Career Development for Ambitious Talents（有志才俊的职业未来）

演讲人：科德宝特种化工集团CEO Hanno D. Wentzler

主持人：清华大学外国语言文学系副系主任 曹莉教授

时 间：2017年11月23日（周四）14：00

地 点：清华大学外文系116会议室

主 办：清华大学外国语言文学系

协 办：清华大学国家大学生文化素质教育基地

演讲人介绍：

Hanno D. Wentzler, President and CEO of Freudenberg Chemical Specialities and Member of the Executive Council of German Freudenberg Group, is a fifth-generation descendent of the company’s founder Carl Johann Freudenberg. 62 year old Hanno D. Wentzler looks back to an international business career spanning over almost 40 years. He joined Freudenberg in 1986 after several years in various managerial functions in correspondent banking and corporate finance at J.P. Morgan. After holding leading positions within the Freudenberg Group’s seals and vibration control businesses he was appointed to President and CEO of Klüber Lubrication, Munich, Germany, and since 2004 serves as President and CEO of Freudenberg Chemical Specialities, also based in Munich. For almost ten years (until 2016) he was responsible for the strategic development of the Freudenberg businesses in Asia and acted as Freudenberg Regional Representative. Hanno Wentzler is member of several corporate committees and industrial or societal associations. Among others he is chairman of Freudenberg Help e.V. - a corporate body of the group supporting charitable and common-good objectives and organizations – and Member of the Board of the Network of German companies doing business in Asia (OAV).

Hanno D. Wentzler（文汉德），科德宝特种化工集团总裁兼首席执行官，科德宝集团执行委员会成员，公司创始人Carl Johann Freudenberg的第五代继承人。现年62岁的文汉德先生已经历了40多年的国际商业生涯。他于1986年加入科德宝，此前他曾在摩根大通担任代理银行及银行融资业务的管理职位。加入科德宝时，他最初在密封和减震控制业务中担任多个领导岗位，之后被任命为位于慕尼黑的克鲁勃润滑剂公司总裁兼首席执行官，自2004年起担任科德宝特种化工集团总裁兼首席执行官。近十多年来他一直担任科德宝亚洲地区代表，负责科德宝在亚洲的业务战略发展，直到2016年。文汉德先生是多个企业委员会，工业和社会协会的成员，还是致力于慈善和支持公共事业的科德宝援助协会Freudenberg Help e.V.的主席，是在亚洲开展业务的德国企业网络—德国亚太商业协会（OAV）的董事会成员。

内容概要：

Watch, listen and share. It sounds rather banal. But for Freudenberg these attributes are key factors of its lasting success for almost 170 years. It is a story about life-long learning or even more precise learning agility by gathering experiences and transforming them into behavior that makes us fit to succeed. Becoming an employer of choice required our family owned company to preserve itself the ability to adapt to changing conditions while reliably adhering to our basic values and principles. What does the approach of being a constantly learning organization mean to our attractiveness as an employer in a very competitive labor market? How to make sure to foster and not to hinder mental and subsequently also organizational agility? How to consider the needs of talented people who want to develop and learn, don’t want to give up improving and remain curious in their professional life? What is the respective impact on our organizational set-up and its flexibility? Does our Corporate Culture make sure we equally give-and-take and don’t just take? And can this culture foster employee loyalty to effectively stabilize our organization and also can help to maintain a high level of motivation and commitment? What is required to provide promising perspectives to capable talents?

观看，聆听并分享，或许这听起来相当普通，但正是这些特质让科德宝维持了近170年的成功。这是一个关于终身学习的故事，或者更准确地说，是通过不断积累经验并将其转化为成功的行动来增强应变性的故事。要想成为卓越的企业，我们的家族企业需要在不断适应外界变化的同时坚守我们的基本价值观和原则。要在竞争激烈的人才市场上成为有吸引力的雇主，成为一个不断学习的组织对我们意味着什么？如何培养思维活跃度以及组织灵活性？当有志人才不断学习，对职业生涯发展保持好奇心，我们如何考虑他们的需求？这对我们的组织架构及其灵活性有何影响？我们的企业文化是否确保我们和员工平等共赢而不是单方面受益？这种文化能否培养出高忠诚度，使命感和认同感的员工？我们又如何能够为有能力的人才提供广阔的发展前景？

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