Is it wise to invest when you are
unaware of genuine needs ?

How can you ensure a clear diagnosis before pouring resources ?

In Japan, there’s a tendency to prioritize training as a checkbox for inclusion efforts.

For example:

cross-generational conflicts at work
Attracting women to sales or managerial positions (especially in Japan)
Dealing with old Japanese management style

These issues demand a shift in mindset and behavior, necessitating a global approach that begins with understanding people’s motivations.

How can you prevent addressing symptoms instead of root-causes ?

Providing safe spaces for employees to openly express their concerns enables leaders to understand ... and invest in real issues

During our Verbal aikido workshop @ French Chamber of Commerce Japan, here is an overview of the difficulties shared by participants :

Female resources hindered from achieving their mission due to exclusion from project meetings, isolation from valuable information and limited team interactions
Unrewarding tasks that are passed on to women, leveraging their isolation and power imbalances (boys club)
Meetings with hidden agendas deliberately using language barriers for exclusion purposes
And so on…

New to Japan, Verbal Aikido fosters improved inclusion by enabling top management to understand real employees issues, steering clear of quick fixes, short-term and patchwork solutions.