，你將確保你為你的學員提供他們需要升遷至他們職業生涯下一個層次的工具。

  • 3 min read

Reflection on Scenarios & Strategic Foresight

As a digital leader, it's crucial for me to engage in ongoing reflection. We often underestimate the future, making it vital for me to remain open-minded, consider alternative approaches, and think from multiple perspectives. Surrounding myself with people from diverse backgrounds helps in suspending judgment, thereby facilitating the discovery of creative and viable solutions. It's important to cultivate a mindset that welcomes new ideas rather than dismissing them outright. Instead of settling into a comfort zone, I should challenge myself to withhold judgment, which is essential for contemplating future scenarios. While expertise in my domain is crucial, approaching work with a beginner's mindset will enable a long-term view, preparing me for all plausible futures.

As someone responsible for leading change and preparing for the near future, I have two options: adapt or perish. Consider examples like Blockbuster's decline versus Netflix's rise, Sony's failures in contrast to Apple's dominance in the iPod market, or Kodak being replaced by iPhone cameras. Responding to market shifts is not optional; inaction poses a genuine threat. I should aim to implement a blue ocean strategy, focusing on differentiation and value creation without compromising on cost. Competing solely on price in a saturated market isn't advisable; instead, the goal should be to render competition irrelevant. Using the ERRC (Eliminate, Raise, Reduce, Create) framework for innovation could prove beneficial. While the concept of "moonshot thinking" may pave the way for exponential impact, the foundational step is a willingness to learn and embrace failure. Although failure isn't glamorous, audacity is essential.

One of the main challenges in planning and implementing change is that senior management often engages in convergent thinking, narrowing down ideas. Consumed by daily operations and crisis management, they seldom have time for divergent thinking. At times, we need to step back to address industry challenges with innovative solutions. This approach requires the courage to make mistakes, fail quickly, and minimize costs. Establishing psychological safety in the workplace is difficult, especially when the focus is on short-term profits and risk management. It's a significant hurdle for a company to dismantle its primary revenue source and pivot to adapt to new disruptions. Most companies are short-term oriented, and achieving corporate-level coordination is challenging. As an innovator, my role is to remain distinct from the core business while maintaining stakeholder support, adhering to our mission, and finding the right balance.

To adapt to future changes, I'll need skills in stakeholder management and storytelling, along with the courage to challenge conventional wisdom. Dismissing science fiction technologies is unwise, as they may eventually find practical applications. The future is not solely predicated on what I know but extends to what I have yet to discover. Though the future is already here, it's not uniformly distributed. Early adopters are using technologies that will gain broader adoption down the line. For instance, AI co-pilots in programming may soon become commonplace for routine tasks. Likewise, space travel, currently a luxury, may soon be accessible to all. My preparation should involve setting and measuring deliverables, directing execution, influencing others, and acting as both an advisor and a facilitator.

  • in zh
  • 1 min read

對於情境和策略前瞻的反思

作為一個數位領袖，我必須持續進行反思。我們常常低估未來，這對我來說，保持開放的心態、考慮其他途徑並從多角度思考非常重要。與來自不同背景的人共事能有助於暫停判斷，從而促成創新和可行解決方案的發現。培養一種接受新觀點的心態，而不是一開始就予以否定很重要。我應該挑戰自己不做判斷，這對於思考未來情境是必需的。儘管在我的領域內專業知識是關鍵，但用新手的心態對待工作能使我有長遠的視野，為所有可能的未來做好準備。

負責帶領變革和為近期未來做準備的人，我有兩種選擇：適應或死亡。可以考慮像Blockbuster的衰落和Netflix的崛起，Sony在iPod市場的失敗與Apple的主導地位，或是Kodak被iPhone相機取代等例子。對市場變化的回應並不是可選擇的；如若不行動將會面臨真正的威脅。我應該致力於實行藍海策略，專注於區隔和創建價值，同時不妥協於成本。在競爭飽和的市場上僅根據價格來競爭是不明智的；相反，我們的目標應該是讓競爭對手變得無關緊要。使用ERRC(消除、提高、降低、創造)創新框架可能會有所幫助。雖然"登月思維"的概念可能為取得指數級影響鋪平了道路，但基本的步驟是學習和接受失敗的意願。雖然失敗並不光彩，但勇敢是必要的。

