I have some notes as well as comments on the shortcomings of the system that need to be solved as follows:

For key personnel group

Most of the key personnel of the organization now are from my secretaries and assistants, and now they are acting as Deputy General Directors, Chairmen and General Directors of member companies of the Group. From this fact, I have the thought that the success or failure of all or each person can become a belief, a source or a loss of confidence and frustration to me and the organization.

From the general perspective, the personnel have grown so quickly when looking from the reception and implementation of directions, assignment, bringing new personnel into the framework, integration to the organization ... Although sometimes it is so severe, I am happy with everyone’s progress.

For secretary group

It is necessary to actively learn from Line managers the strengths, learn to find out that we are stronger; the weaknesses need to be removed to avoid affecting ourselves and deserve to stand in the planned succession team, be always honest so that leaders know how to receive information and make decisions.

For other groups

The wishes for salary increase, the expression of partial dedication, the current salary paid by the Company is according to the income of each organization. If you want to increase salary, you must prove the specific work, do not rely on the seniority, position or development of the organization and think that your salary can be increased (The company makes 110 million, then you will be paid 100 million if you can prove it).

Opportunities and necessary changes for development: That the organization has the current results is that I have constantly trained myself, constantly tried and trained key personnel, always highly appreciated the teamwork and solidarity spirit to be suitable to specific tasks in each stage. Currently, the Group is in the process of changing through the restructuring and re-construction of the system, planning to select key personnel for planning, accumulating finance to improve the system, identifying “destination is the horizon ahead”. So, we all identify:

(1) Missions: For personnel who are current leaders or in the planning to be selected for assessing on the basis of current competence. The appointment is the training, testing of the adaptability to ensure to meet the organization’s work requirements by stage, so the senior personnel in the planning need to have sufficient conditions, have good health, organize family’s affairs, sacrifice personal time and understand the actual condition of the system.

(2) Benefits: When there is trust, you and I will own a part of Deoca Group (on the basis of setting up the guaranteed shares to reward in the coming years before listing).

(3) Change: The long term working process at the Group will be the sharing, elimination and continuous supplement of source to ensure the stability as well as the constant accumulation and maintenance of the sustainable development for the organization.

(4) Weaknesses:

During the time of building the organization, I meet not only many people with good qualities, enthusiasm, motivation, vision, aspiration ... but also many senior personnel who always show their authority, prove that they are important, like material but what is the reality? They are afraid of hard working, talk very well, or push things for others to do, afraid of colliding when protecting the interests of the organization ...

Many employees have the ability to think and actively work but they are unable to express from writing or presenting to others for them to hear and understand the common arguments... and they are often misunderstood that the archived result is due to their ability (they write in the report sent to me at the end of the year). There are many personnel in the planning group believing that they are being forced to work in the planning group and they receive no benefit or gain ... There are many leaders using employees when they are unable to solve the assigned work or they are not trained causing influence on the organization as a tool to hide their ability.

Currently, the middle level personnel have not been focused on training; The leadership’s ability to assign and control work is still incomplete, they are not dedicated in reassessing the leading result of the team leading to the inadequate assessment of their ability and equality with personnel.

(5) Inspiration:

In 2018 and many other precious years, there were certain successes on the basis of collective intelligence, senior personnel that I have worked hard to build and train. But in order for the organization to grow to a new height, I need the key personnel who have been planned to have an open mind, a strong desire for promotion, select colleagues and be willing to share the succession generation especially inspiring the colleagues to be willing to shoulder the tasks needed by the organization.

Building of vision and aspiration ...! To overcome the weaknesses

The organization’s “vision and aspiration” need to be accumulated from the members of “Dao Ca House” in order to have an overview, to include in many meanings, and to identify the objectives. To realize it, it requires the effort, cooperation of the whole system, the building of the strategic vision will be implemented by the whole system. Firstly, it is from my own – the highest leader of the Group, then from the individual who has accompanied with me and are assigned responsibility to lead the work groups, especially the planned members during the past time.

Vision is not the individual’s position in the organization, not the coercion, avoidance of responsibility and taking advantage of opportunities for personal purpose but the vision here needs to be expressed by the completed actual results identifying “it is hard but it must bring back results”. For me, I assess myself about the aspiration and vision through the work.

Such vision needs to be quantified through the practical competence of each individual, that is the comprehension of “long-range vision and a broad perspective” in recognizing, evaluating and managing the work; But at the same time, each individual needs to know who he is, which position he undertakes in the organization, what are ability and strength (knowledge, skills, skill and spirit... or it is just the cunning, trick and opportunism?).

In a different perspective, the right vision will not be accompanied by self-deluding, dissatisfying with the “inconsiderate” successes yesterday, but on the contrary, we must continue to try more and more. If there is right vision, you will have right forecasts, right analysis and evaluation to be able to have flexible, wise and timely response, and timely avoid risks, and promote collective strength to achieve the success.

That is just the theory. But if there is vision and there is not any action, aspiration to improve ourselves, we don’t turn the aspiration into practical action, into development motivation, such “vision” of the individual only exists as a “jewelry”, a brief memory. As an organizational leader, I need more from you.

Our 2019 message is “ASPIRATION ...!”, for me, it must be concrete actions, specific tasks to be completed with the best results. With firm steps, I and my trusted employees and associates need to be gradually improved so that we can make commitments and works timely to bring the highest economic efficiency to the organization and the higher objective of bringing happiness to the people and the country of Vietnam.

Therefore, in my view of the organization – we need to have calculation and preparation and plan for supplement and replacement of personnel at strategic levels: Consulting Board, Board of Directors, Management leadership ... and train and develop the middle level personnel from assistants, secretaries to the heads, deputy heads of management departments, and the special thing to the employee is that they must be skillful, have awareness to build the organization, have aspiration and ambition with the orientation of long term and sustainable development of the organization.

I have founded and built the organization through more than a “decade”, overcoming many difficulties to achieve the results as today. With my vision and aspiration, and vision and aspiration of intellectual and enthusiastic accompanying people, I am confident that we will overcome all difficulties to lead Deoca Group to constantly develop for higher objectives, meanings and aspirations. So, on that hard and glorious journey – I think that there will is no place for individuals who lack faith, lack motivation to build the organization, no place for unsuitability. Even if such individual has been planned, it is necessary to stop and give way to new factors with enough vision, aspiration and cooperation for development for the general career of the organization, of Deoca Group.

Chairman
Ho Minh Hoang