Global Leader Tips

Metaphor Practice

The communication style in Japan, is typically high context and indirect. It means the Japanese people take care of relationship and harmony, so they often do not use straight and direct words. Although the Metaphor is a quite effective skill generally, it’s very powerful in these situations especially. 
The metaphor is a kind of the visual and real expression of the situations or experiences, not the description nor explanation by some words. Then, it’s rather effective sharing the real feeling or image of the experiences. Although the metaphor is quite useful and powerful skill, it should be trained in the usual conversations intentionally. Learning the impressive and easy understanding metaphor, practicing to get the words out again and again, creating their own metaphors of something like “chaotic work environment”, “brilliant success”, “disappointment” and so forth. And it is also quite important that if the metaphor does not hit to the coachee or the member, the coach or leader should not stick on to his own metaphor any more, and he has to try something else.

Global Leader Tips

Big Impact of Articulating

The articulating is one of the powerful coaching skills that can utilize in the business conversations. This coaching skill is also called longer name “Articulating what’s going on.” During the careful listening focusing on the whole person, may be one of the team members, the leader sometimes feels a kind of sense of awareness or something like intuition. The articulation is the ability putting the word simply or speaking out that feeling frankly. Sometimes telling him what is going on at that time or frank look of him. The important things are he often can’t see himself or an expression on his face. Or perhaps he can see details but not the whole picture.
With the articulation, the leader should share the observations frankly and clearly but without any judgement. The leader sometimes needs to tell him a kind of hard truth in order that the member find out the best and realistic solution or selection.

The effective articulating power is that the member can aware the unconscious feelings or facts, then he will not aware that by himself eventually without that articulation. Utilizing the big power of articulation, the leader has responsibility to articulate what he sees, but at the same time, as with all of coaching skills, not feel attached to being right about it. The articulating to boldly say what the leader sees without needing to be right, it could be empowered the member and could be pulled out his unconscious possibility. That’s why the articulating is powerful.  

Global Leader Tips

Career Selection with Coaching

A career selection is one of the most critical subjects not only for the organizations but also for the individuals. In the general business field most of leaders and managers have a kind of career interview or individual development planning conversations. However, how much individuals are satisfied with their careers or development plans? Did each team member get it? Some of leaders may have explained only the organizational situations or circumstances.

In the discussion of their career planning or personal development, the coaching method is a quite powerful tool, and is also effective way for deepening the collaborative relationship between leader and team member. The leader’s most critical attitude is believing the member’s capabilities and possibilities, like NCRW; People are Naturally Creative Resourceful and Whole. Then the leader should focus on the whole person of the member, not on the daily business issues. The leader had better give his gentle and supportive look to the member’s happy whole life, not only for the business. Thinking about the frank feeling about his career connecting with his happy whole life, he can choose his coming career near future as his own resonant selection. If he believes that his selection with resonance making with his own intentions and convinced life purpose, he must move forward his daily business and life, with steadiness and fulfilment. 
To keep the team member’s motivation higher is one of the critical essences for the leadership. And that’s why the resonant career conversations through coaching method is the most essential hint presenting the leader’s deep feelings to his members. 