規劃和實行改變的主要挑戰在於，高級管理人員經常採用收斂思維，把觀念進行篩選。他們每天都被日常運營和危機管理所壓得透不過氣來，很少有時間進行發散性思考。有時候，我們需要稍微退後一步，用創新的解決方案來面對行業的挑戰。這種做法需要有勇於犯錯，快速失敗並最小化成本的勇氣。在工作場所建立心理安全感是困難的，尤其是當關注點集中在短期利潤和風險管理上時。一間公司要將其主要的營收來源拆除，並轉向適應新的破壞是一個重要的障礙。大部分的公司都是以短期為導向，要達成公司級的協調是有挑戰性的。作為一個創新者，我的角色就是要從核心業務保持不同，同時維持各利害關係人的支持，堅守我們的使命，並找到合適的平衡。

為了適應未來的變化，我需要學會掌握利害關係人管理和故事講述的技巧，並且有挑戰傳統觀念的勇氣。對科幻科技的否定是不明智的，因為它們最終可能找到實際應用。未來不僅取決於我所知的，也延伸到我尚未發現的。即使未來已經在這裡，但並未均勻分布。早期使用者正在使用的技術將在未來得到更廣泛的採用。例如，AI共同駕駛在程式設計中可能很快就會成為常態來進行日常工作。同樣地，太空旅行現在可能還是奢侈品，但不久的將會變得人人可及。我的準備應包括設定和衡量成果，指導執行，影響他人，並同時擔任顧問和協調者的角色。

  • 3 min read

DBS Case Study

Introduction

DBS is fighting to stay relevant in the second phase of its future-ready digital transformation. As an established incumbent, the bank faces challenges from emerging fintech companies. In order to adapt to the significant changes in the banking industry—driven primarily by technological advancements—DBS is embarking on strategic shifts in its operational paradigms.

Facing the Disruptors

DBS is threatened by the influx of startups and major technology companies entering the fintech space. The potential for disruption is hard to quantify, forcing the bank to proactively engage in a second phase of digital transformation. Piyush Gupta, DBS CEO, has aptly said, "The second stage was tougher because no one knew what a digital bank should look like."

A New Approach to Partnerships

Previously, DBS viewed its external relationships as vendor-oriented, where the bank set the terms. Now, DBS aims to collaborate closely with partners in order to learn and grow together. This partnership mindset is central to the bank's digital transformation strategy. One exemplary partnership has been with Microsoft, which has played an essential role in DBS's digital journey.

Focus on Collaboration

The focus is not just on products, but also on people and processes. Both DBS and Microsoft have invested in building a strong collaborative environment, breaking down silos, and learning from each other. Such collaborative efforts go beyond mere service provision; they also focus on human aspects, highlighting that a good partnership is crucial for success.

Expanding Horizons

DBS has actively sought partnerships in new markets like Indonesia and India. It has launched property and electricity marketplaces in Singapore, working with existing players to avoid duplicative efforts. Through these innovative partnerships, DBS continues to make strides in its digital transformation journey.

Building the Foundation

DBS understands that its future must be built on a robust technological foundation. After significant investments in basic IT infrastructure during the first phase, the bank is now poised to accelerate its market entry with a stable platform. Beyond mere digitization, the bank is re-architecting its backend systems to enable true digital transformation.

Embracing New Work Cultures

DBS envisions itself as a 22,000-person startup, nurturing a culture that emphasizes speed and agility. The workforce of the future will focus more on flexible and agile practices, and metrics will go beyond traditional financial measures to include indicators that drive digital transformation.

