Dear CEO/ General Manager/ HR manager,

DUSA and its annual partner, C_Life Lifelong Learners Community (CLLC), a not-for-profit community that advocates lifelong learning with a systematic methodology, has worked together to jointly build a talent development platform to offer affordable talent development programs to young talents of DUSA member companies.

The first such program is named 'ACHIEFER Dares series' which echoes the DUSA DARE bimonthly event as we expect the participating hi-po (high potential) talents, in addition to the learning in the course hours designed in the series, to also take on roles in DARE events to hone their soft skills.

8 participants from 5 DUSA member companies completed the "Learning Competency" module recently and they unanimously recommend to others the series with innovative design, combining the theme-related learning with real work-related projects and mentoring/ coaching companionship by the C_Life coaches.

Teaching a person to fish is better than give him fish. With the rapid development of AI, deep learning ability and lifelong learning is one of the most important skills in our life. Two colleagues from our department were honored to participate in this training. I am very happy to see that they are becoming more open-minded in their work and more proactive in analyzing and resolving problems.

-- Rock Shi, Finance Director China at voestalpine Böhler Welding (China) Co., Ltd., voestalpine Böhler Welding Trading (Shanghai) Co., Ltd.

Our engineers have completed the "Communication Skills" and "Learning Ability" modules through participation in Project Based Learning training courses, which are based on specific enterprise projects. They have achieved significant improvements in work capabilities. This training model breaks through the limitations of traditional lectures, allowing learners to grasp knowledge through practical operations, truly embodying the concept of "learning by doing and doing by learning." The three-month learning cycle, with weekly teaching and communication sessions every two weeks, provides ample time for in-depth understanding, interaction, and practice, greatly enhancing learning efficiency and the ability to apply knowledge in the workplace.

-- Oscar Wu, CEO at Ondal Medical Systems (Suzhou) Co., Ltd.

The journey of our participant, Wang Songyu, highlights the practical value of this program, particularly for blue-collar production workers. In Module 1, "Communication," Wang mastered the skills to effectively engage with different personalities in the production environment. This was especially crucial as he transitioned to a new role in operating rotation machines. By learning to communicate and collaborate with his mentor, he gained the confidence to work independently starting January.

In "Learning Strategies," Wang developed a structured approach to his responsibilities, creating a clear roadmap to excel in his role. Building on this foundation, Module 3 focuses on "Project Management," where Wang is now preparing a comprehensive handbook for his position. This handbook will cover critical aspects like materials, rotation processes, and safety protocols, ensuring continuity and efficiency in his work.

Wang's story demonstrates how the training program equips participants with essential skills to thrive in their roles and contribute meaningfully to their teams. Don't miss the opportunity to empower your workforce with actionable insights and tools through this training program!

-- Alexandra Fong, Managing Director at Suzhou 3B Scientific Co., Ltd.

.1.  despite learning resources are in a mixed English/ Chinese bilingual format, the instruction language is in Chinese;

2.  unlike single, stand-alone training, this series spans a longer period of time and the hi-po talents' competencies development are made possible by work scenario PBL (project based learning); the C_Life coaches act as companions along the learning journey with milestones, giving individualized feedback and follow-up coaching & mentoring support;

3.  the series consists 3 blocks of 1st block of 3 months, 2nd block of 3 months and a 3rd block of 4 months (originally 6 months but compressed to 4 based on redesign) with an average of 8-10 learning hours per month (mix of online and offline); each block focuses on respectively one of the three competencies and in the order of - communication (1st 3 months), learning (2nd 3 months) and project management (3rd block of 4 months) - which are the foundational competencies for young talents; whether a participant proceeds to the next block depends on the appraisal at the end of each block. 

Important notes:

# The series will be run in the above-mentioned sequence cycle after cycle and any participant can join any module without having to complete the previous module first. 

# The upcoming module - "Project Management Competency" - is the most influential and operational one among the 3 competencies. Having built up project management ability will enable your sponsored hi-po talents to acquire at the same time system thinking, result-oriented, planning, interpersonal skills and especially, to work with influencing & problem-solving abilities. 

If your company does not have the scale of economies to develop a similar talent development program and you do have a few hi-po talents to develop for your current and future business challenges, please register for this program to provide your estimated number of participants you would like to sponsor to join this "Project Management Competency" module by the end of 15th January 2025. We have only the capacity to accept a total of 8 -12 participants and will try to allocate the vacancies fairly to interested companies.