2026-10-21

The latest addition is 155. 和科沃斯钱程聊，父与子、企二代接班的样本与肌理、机器人，和我内心的追寻, a 张小珺Jùn｜商业访谈录 conversation with 钱程 about succession and transformation at 科沃斯. It adds Strategic Ambition–Organizational Capacity Fit / 战略欲望与组织承载力匹配 while resynthesizing Qian Cheng, Ecovacs, Chinese Family Business Succession / 中国家族企业接班, and Succession as Continuous Entrepreneurship / 接班即持续创业. Its core synthesis is that CEO appointment does not transfer founder-era trust, tacit organizational wiring, or execution capacity: strategically plausible internationalization, premiumization, category expansion, and robotics ambitions still require staged systems, talent, information flow, and local market learning. Succession therefore matters as continuous company renewal rather than a completed title handoff, while near-term household-robot value remains more credible in bounded chores than in general-purpose demonstrations. No settled contradiction is adopted. Titles, market share, revenue mix, forecasts, organizational causality, competitor judgments, and embodied-AI timelines remain first-person or source-scoped pending independent operating and technical evidence.