From Three Kingdoms Collector to FDE-Type Content Leader: Kim Gap-yong's Field-Penetration Strategy

This article systematically outlines the FDE-type content strategy that the Three Kingdoms AI Talent Research Institute's CEO Kim Gap-yong and Co-CEO Shim Jae-woo have executed in the field, based on Three Kingdoms content accumulated over 30 years. While most Three Kingdoms content stops at character descriptions, they have redefined the conditions for future talent in the AI era from the perspective of "seeing relationships and structures." This article covers the critical first stage—a 30-minute execution framework from problem definition to field validation.

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General Three Kingdoms content stops at "Zhuge Liang was brilliant." However, the core of the Three Kingdoms books, relics, and records that CEO Kim Gap-yong has collected over 30 years lies not in "who was brilliant" but in "who connected what with whom." This is precisely the essence of FDE—the capacity to discover ambiguous problems in the field and connect people, data, and processes.

FDE-type problem definition means shifting perspective from "individual brilliance" to "organizational repeatability." For example, Zhuge Liang was the ultimate individual FDE, but the Kingdom of Shu failed to become an FDE organization. Why? Because judgment and execution concentrated in one person, and successors lacked opportunities to experience real responsibility.

Three Kingdoms reveals 3 stages of FDE problem definition:
* Converting "individuals' tacit knowledge" into "organizations' explicit assets"
* Structuring "hidden constraints" and "role differentiation" within relationship networks
* Creating "repeatable standards" rather than relying on one person's judgment

Core: FDE-type problem definition changes the question from "who can do it?" to "does it work without who?"

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Collection and research alone cannot reach the people in the field. The reason CEO Kim Gap-yong operates the Doyuanjieyi Cafe in Ganghwa-do is precisely this: discovering the "context" beyond documents and books—what people actually wonder about and when they want to revisit the Three Kingdoms.

The second competency of FDE, "field-penetration power," is embodied through exhibition spaces, cafes, and community management. Ganghwa-do is designed not simply as a tourist destination for Three Kingdoms relics, but as a space that asks, "What should today's organizations and individuals learn from the Three Kingdoms?"

"Hidden constraints" and "possibilities" discovered through field penetration:
* Actual questions visitors ask → becomes problem definition for next content
* Emotions and insights felt while viewing Three Kingdoms relics → beginning of ontology structuring
* How individual experiences become "repeatable learning" within organizations → model of FDE organization

Core: The Doyuanjieyi Cafe in Ganghwa-do is the FDE field site that converts "collection" into "field experiment."

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For FDE discoveries in the field to be usable by the entire organization, "structuring" is essential. This is ontology. Ontology explicitly defines "what connects with what and why"—expressing people, events, resources, goals, rules, actions, and relationships in a single language.

Structuring Three Kingdoms examples through ontology clarifies the conditions for future talent in the AI era. For instance, Zhuge Liang's Longzhong Dui (隆中對) connected geography, forces, talent, legitimacy, alliances, and time into a single long-term strategy. Cao Cao's Tuntian (屯田) designed agriculture, households, military supplies, administration, and talent into a single operating system.

3 core steps of ontology structuring:
* "Relationship definition" - making explicit the causal relationships between people and events, resources and goals
* "Context hierarchization" - transitioning from simple lists to hierarchical structures
* "Extracting reusable patterns" - enabling one Three Kingdoms example to become a design principle for modern organizations

Core: When relationships and context are structured, people and AI can see the same world and make judgments by the same standards.

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The reason CEO Kim Gap-yong and Co-CEO Shim Jae-woo of the Three Kingdoms AI Talent Research Institute started Samminam TV is to convert collection and research into "public experiment." On the YouTube channel as a "field," they designed the system to receive viewers' questions in real-time, making those questions the problem definition for next content.

The fourth competency of FDE, "experimental execution power," is about rapidly validating through MVP (minimum viable product). Samminam TV is not a single completed lecture but validates new hypotheses each time through concrete questions like "Why couldn't Zhuge Liang create an FDE organization?" and "If Cao Cao were today's interviewer, what kind of person would he hire?"

