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In April, the damp and sweltering heat was already beginning to set in Shenzhen. At Anjia Tianxia headquarters, a silent battle was underway, with the Anjia Online website and internal management system (OMS) going live on June 30th.

This project, for which Lei Guoliang set a deadline, was personally overseen by Lu Chaoyang, with the full cooperation of Ji Fanyin's administrative and human resources center. The most elite IT and business personnel from headquarters and various regional offices were drawn to establish a closed development base on the top floor of the headquarters building. The project was codenamed Cornerstone.

The pressure on the cornerstone project is unprecedented. It is not only a technical project, but also a forced reshaping of Anjia Tianxia's existing business processes, organizational structure, and even the distribution of interests.

All listings, clients, and transactions must be online, meaning that information will be completely transparent, the space for gray operations will be greatly reduced, and the headquarters' control will permeate every transaction and every agent.

Resistance is lurking. In each war zone, especially among regional managers and seasoned brokers accustomed to flexible operations, there is an instinctive resistance to the system.

Data entry delays, formatting errors, and even deliberate mistypes are frequent occurrences. Shen Mo's South China region, due to its fastest expansion and chaotic historical data, faced the most challenges in preparing for the launch.

Han Mei's North China region, however, is experiencing delays due to a large number of special businesses, such as group purchases by relocated households, which require customized and complex development processes.

Su Wanqing's data in East China is the most standardized, but it connects to the most external systems such as banks and notaries, making interface debugging extremely troublesome.

Every day, the project team's daily reports were filled with words like obstruction, lack of cooperation, and changing requirements. Lu Chaoyang's brows furrowed deeper and deeper.

Ji Fanyin became the firefighter, constantly coordinating with various war zones to assign dedicated personnel to handle the situation, and forcefully incorporating system readiness into the monthly assessments of each war zone and city, linking it to budget allocations.

After a project meeting, Lu Chaoyang bluntly told Lei Guoliang, "Mr. Lei, the resistance is greater than expected. Especially on the business side, some people are afraid that once the system is implemented, they won't have any more revenue, or they won't be able to operate flexibly. June 30th, I'm afraid..."

"There's nothing to be afraid of." Lei Guoliang interrupted him, saying in an unquestionable tone, "It must be online by June 30th. Whoever gets in the way, move them away."

Tell everyone that launching the system is a political task, a matter of life and death for the company. If it's not launched, you're fired.

"Have Ji Fanyin prepare a list of the three people in charge of the system readiness from each war zone and city, who are ranked last in terms of readiness. They will give a joint performance review at the end of May, which I will personally attend."

The order spread like wildfire throughout the country. Initial resistance and disagreements instantly escalated into chaotic attempts to salvage the situation. No one dared to gamble with their position.

The pressure also fell on Ji Fanyin. She not only had to supervise the progress, but also deal with the personnel changes caused by the system changes. Some older employees who were not used to computer operation were considering leaving, while some younger, technically skilled employees began to emerge.

She must strike a balance between pushing for change and maintaining team stability as much as possible.

One late night, while she was still in the office checking the system permission configuration tables submitted by various war zones, Lei Guoliang walked in, carrying a small casserole.

"Still here?" he asked.

"It'll be ready soon." Ji Fanyin rubbed her sore eyes.

"Stop looking, drink this first." Lei Guoliang placed the casserole on her table, opened the lid, and revealed a bowl of still-warm coconut and bamboo chicken soup, its sweet aroma wafting out.

"This is……"

"The new stew shop downstairs is pretty good. You've been working too hard lately; you don't look well." Lei Guoliang sat down opposite her and said calmly, "The system is something that can't be rushed, but it can't be neglected either."

You did the right thing; you need to be firm when necessary. But sometimes, you can use a different approach. For older employees who are struggling to keep up but have worked hard, you can create pathways for them to transfer to other positions.

For example, you could work as an on-site consultant at a new store, or as a practical instructor at a training center. Don't discourage people.

