A man from Taiwan won the only member-elected seat on the Scrum Alliance global board, out of an electorate of 1.5 million. Taiwan holds roughly 3,000 of those votes — two in a thousand. Most people will say: congratulations, a proud moment for Taiwan. Then they move on to the next meeting. But the part worth stopping for is not that I won. It is what I won — a seat that expires on December 31, and a salary I returned in full on day ten. Giving it back is not virtue. Once a position starts feeding you, what you say at that table stops being entirely your own. So here is my question: the last vote you cast in a meeting room — was it for the company, or for your position in it?

一個台灣人，在一百五十萬人的票源基數裡，拿下 Scrum Alliance 全球會員直選的唯一一席董事。台灣大約三千票，佔千分之二。多數人看到會說：台灣之光，恭喜。然後繼續開下一個會。但值得停下來的不是我贏了，是我贏到的東西——一張到十二月三十一日就到期的席次，還有一份我在第十天全數捐回組織的全薪。捐回去不是清高。一個位子只要開始餵養你，你在那張桌子上講的話，就不再完全是你自己的。所以我想問：你上一次在會議室投的那一票，是為了公司，還是為了你在這家公司的位置？

When an enterprise sends 111 executives into the same classroom for CSPO training, most people see the scale of training; however, the real key lies not in the headcount. Large enterprises never lack talent, systems, or project capabilities; the real challenge is whether different business groups and management tiers can speak the exact same language regarding "what matters most, what should be done first, and what truly constitutes value." What Chunghwa Telecom is doing is not merely handing out more certificates, but advancing Product Ownership from a domain expertise of product teams into a shared leadership language among the President, Vice Presidents, and successor pipelines. This is not just a class, but an experiment in product governance and leadership succession. Only when an organization first achieves a "unified script" can its decision-making truly operate on "standardized tracks." Having 111 leaders brings the core issues to light; the genuine changes in the workplace over the next two to three months will be the true answer.

當一家企業把111位高階主管送進同一間教室學CSPO，多數人看到的是培訓規模；但真正的問題不在人數。大型企業從不缺人才、制度與專案能力，真正困難的是：不同事業群、不同層級，能不能對「什麼最重要、什麼該先做、什麼才算價值」說同一種語言。中華電信正在做的，不是再多發幾張證照，而是把Product Ownership從產品團隊的專業，推進成總經理、副總與接班梯隊共同的領導語言。這不是一門課，而是一場產品治理與領導力傳承的實驗。先讓組織「書同文」，決策才有機會真正「車同軌」。111位讓問題浮上檯面，接下來兩三個月工作現場的真實改變，才是答案。

Most corporate agile transformations halt at the team level: stand-up meeting, Sprints, and Kanban boards are all in place—but what comes next? No matter how fast a team executes, if senior leadership lacks a unified language for product trade-offs, however hard every department works, the overall strategic direction still subtly drifts. Chunghwa Telecom chose a different path: Completing two cohorts with 52 executives earning CSPO certifications—and advancing toward a goal of 100 certified executives across four cohorts—they brought real-world, cross-business-group product trade-offs directly into the classroom. This is not merely about 52 certificates; but also marks 52 product decision nodes beginning to think in the same language of value. The next frontier of Agile lies not in team execution, but in executive product decision-making. What value system is your leadership operating on?

多數企業的敏捷停在團隊層：站立會、Sprint、看板都有了，然後呢？團隊跑得再快，高階主管沒有同一套語言做產品取捨，每個部門都很努力，方向卻在悄悄失真。中華電信選擇另一條路：兩梯完訓、52 位高階主管取得 CSPO，朝四梯 100 位邁進，把真實的跨事業群產品取捨搬進課堂。這不是 52 張證照，而是 52 個產品決策節點開始使用同一套價值語言。敏捷的下一個戰場，不在團隊執行層，而在高階產品決策層。你的決策層，現在說的是什麼語言？

Most CEOs see the word "agile" and think: that's an IT thing. Then they head into the next meeting. But the first construction-industry transformation case ever published by Scrum Alliance isn't about a tech giant — it's about a Taiwanese builder. At Formosa Builders, 62 top leaders earned their Certified ScrumMaster credential together. Headcount grew from 850 to 1,050, and the company landed the largest international project in its 30-year history. The real threshold was never whether agile methods are good enough. It's whether a CEO is willing to put the entire decision-making layer in one classroom. What Formosa proved isn't that it's strong. It proved that agile doesn't have to start in the IT department — it can start with a single CEO decision. Here's the question worth sitting with: is your executive team making decisions in one shared language right now?

多數 CEO 看到「敏捷」兩個字，會說：「那是 IT 的事。」然後繼續開下一個會。但這一次，Scrum Alliance 官網第一個營建業敏捷轉型案例，主角不是科技巨頭，而是一家台灣營造廠——宏昇營造，62 位高階主管集體取得 CSM，員工從 850 成長到 1,050，拿下創立以來最大的國際專案。真正的門檻從來不是敏捷方法夠不夠好，而是有沒有 CEO 願意讓最高決策層一起坐進教室。宏昇證明的不是它自己很強，而是敏捷不必從 IT 部門開始，它可以從 CEO 的一個決定開始。你的高階團隊，現在用的是同一套決策語言嗎？

Nine months ago the world had written Intel off; nine months later its stock had risen about two and a half times. The real turning point was Lip-Bu Tan acting like a mature Product Owner and re-ordering value: cutting a greedy backlog, opening the door to yesterday's enemy, standing alone against the board to shield the long term, then winning trust back one delivered quarter at a time. A CSPO lesson for CEOs.

九個月前全世界都說英特爾沒救了，九個月後它的股價漲了 2.5 倍。多數人看到技術反轉，但真正的轉折是陳立武像一個成熟的 Product Owner，重新排了價值順序：敢砍掉貪心的待辦清單、敢把門開給昨天的敵人、敢一個人頂住董事會替還沒兌現的長期擋下眼前的短期，再用一季接一季交得出來的財報把信任贏回來。決定一家公司能不能活下來的，往往不是它做了多少事，而是有沒有一個人，敢為最重要的那件事負起最終責任。