4/23 Event Recap: Ignite Team Drive 激活团队内驱力
On Wednesday, April 23rd, Gemini Personnel successfully held the 18th HR Executive Roundtable. More than 30 HR executives and service providers gathered at the Huiyin Building of the TTI Success Insights at the heart of Shanghai to hear presentation and discussion on the topic “How to build a self-driven team culture”, delivered by Stella Lu.
4 月 23 日星期三，晶雅人事成功举办了第 18 届人力资源高管圆桌论坛会。超过30位人力资源高管和服务提供商聚集在汇银大厦内的TTI Success Insights公司，聆听由Stella Lu关于 “如何激活团队内驱力” 的演讲与讨论。
Ms. Stella LU is experienced ICF and PCC certified executive coach with over two decades of senior leadership and talent management experience in multinational corporation. She opened her keynote by conducting anon-site experiential evaluation of participants’ team engagement, commitment and performance. By integrating real-time insights with comparative survey data, she underscored the transformative power of intrinsic motivation and effective empowerment in elevating organizational performance, enhancing team cohesion, developing high potentials, and reducing turnover rates.
Stella是一位经验丰富的国际教练联合会（ICF）和专业认证教练（PCC）认证的高管教练，拥有超过二十年跨国公司高级领导及人才管理经验。她以一场现场体验式评估开启主题演讲，对与会者的团队参与度、承诺度和绩效进行评估。她将实时洞察与对比调查数据相结合，强调了内在动机和有效赋能在提升组织绩效、增强团队凝聚力、培养高潜力人才以及降低离职率方面的变革力量。
Stella then unpacked the Fogg Behavior Model (B = MAP), dissecting the interplay of Motivation, Ability, and Prompt as catalysts for behavioral change. She introduced TTI Success Insights’ six-dimensional motivators framework, emphasizing its role in aligning intrinsic drivers with actionable outcomes. A highlight of her session was a case study detailing how TTI’s motivator assessment tool enabled a high-potential tech expert—initially struggling with leadership transitions—to evolve into a self-driven, high-performing manager. By addressing his underlying motivators, Stella demonstrated how personalized alignment unlocks latent leadership potential.
Stella 随后对福格行为模型（B = MAP）进行了深入剖析，详细解读了动机（Motivation）、能力（Ability）和提示（Prompt）这三个要素如何相互作用，成为推动行为改变的催化剂。并引入TTI Success Insights的六维激励因子框架，着重强调了该框架在将内在驱动因素与可操作的结果对齐方面所发挥的关键作用。演讲的核心亮点之一是真实案例分享：某高潜技术专家在领导角色转型中一度陷入瓶颈，通过TTI激励因子测评工具识别其底层动机后，成功蜕变为自驱型高效管理者。Stella借此证明：“个性化激励对齐是解锁潜在领导力的钥匙”。
Central to her message was the assertion that “leaders’ cognitive agility defines organizational ceilings.” She illustrated this through a case involving a traditional automaker navigating market and conducting organizational change. By redesigning tailor made workshops to align motivators with business objectives, the tailor made program guided the organization from a “survival” mindset to a “thriving,” innovation-centric culture, transforming disengaged teams into self-driven high performing teams .
她演讲的核心观点是“领导者的认知敏捷性决定了组织的上限”。为佐证这一论点，Stella分享了一家传统车企在行业颠覆中推动组织变革的案例。通过重新设计量身定制的培训工作坊，将动机与业务目标对齐，该计划引导组织从“生存”心态转变为以创新为中心的“繁荣”文化，将不投入的团队转变为自我驱动的高绩效团队。
Stella outlined practical strategies for using intrinsic motivators to foster growth across individual, team, and organizational levels, emphasizing data-driven insights, real-world examples, and interactive methods. The session highlighted how understanding core drivers—the “why” behind actions—can transform passive engagement into self-driven performance, enabling sustainable high performance. Attendees gained actionable frameworks to diagnose and activate intrinsic motivation, shifting focus from abstract theory to measurable outcomes in leadership practices.
Stella 阐述了如何运用内在激励因素在个人、团队和组织层面促进成长的实用策略，强调了数据驱动的洞察、现实世界的案例以及互动方法的重要性。本次会议着重指出，理解核心驱动力——即行动背后的 “为什么”，能够将被动参与转变为自我驱动的绩效表现，从而实现可持续的高绩效。与会者获得了可操作的框架，用于诊断和激活内在激励，将关注点从抽象理论转向领导实践中的可衡量结果。
After the speech, executives in the human resources industry conducted a roundtable experience sharing session. Participants were grouped in 5 different groups to each discuss and answer specific question. They discussed policies that strengthened motivation, roles of non-monetary rewards, support systems to staff that are falling behind and other topics. Behavioral change requires motivational alignment—incentive systems must authentically reflect employees’ core drivers to create a perceived "two-way commitment," where organizational rewards and individual aspirations mutually reinforce engagement.
演讲结束后，人力资源行业的高管们开展了一场圆桌经验分享会。与会者被分成5个不同的小组，分别针对特定问题展开讨论并给出答案。他们探讨了多种主题，包括能够增强员工积极性的政策、非货币奖励的作用、为落后员工提供支持的系统等。他们一致认为，行为改变需要动机对齐——激励机制必须真实反映员工的核心驱动力，从而形成一种被感知的“双向承诺”，即组织奖励与个人抱负相互加强，进而提升员工的参与度。
Sustainable growth demands a leadership paradigm shift: management’s cognitive frameworks act as the defining ceiling for team potential, necessitating deliberate evolution in leadership mindsets to dismantle limitations and foster innovation. These principles emerged as non-negotiable for modern HR strategy, emphasizing that employee motivation and executive consciousness operate symbiotically—when aligned, they unlock collective capability. The session underscored that structural change begins not with policies alone, but with reimagining human-centric leadership and incentive architectures.
可持续的发展需要领导范式的转变：管理层的认知框架是团队潜力的上限，需要有意识地转变领导思维，以打破限制并促进创新。这些原则已成为现代人力资源战略的必备要素，强调员工激励与高管意识是相互依存的——当二者对齐时，便能释放集体潜力。会议强调，结构性变革不应仅从政策入手，而应从重新构想以人为本的领导和激励架构开始。
We are grateful to all the participants for attending and sharing their experiences at this event, whose mission is to create a knowledge-sharing HR Industry executive community.
我们感谢所有参与者出席并分享他们在本次会议上的经验，本次会议的使命是创建一个人力资源行业高管的知识共享社区。
We plan to hold the 19th HR Executive Roundtable at the end of May. The next session will be online to accommodate more HR industry colleagues to experience it. Interested parties and HR Executives are welcome to inquire about more details and register with Gemini Personnel staff for future events.
我们计划在5月底举办第19届人力资源高管圆桌会议。下一次会议将在线上举行，以便更多人力资源行业的同仁能够参与。有兴趣的人士和人力资源高管可以向晶雅人事的工作人员咨询、登记参加未来的活动。
