CEO Kim Gab-yong, Who Collected Three Kingdoms Artifacts for 30 Years, Unfolds 'Living History' on Ganghwado

Ganghwado Doyuanjieyi Café, located in Ganghwa-gun, Incheon, is more than just a café. It is a space personally designed by CEO Kim Gab-yong, who has spent 30 years collecting books, artifacts, and rare items related to the Three Kingdoms. It represents a transformation of the Three Kingdoms from 'stories in books' to 'cultural content experienced on-site.' Through collaboration with CEO Shim Jae-woo, this space has evolved beyond a simple exhibition venue into a knowledge repository that questions the conditions for future talent in the AI era. Since 2024, with the proliferation of AI tools, companies and individuals have shifted their focus from 'tool usage' to 'defining problems on-site,' accelerating the re-evaluation of classics like the Three Kingdoms. The emergence of Samminam TV and the popularity of Ganghwado Doyuanjieyi Café signal this very change.

The Three Kingdoms is not merely a tale of heroes but a vast case study of how organizations find talent, forge alliances, and allocate resources in uncertain environments. The materials Kim Gab-yong has collected over the years clearly demonstrate this. Zhuge Liang's Hidden Dragon Strategy, Cao Cao's talent portfolio, Lu Su's redefinition of the Sun-Liu alliance, and Sima Yi's long-term strategic design—all these cases directly align with questions modern enterprises face: 'What problem should we define first?' and 'Who should we connect with and how?' Particularly now that AI has taken over the role of 'generating answers,' the competencies required of companies and individuals are the ability to convert answers generated by AI into on-site results.

•Problem Definition Capability: The ability to read context beyond documents and data

•Relationship Translation Ability: The ability to connect the languages of executives and practitioners, technology and operations

•Execution Institutionalization: The ability to transform individual success into repeatable organizational assets

Ganghwado Doyuanjieyi Café is both the culmination of CEO Kim Gab-yong's 30-year collection journey and a new starting point. In this space, it is possible not merely to observe figures and events from the Three Kingdoms, but to experience reading through a contemporary lens how each character discovered problems, solved them, and where they failed. The geographical setting of Ganghwado also carries significance. After the Imjin War, Ganghwado served as both a refuge from chaos and a base for reconstruction in Korean history. When this historical context meets the Three Kingdoms, Doyuanjieyi Café becomes not just a place to visit but a laboratory that asks, 'How do we survive and thrive amid uncertainty.'

•Experiential Exhibitions: Spaces where visitors can directly see and touch Three Kingdoms artifacts and rare items

•Meetings with Authors and Speakers: Interpretation sessions conducted directly by CEOs Kim Gab-yong and Shim Jae-woo

•Ontology Thinking Experience: Workshops for structuring the relationship networks of figures, events, resources, and goals

Samminam TV (abbreviation for "Men Obsessed with the Three Kingdoms") is an expansion of the accumulation at Ganghwado Doyuanjieyi Café into online content. This YouTube channel, hosted jointly by CEOs Kim Gab-yong and Shim Jae-woo, reinterprets Three Kingdoms figures not from the perspective of 'who was superior' but from the question 'what should today's organizations and individuals learn from them?' For example, why was Zhuge Liang the greatest individual but failed to complete an organization that continuously produced integrated problem-solvers like himself? If Cao Cao were today's corporate interviewer, what criteria would he use to select talent? These questions provide direct insights to companies seeking to connect AI adoption to results. The essence of Samminam TV is converting the Three Kingdoms from 'an object of interpretation' to 'a framework for execution.'

•Individual and Organizational Capability Diagnosis: Differences between Zhuge Liang-type genius and Cao Cao-type portfolio leadership

•Relationship Structuring Cases: Learning translation methods of stakeholders from Lu Su's redefinition of the Sun-Liu alliance

•Failure Learning Framework: The traps of high-performing, high-risk talent seen in cases of Guan Yu, Ma Su, and Lü Bu

The "FDE Competency Model" articulated by CEO Shim Jae-woo defines future talent in the AI era through figures in the Three Kingdoms. FDE (Forward Deployed Engineer), expanded from Palantir's job concept, refers to an integrated problem-solver who enters the field, discovers ambiguous problems, connects technology, data, and people, and creates actual results. The figure in the Three Kingdoms who demonstrated this FDE competency was Zhuge Liang. He was not merely a strategist but one who redefined the weaknesses of Liu Bei's forces (problem definition capability), designed networks of alliances under heaven (relationship translation ability), and through his Hidden Dragon Strategy designed Jingzhou and Yizhou as strategic bases (field penetration capability). However, Zhuge Liang's limitations were also clear: individual tacit knowledge was not converted into explicit organizational assets.