Ji Fanyin held the warm soup bowl, looking at the man before her. He was always like this, hiding subtle, almost imperceptible details behind the most ruthless business decisions.

Her nose felt a little sore, and she nodded vigorously, saying, "Yes, I understand. Thank you... Guoliang."

"Drink it quickly, it'll get cold." After saying that, Lei Guoliang got up and walked out.

Ji Fanyin sipped the soup, the warmth flowing from her throat to her heart, dispelling the fatigue and anxiety of the past few days.

She knew that this warmth was limited; he was first and foremost the helmsman of the empire. But this small, limited glimmer of light was enough for her to illuminate her path.

Su Wanqing has a positive, even somewhat forward-thinking, attitude towards the system. She believes it is an excellent tool to promote the refined, standardized, and replicable management concepts of the East China region to the whole country.

She personally served as the chief commander for the system launch in East China, requiring all management personnel to be proficient in its use, and organized several company-wide training competitions.

But what she cares about more are the data assets and customer insights that the system brings.

She instructed her team to begin establishing a customer profiling and labeling system for the East China region, as well as a dynamic property valuation model, while completing the basic data entry. This was an extremely advanced concept at the time.

"The competition of the future is a competition of data and algorithms," she said at an internal meeting. "Whoever understands customers and houses better will win."

Her foresight brought tangible benefits. In late April, a foreign bank in Shanghai planned to address the housing issues of its hundreds of expatriate executives.

With multiple agencies competing, Su Wanqing's team did not pile up listings as usual. Instead, they used the preliminarily constructed customer profiles, including nationality, family structure, commuting preferences, budget range, and property models, to quickly match and filter listings in the system.

Then, a precise and personalized housing solution report was submitted to the bank, which included housing packages for different budgets and needs, rental trend forecasts, and even suggestions for children's school enrollment.

Professional, precise, and efficient, they defeated their competitors and secured this major annual order.

As the news spread, Su Wanqing's data-driven approach became a hot topic in the industry. She was also praised by Lei Guoliang at the monthly meeting for this.

However, even the benchmark can be arrogant. During system integration, the East China region, relying on its high-quality data, was not proactive enough in addressing the process requirements raised by some less developed regions, such as North China, which were based on their unique business models. In fact, they even created some technical obstacles.

The IT manager for the North China region, responsible for liaison, complained to Han Mei, "The people from East China are practically arrogant, saying our business practices aren't standardized, that their system is the standard, and that we have to change it!"

Han Mei was furious when she heard this, and immediately called Su Wanqing: "President Su! I admit that you in East China are the benchmark and we in North China are country bumpkins! But the system is for business use, not a toy for you technicians to play with!"

Our business with relocated residents requires a deposit before matching properties. Your system doesn't support this process. Is it a system problem or a problem with our procedures? If you don't change it, how can we continue doing this business?

Su Wanqing was in a meeting when she answered the phone, her tone icy: "President Han, the system procedures are the standard set by headquarters. Special business can apply for special approval procedures, but they require full demonstration and risk assessment."

We have noted your requests and will submit them to the headquarters project team for evaluation.

"Assessment my ass! By the time you finish your assessment, it'll be too late!" Han Mei angrily hung up the phone and immediately ordered her subordinates to bypass the system and continue processing the demolition and relocation applications using offline Excel spreadsheets. At the same time, she sent a report to headquarters, accusing the East China region of bureaucracy and obstructing the business.

The conflict was once again before Lei Guoliang. This time, he put Lu Chaoyang in charge. Lu Chaoyang convened a meeting with both parties and ultimately decided that the special business process in the North China region, after being supplemented with strict risk control measures such as dual verification and joint bank account management, would be allowed to exist in the system as a specially approved channel.

However, the East China region was required to provide technical support, and Han Mei was obligated to ensure that all offline operations were completed within one month of the system going live.

Both sides were given equal blame, but the practical problem was solved. Su Wanqing was unhappy, but she obeyed the decision. Han Mei achieved her goal, but also knew she couldn't always seek special treatment.