Moët Hennessy North Asia has launched a new initiative aimed at empowering younger employees by providing them with leadership opportunities.
The initiative, called GenEx, was introduced in July and allows employees born after 1990 to participate in the executive committee for a six-month period. Two individuals, Janice Yan and Emilie Steckenborn, have been selected as the inaugural cohort, gaining access to the decision-making processes of the company.
Patrick Madendjian, managing director of Moët Hennessy North Asia, emphasized his goal of centering the organization around its people. “I did not want this to be a one-man show,” he stated. GenEx, which stands for “Generation ExCo,” aims to foster international representation and provide younger employees with a platform to contribute their insights directly, rather than filtering through others.
During their tenure, Yan and Steckenborn have participated in monthly meetings and quarterly in-person sessions with nine regional leaders. Yan, who has four years of experience managing Diageo brands in Hong Kong and Macau, noted that the focus of discussions extended beyond business metrics to include organizational culture and people management. “It’s all about people,” she remarked, highlighting a broadened perspective beyond her brand portfolio.
Steckenborn expressed surprise at the executive committee’s openness and willingness to challenge existing norms. She noted that discussions often centered on enhancing workplace culture, rather than solely on financial goals. “The biggest surprise is how open the ExCo was,” she said, describing how ideas were collaboratively refined.
From their discussions, the two participants developed a proposal for employer branding targeted at university students and potential recruits. They are currently defining the audience and identifying ways to effectively communicate what Moët Hennessy offers as an employer.
Madendjian views GenEx as part of a strategy to cultivate a more adaptive and inclusive workplace culture. He hopes that future iterations of the program will continue to build momentum, with Yan and Steckenborn tasked with recruiting their successors to ensure continuity. The program aims to evolve into a long-term mechanism for talent development and enhancing leadership perspectives within the organization.
