Here is a polished English translation of the Chinese title: **FrieslandChina Launches Specialized Training to Build High-Performance Teams**

ShanghaiApril 28, 2026 /PRNewswire/ — In response to profound changes in the market environment and intensifying competition for talent, FrieslandCampina China recently launched a new leadership training program, OLPP (Our Leading People Program). Aimed at building on the company’s three core values, the program systematically enhances the leadership skills of 200 people managers, strengthens organizational dynamic consistency and resilience amidst change, and fosters high-performance teams to achieve sustainable development.

In recent years, the infant nutrition industry has faced multiple challenges, including a declining birth rate, a more complex market environment, and shifting consumer behaviors. At the same time, competition for talent, particularly in digital fields, has intensified. The importance of learning ability and adaptability to change has become more pronounced. As generational shifts accelerate, younger employees increasingly value a sense of purpose, growth opportunities, and psychological safety.

These changes impose higher demands on organizational structure management, corporate culture building, and talent strategies. They require enhancing leaders’ leadership capabilities, psychological safety building skills, and team trust cultivation. FrieslandCampina launched the OLPP program globally to guide the organization through transformation, jointly build high-performance teams, and further embed corporate values. As one of the company’s key global markets, FrieslandCampina China is actively advancing the localized implementation of this program.

What sets the OLPP program apart is that it is not merely a collection of management tools. Instead, it reshapes leaders’ mindsets around FrieslandCampina’s core values: “Respect, Excel, and Co-create.” “Respect” means valuing the uniqueness of each employee, actively listening without interrupting or pre-judging answers. “Excel” means not settling for “completing tasks” but continuously asking “can we do better?” and putting this into practice every day. “Co-create” is rooted in FrieslandCampina’s cooperative heritage, emphasizing collective success that encompasses the company’s customers, consumers, member dairy farmers, and society at large. These values are translated into specific management behaviors that run through the learning and practice of OLPP.

In the OLPP curriculum, “psychological safety” is placed at the core. Xu Yaodong, Global Director of Training and Development and Vice President of Human Resources for FrieslandCampina China, noted: “Without psychological safety, diversity and potential cannot be unleashed.” The program encourages managers to create a team environment that allows for conflict, encourages candor, and balances care with courage. Through various scenarios such as sports communities and online surveys, FrieslandCampina strives to build an organizational atmosphere where employees feel free to express themselves, make mistakes, and be heard.

Although it is a global program, OLPP has been deeply localized in China. To address the fast-paced, highly competitive nature of the Chinese market and employees’ growth needs, FrieslandCampina China added a one-day offline workshop, introduced a change management model, empowered leaders to drive change within a psychologically safe framework, and used China-specific business cases to make the training content more relevant to local scenarios.

The training will cover 10 functional departments at FrieslandCampina China, reaching approximately 200 people managers. Over a 12-week learning cycle, participants must complete online learning, offline workshops, and pre- and post-team surveys. FrieslandCampina China’s management leads by example, having completed the OLPP training program first to model the practice of core values. Additionally, FrieslandCampina China will continue to build culture by integrating leadership behaviors into daily conversations and feedback mechanisms. It will also track and evaluate progress through pre- and post-training surveys to quantify improvements in psychological safety and coaching-style feedback.

Xu Yaodong stated that the long-term goal of OLPP is to build a team ecosystem with greater organizational resilience and higher innovation vitality. “We hope employees don’t just complete tasks but truly unleash their potential, bring oxygen to the organization, and grow together with FrieslandCampina.” He further emphasized: “We aim to create an organization that is resilient, vibrant, and warm, making FrieslandCampina a best workplace and our employees the best talent.” In the future, FrieslandCampina China will continue to be values-driven, using systematic programs like OLPP to drive continuous leadership evolution, support sustainable business growth, and facilitate greater internal mobility and global talent export from China.