Discus Fish of Cobo and Samuel Tse of Animoca Brands discuss how AI agents, digital identity and blockchain could change the way money moves.
Updated
November 2, 2026 12:03 PM
The Agentic Economy Summit at CVCF 2026 explores how AI agents and digital assets could shape the future of business and finance. IMAGE: CYBERPORT
For an AI agent to manage money on someone’s behalf, it needs more than the ability to follow instructions. It must be able to establish whom it represents, access funds and transact within agreed limits.
These are among the questions informing the discussion of AI and digital assets at Cyberport Venture Capital Forum (CVCF) 2026. Ahead of the forum, Discus Fish, CEO and Co-founder of Cobo, and Samuel Tse, Head of Investment and Corporate Finance at Animoca Brands, shared their views on how this convergence could develop—and where they see opportunities for businesses.
Discus Fish points to a longstanding challenge: blockchain can be difficult for everyday users to navigate, but AI agents may find it easier to interact with these networks.
“Blockchains have always been hard for ordinary people to use. AI agents may be better users: the chain is fully transparent and every record is traceable, which suits agents well.”
His outlook comes with a qualification. Both the agents and the networks they would use still need to develop.
“Agents aren’t capable enough yet, and chains are still adapting. But once agents truly run on-chain, the number of users and what’s possible will grow by an order of magnitude.”
Discus Fish says blockchain could reshape how financial assets are issued, traded and settled over the next five years. He also notes that institutional adoption has progressed faster than Cobo initially expected, with individual users no longer leading the shift. “Since 2017, we have believed blockchain will become part of the financial infrastructure of the future. We expected individual users to lead, but institutions moved faster.”
For Fish, the next stage involves a broader range of assets and financial clients.
“What gets redefined next is how assets are issued, traded, and settled. As traditional assets like US equities come on-chain, a much wider range of financial clients will follow.”
Samuel Tse, Head of Investment and Corporate Finance at Animoca Brands, focuses on investment opportunities across digital assets and agentic AI. He sees digital identity as essential to allowing AI agents to act on behalf of people while keeping transactions within the permissions they set.
He believes users should set clear rules for what an AI agent can do, allowing it to complete transactions without requiring approval for each one.
“Once agents can prove who they represent, hold digital assets, and move value under clear rules, the economy stops being click-by-click. You set the policy once—who, how much, for what—and the agent transacts inside it.”
He describes applications ranging from everyday payments and transfers to subscriptions, swaps and earning returns on idle funds. “That’s agentic transactions: payments, transfers, subscriptions, swaps, even chasing a better rate on idle cash. Identity is the trust layer. Assets and credentials are the spending authority—always accountable to the human who granted permission.”
In Tse’s account, the human remains the source of that authority. The agent acts within the permissions granted to it.
To illustrate how AI agents, digital identity and digital assets might work together, Tse offers a hypothetical Hong Kong parent's weekday.
“A Hong Kong parent’s weekday: top up the child’s Octopus, book a weekend football slot, translate a school notice for the helper, check weather before pickup, restock milk at the member price, and keep leftover budget earning until tomorrow.”
At present, he says, completing these tasks requires navigating services that often operate separately.
“Today that means many apps that don't talk to each other, and rails that struggle with micro payments.”
His proposed alternative brings the tasks together under instructions established by the user.
“With an agent, they set the rules once and let it decide what to do. Identity unlocks trust and member prices without oversharing. Digital assets fit the money—per-use fees, hard limits, yield until spend.”
For Tse, this combination could create opportunities across payments, merchants, identity providers and digital-asset platforms. He compares the potential scale of agentic commerce to an earlier change in how consumers accessed services.
“The iPhone in 2007 rewired how people buy and use services for 20 years. We are just at the beginning of a similar paradigm shift, with outcomes we can barely imagine.”
Discus Fish and Samuel Tse offer two perspectives on the emerging agentic economy, from the blockchain infrastructure enabling transactions to the digital identity and permissions that allow AI agents to act on people's behalf. At CVCF 2026, these ideas will become part of a wider conversation with the leaders building and investing in this evolving space.
Be part of the conversation. Join industry leaders, founders and investors at CVCF 2026 on 4–5 November and explore the technologies and opportunities shaping the next phase of business.
Exclusive for Ventureport readers: Use code cvcf26vp to access a Full Access Pass for HK$300, subject to confirmation by the organiser.
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The new workplace literacy is here, and it’s digital.
Updated
January 8, 2026 6:36 PM
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A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.