Leadership and Strategy

CEO Piyush Gupta has championed digital transformation through a top-down approach. He has incorporated digital KPIs into scorecards and encourages a culture of experimentation and risk-taking. Gupta understands the need for a shift in the organizational culture and works diligently to instill this change throughout DBS.

Preparing for the Future

DBS began its digital transformation journey in 2014, gradually evolving into a technology company that offers financial services. It has shifted its focus towards hiring more engineers than bankers and has been recognized as the world's best digital bank multiple times by Euromoney. With its robust infrastructure, DBS is well-prepared to adapt to future technologies and continue offering innovative banking solutions.

By adopting a partnership mindset, focusing on collaboration, and building a solid technological foundation, DBS is positioning itself strongly for the future. Its transition from a traditional bank to a technology-driven financial institution exemplifies how companies can adapt and thrive in a rapidly changing landscape.

  • in zh
  • 1 min read

DBS 案例研究

介紹

DBS正在努力保持在其未來準備數碼轉型的第二階段的相關性。作為一家成立的公司，該銀行面臨來自新興金融科技公司的挑戰。為了適應銀行業由技術進步主導的重大變化，DBS正在對其運營範式進行戰略性的轉變。

面對破壞者

DBS受到新創公司和大型科技公司進入金融科技領域的威脅。破壞性的潛力難以量化，迫使銀行主動參與數碼轉型的第二階段。DBS的首席執行官Piyush Gupta恰當地說：“第二階段更難，因為沒有人知道數碼銀行應該是什麼樣子。”

與合作夥伴的新方法

以前，DBS將其外部關係視為供應商導向，由銀行設定條件。現在，DBS的目標是與合作夥伴緊密合作，以便共同學習和成長。這種合作夥伴關係思維是銀行數碼轉型策略的核心。一個傑出的合作夥伴關係就是與Microsoft的合作，這對DBS的數碼轉型旅程起著至關重要的作用。

專注於合作

重點不僅在於產品，還在於人和流程。DBS和Microsoft都投資於建立強大的合作環境，打破孤島，並相互學習。這樣的合作努力不僅僅是提供服務；他們還注重人性方面，突出了良好的合作夥伴關係對成功至關重要。

擴大視野

DBS 積極在像印度尼西亞和印度這樣的新市場尋求合作夥伴。在新加坡推出了樓宇和電力市場，與現有的參與者合作，避免重複努力。通過這些創新的合作關係，DBS持續在其數碼轉型的旅程中取得進步。

建立基礎

DBS清楚地知道，其未來必須建立在堅實的技術基礎上。在第一階段對基本IT基礎設施進行了大量投資後，該銀行現在已經準備好用穩定的平台加快市場進入的步伐。除了單純的數位化，該銀行正在重新設計其後端系統，以實現真正的數碼轉型。

擁抱新的工作文化

DBS把自己視為一個擁有22,000人的新創公司，培養一種強調速度和靈活性的文化。未來的勞動力將更加關注靈活和敏捷的做法，衡量標準將超越傳統的財務措施，包括推動數碼轉型的指標。

領導與策略

CEO Piyush Gupta通過自上而下的方式推動數碼轉型。他在評分卡中加入了數碼KPI，並鼓勵實驗和冒險的文化。Gupta明白需要改變組織文化，並努力在DBS中灌輸這種變化。

為未來做好準備

DBS從2014年開始其數碼轉型之旅，逐漸演變為一家提供金融服務的技術公司。它已將重點轉向雇用更多的工程師而不是銀行家，並已多次被Euromoney評為全球最佳數碼銀行。有了其堅實的基礎設施，DBS已做好充分準備，能夠適應未來的技術，並繼續提供創新的銀行解決方案。

通過採取合作夥伴關係的思維，專注於合作，並建立堅實的科技基礎，DBS正在為未來做好堅實的準備。他們從傳統的銀行轉變為由技術推動的金融機構，這體現了如何在快速變化的環境中適應和繁榮。