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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.