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Insight

Yuanta wants 20 of its own people to carry the teaching

Leader silhouettes in a glass boardroom above a night city, with a stone stair where a small group passes a glowing cube down to colleagues beside a branch desk, a keyboard and one agent cube, in magenta and cyan shards

A leadership sitting that ends on a direction has a familiar afterlife. The people who were in the room go back to the calendar they already had. The person who owns the file is still on the queue. Nothing in the week has been renamed, so the direction has nowhere to land.

Yuanta Securities, the Seoul brokerage, has put a sequence on that direction. AIbility Academy STEP-UP follows last year's AIbility Academy and runs in three stages, Leader, Advanced and Master. The Leader stage, for executives and department heads, ran from 4 to 6 November. Advanced and Master are planned through the first half of next year. The content is set by level, from executives and department heads through to general staff.

The first stage belongs to the people who set direction. A department-head session on 4 November was held on the 28th floor of the headquarters at Anchor One in Yeouido, in the Talent Growth Room. Executives were there to understand what the firm calls AX, its name for an AI transformation, and to practise vibe coding, with the emphasis on the leadership needed to drive AI innovation across the company. Department heads, including team leaders and branch managers, were asked to look at how a manager's work and leadership change once AI is in the job, and to find improvement tasks in the work their own teams already do.

The practical cohort is still ahead of that room. In the first half of 2027 Yuanta plans an Advanced stage for 130 employees chosen from headquarters and branches. They are to use vibe coding and AI agents on real challenges in their own departments, and the firm describes the aim as developing in-house specialists. Twenty outstanding graduates are then offered a Master stage and trained as internal instructors, so the teaching can spread through the workforce. The goal is a culture the organisation can keep running, with the capability developed inside the firm.

Park Ho-young, head of the HR Innovation Division at Yuanta Securities, puts the three stages in one sentence. The significance of STEP-UP, he says, lies in "creating a virtuous cycle in which leaders set the direction, experts in the field solve problems, and in-house AI instructors spread the AX framework throughout the organization." He adds that the firm will keep expanding that teaching "so that innovation through AI and working alongside AI can become part of our everyday culture."

The public account is specific about the shape and quiet about the task. It does not name an improvement a department head found in those three days, the file or the system a specialist will open next year, or the hour an instructor will be given once the old job resumes. A direction from the Yeouido room still needs a task a branch can recognise. An instructor with no time on the calendar is a name beside the work.

Leader silhouettes in a glass boardroom above a night city, with a stone stair where a small group passes a glowing cube down to colleagues beside a branch desk, a keyboard and one agent cube, in magenta and cyan shards
Leader silhouettes in a glass boardroom above a night city, with a stone stair where a small group passes a glowing cube down to colleagues beside a branch desk, a keyboard and one agent cube, in magenta and cyan shards

  1. Ask for the task a department head can name. Team leaders and branch managers were in the Yeouido room to find improvement work their teams already do. A direction that cannot point at a file has not left the Talent Growth Room.

  2. Hold the 130 to a department. Advanced is for people selected from headquarters and branches, using vibe coding and AI agents on real challenges. Selection still needs the challenge, the owner and the check a manager will use afterwards.

  3. Give the 20 instructors an hour. Master is meant to train in-house instructors who share practical know-how and spread the teaching. The account does not say which colleague they teach, which job changes or whether the instructor's week is cleared for it.

  4. Keep the next group inside the firm. The goal is capability developed in the organisation and a culture of working alongside AI that the firm can sustain. That goal is met when the 20 can teach the next group from inside the building.

An AI training session is a practical place to take one task a branch manager already owns, name the person who will teach it and write down what a colleague will do differently the week the instructor goes back.

Sources:

AI TrainingLeadershipLearningSouth Korea
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Yuanta wants 20 of its own people to carry the teaching | The S Curve