Five FDE Competencies in Progressive Stages:

Problem Definition Capability: Precisely defining important problems and setting priorities

Field Penetration Capability: Discovering context and constraints beyond documents on-site

Relationship Translation Ability: Connecting the different languages of operations, technology, and management

Experimental Execution Capability: Validating value with small MVPs and iterating rapidly

Learning Institutionalization: Accumulating success and failure as standard organizational assets

The core message presented by CEOs Kim Gab-yong and Shim Jae-woo through Ganghwado Doyuanjieyi Café and Samminam TV is as follows: "Having the best talent and building the best organization are completely different problems." Zhuge Liang was excellent as an individual, but Shu Han failed to create a problem-solving organization that could operate without him. This remains a valid lesson for modern organizations. As AI becomes commonplace, companies are now shifting focus from 'finding people who use AI well' to 'building systems that convert answers generated by AI into on-site results.'

Four Barriers Preventing Organizational Integration of Individual Competencies:

•Excessive Concentration: Risks arising when judgment and execution concentrate on one person

•Insufficient Delegation of Authority: Lack of opportunities for successors to experience real responsibility

•Tacit Knowledge Dependency: A state where judgment criteria and know-how remain unstructured

•Insufficient Failure Learning: Phenomena where challenges and trial-and-error do not become organizational assets

CEO Shim Jae-woo's "Ontology Thinking" is a key tool for translating events and strategies from the Three Kingdoms into the language of modern organizations. Ontology is a way of thinking that observes 'what connects to what and why,' meaning structurally understanding people, events, resources, goals, rules, actions, and relationships. For example, Zhuge Liang's Hidden Dragon Strategy is not merely a strategy but an ontology design connecting geography, forces, talent, justification, alliances, and time into one long-term scenario. The same applies to when Lu Su designed the Sun-Liu alliance. By redefining enemies and allies not as fixed attributes but as relationships determined by goals and circumstances, new coalition possibilities opened up. This ontology thinking is precisely the essential competency in an era where AI and humans work together.

•Relationship Restructuring: Dynamically redefining existing fixed classifications according to goals and situations

•Complex System Understanding: Integrating characters, resources, geography, and time as a single ecosystem

•Predictable Design: Strategy formulation considering not individual elements but the entire system's contingencies

Q: Who is Ganghwado Doyuanjieyi Café designed for?
A: Ganghwado Doyuanjieyi Café targets all people interested in the Three Kingdoms, but particularly serves as an experience and learning space for working professionals, leaders, HR and education managers, and business transformation practitioners interested in the conditions for future talent in the AI era. With the combination of Kim Gab-yong's 30-year collection materials and Shim Jae-woo's FDE and ontology analysis frameworks, it functions as a knowledge platform beyond a simple tourist destination.

Q: How is Samminam TV's content differentiated?
A: Unlike existing commentary channels that explain the lives or battles of Three Kingdoms figures, Samminam TV reinterprets the same figures through the question 'what lessons does this offer today's organizations and individuals?' The essence is not Zhuge Liang's genius but the future-oriented question 'why was his competency not converted into repeatable organizational capability?'

Q: How can FDE competencies learned through the Three Kingdoms be applied in practice?
A: Begin by diagnosing what 'problem definition' role you play within your organization. Just as Zhuge Liang redefined the weaknesses of Liu Bei's forces and the structure of the realm, cultivate the habit of asking 'what is the real problem?' in your own field. Next, practice translating different stakeholder interests like Lu Su, observing talent-role fit like Cao Cao, and designing long-term structures over short-term results like Sima Yi.

The emergence of Ganghwado Doyuanjieyi Café and Samminam TV is not merely a cultural content expansion. It is an attempt to answer the fundamental questions that companies and individuals have begun asking again in the AI era—'What problems will we solve?', 'Who will we connect with and how?', 'How will we transform individual success into organizational assets?'—through examples from the Three Kingdoms. Where CEO Kim Gab-yong's 30-year accumulation meets CEO Shim Jae-woo's FDE and ontology frameworks, the wisdom of the past is reborn as an execution framework for the present. Converting individual excellence into repeatable organizational capability—that is the true competitive advantage in the AI era.

Visit the Doyuanjieyi Café on Ganghwado to experience the Three Kingdoms on-site, ask about the conditions for future talent through Samminam TV, and directly design FDE competencies within your own organization. For consultation, contact 010-2397-5734 or jaiwshim@gmail.com.

| Item | Content | Considerations |
|------|---------|-----------------|
| Individual FDE vs Organizational System | Zhuge Liang was at the pinnacle of FDE as an individual, but Shu Han failed to evolve into an FDE organization | Institutionalizing individual competencies is essential for organizational continuity |
| Problem Definition Framework | Zhuge Liang's Hidden Dragon Strategy, Lu Su's redefinition of the Sun-Liu alliance | The core is how to structure ambiguous problems in the field |
| On-Site Learning Methods | Ganghwado Doyuanjieyi Café experience vs Samminam TV online content | Integrated learning experience combining offline exhibitions and online interpretation |

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