Institutionalizing learning through public experiment:
* Viewer comments and questions → source for problem definition of next episode
* Feedback from Doyuanjieyi Cafe visitors in Ganghwa-do → improvement of ontology structure
* "Key insights" from each episode → educational materials for lectures and workshops

Core: Samminam TV is not "content creation" but "an experimental laboratory where organizations learn."

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As AI becomes ubiquitous, people's competitiveness shifts from "tool usage" to "field change." Future talent as defined by the Three Kingdoms AI Talent Research Institute is a person who integrates the following 5 competencies.

Problem Definition Power: accurately defining important problems and explicitly revealing implicit constraints

Field-Penetration Power: discovering context beyond documents and actual constraints, and listening to frontline members

Relationship Translation Power: connecting different languages of operations, technology, and management, and building alliance structures among stakeholders

Experimental Execution Power: proving value with small MVPs and learning from failures quickly

Learning Institutionalization: accumulating individual experiences as standards and assets so the organization becomes repeatable

Questions to verify your competencies within 30 minutes:
* Does the problem you discover think "who should do it?" or "can it be solved without anyone?"
* Does your solution depend on one person's judgment or is it a reusable process?
* Does your experience disappear when you leave, or does it become an organizational asset?

Core: FDE-type future talent evaluates themselves by the standard of "can you make it organizational?" rather than "what can you do?"

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Based on the Three Kingdoms AI Talent Research Institute's experience, the execution stages are:

Field Observation (5 minutes): "observe" the problem you want to solve, but "see who is solving it"

Constraint Definition (5 minutes): explicitly list what actually doesn't work in the field

Relationship Mapping (10 minutes): draw a diagram of the connection states of people, data, and processes

Experiment Design (5 minutes): decide how to validate assumptions with the smallest MVP

Reusable Structure (5 minutes): standardize this experience so others can do it too

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Q: Isn't Three Kingdoms content really irrelevant to future talent in the AI era?

A: The Three Kingdoms is not a story of heroes but a story of relationship networks. In an era when AI generates answers, the critical capabilities are: judging "what problem is truly important," understanding field constraints, and translating the languages of different stakeholders. All of these are already concretely contained in the Three Kingdoms.

Q: Why distinguish between individual brilliance and organizational repeatability?

A: The faster change moves, the more an organization cannot depend on one person's judgment. Zhuge Liang was the ultimate individual FDE, but the Kingdom of Shu never completed an organizational system that could work without him. This is a lesson for both enterprises and individuals. Your competencies must be reusable for the organization to be sustainable.

Q: How are the Doyuanjieyi Cafe in Ganghwa-do and Samminam TV connected?

A: The Ganghwa-do cafe is a space where "field penetration" discovers actual questions from visitors. Those questions become episodes of Samminam TV, and the feedback from episodes returns to the Ganghwa-do exhibitions and educational programs. This cyclical structure itself is a model of "FDE organization that institutionalizes learning."

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To build competitiveness in the AI era, you must first define "what problem in the field will I solve?" rather than "how do I use this tool?" What CEO Kim Gap-yong and Co-CEO Shim Jae-woo of the Three Kingdoms AI Talent Research Institute showed through 30 years of collection, field operation, and ontology structuring is precisely this process.

If your organization implements AI but sees no results, the problem likely lies not in the tool but in "problem definition." If your knowledge and experience disappear with you, it is a personal asset, not an organizational asset.

FDE-type thinking begins with this question: "Can this work be repeated without me?"

The Three Kingdoms AI Talent Research Institute interprets the Three Kingdoms not as a simple classic but as a living case study of modern organizations from Ganghwa-gun, Incheon, and continues to design field learning through the Doyuanjieyi Cafe in Ganghwa-do and Samminam TV. For inquiries about your FDE-type competency assessment and organizational design consultation, please contact 010-2397-5734 or jaiwshim@gmail.com.

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📍 Learn More About Three Kingdoms AI Talent Research Institute

•🌐 Website: https://3kindomsai.vercel.app/

•📝 Blog: https://blog.naver.com/jaiwooshim

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