Global Leader Tips


Intuition is one of the most essential but characteristic resources in Co-Active way. And it is also utilized in the business decision making same as co-active coaching or conversations, especially it could be striking in the senior executives or leaders.
Then, let’s think about what is intuition here. Maybe we’ve had the experiences like this: In the first walking trek trail, when someone comes to two paths branch without sign, instinctively turn to the right, trusting his sense of direction. Or this may have happened: In the book shop, taking a book casually from the bookshelf, then meet with the article by chance that have been looked for long time. He doesn’t have any idea, it’s a kind of unexpected encounter. We might call it a gut feeling.
Gut feelings also happen in the business. Imagine the scenario like this: He has an important position to fill, and has three candidates. On paper, one candidate stands out for the job experiences and skills, but it just doesn’t feel right to him. His instinct tells him the right choice is the third candidate he interviewed. He actually has strong feeling he trust, but it also means he will need to have a convincing rationale for his instinct. How will he justify his gut feeling to HR and his boss? 
They are typical cases with intuition: in the moment it feels more reliable than the data, the analysis, and all the usual pros and cons. It comes as an impulse that is often ignored or discredited because it’s not logical and therefore not viewed as credible. Nevertheless, intuition can be critically valuable as a powerful, additional channel for information, which is why it is defined as one of five contexts in the Co-Active Model. When that channel is available and open, intuition has the potential accelerating a process and deepen the conversations in ways that are sometimes surprising. So, we can simply add this additional and powerful option with a shortcut possibly to our usual analysis, evaluation and a structured process for addressing an issue.
Although we have words to define intuition, the actual experience is sometimes hard to explain. We usually don’t understand the real source of intuition, and many people face the difficulty of verifying that is real. Sometimes there’s no observable evidence for the conclusion, additionally in some cases, the conclusions from their intuition could be actually contrary to observable evidence.
Someone who thinks that it’s difficult to believe intuition, he frequently treats as guessing or being lucky. He doesn’t understand, trust or believe in intuition. And these kind of people like logical thinking and mind as a common process of critical decision making.
In addition to them, intuition is recognized too weird or unprofessional, so people are sometimes shy about admitting they have used their intuition. They also refrain from using intuition actively. It looks like quite wasting of powerful and effective resource or channel of information.
Both a rational mind and an intuitive gut feeling are quite important for the business as well as daily choices in the life. Neither information source is the right or wrong. They provide information from different source. Therefore, we should utilize both of them situationally with the most creative and effective combination in both business and life generally.
When people find out the most appropriate answer to the question, he can access to some different sources; memory, logical mind, history and intuition. Besides, intuition always forwards the action and deepens learning in spite of right or wrong.

Global Leader Tips

Coaching Space

Building up the collaborative relationship between leader, manager and member, subordinate, the mood of the conversational space is critically important for them. In co-active coaching, coaching space has to be two critical characteristics as an effective coaching environment. One is safe enough for coachee to take risks they need to take. And the another one is a courageous place where coachees are able to approach their lives and the choice they make with motivation, creativity and commitment. And additionally, safe does not mean comfortable. Sometimes they need straight and severe conversations to find out the way that coachee really desiring.
To make the safe and courageous space for the positive and constructive conversations, the several characteristics are essential for them. One is confidentiality. Confidentiality means that the coach must not disclose any information he has known in the coaching conversations at all without coachee’s agreement. Especially the conversation in the business organization or team, this is critically important for the safe feeling to address real, frank but exciting subjects, sometime including quite personal factors. Second one is trust. An agreement to hold the coaching conversation confidential is one key component in building trust. Trust is also built over time as both coachee and coach learn they can be counted on and the coachee learns that the relationship delivers clear result. Third one is speaking the truth. Building up the real environment where the coachee can tell the whole truth about what they have done, and not done, the coaching space should be without evaluation and judgement. Because the truth carries no consequence other than learning, discovery and new insight to them. Then, fourth one is openness and spaciousness. This is a space where coachees can breathe, experiment, fantasize and strategize without imitation. It is also a place which they can vent their anger, troubles, spite, fear and regrets.
Based on these elements of the relationship between coach and coachee, it is quite important for them intentionally and consciously design their working relationship. In addition to this, they need redesign their relationship continuously, when their relationship is going to need any new elements for their deeper and more credible one.
For leaders, managers and supervisors, the “design” of the working relationship will not be structured, but the essence of the coaching space above is quite referential. It is certainly not doing coaching on team members or direct reports. The context for coaching in an informal organization or leadership situation is a commitment to support and development. This commitment to personal development is the essence of the business case for coaching as a leadership and management competency.

Global Leader Tips

Coaching in the Business

Taking the Co-Active like collaborative communication in to the business, coaching method may be one of the simple first step. Although the co-active coaching model has a lot of components and tools totally, several parts can utilize in the real business situation as easy and practical implementation. Shifting from the traditional top to down business protocol to the collaborative one, starting to believe the capabilities of the member is essential. Empowering the member means to believe the member’s potential capabilities, then to find them out creatively and effectively. So, the coaching method can utilize as powerful, helpful hints and tips.
In the coaching type relationship, the being of the coach or leader has to be quite important. They must be present: respect, openness, compassion, empathy, and a sincere commitment to speaking the truth. They assume strength and capability, not weakness, helplessness, or dependence. They assume a deep desire to give the best and pursue potential. The most critical belief for the coach or leader is that every situation has possibilities and that people really do have the power of choice. It shifts the conversation from simply analyzing and problem solving to working together more effectively and learning to be more resourceful so that future issues are actually easier to address because the relationship is resilient and creative.

Global Leader Tips

Co-Active way in the Business

In the unprecedented paradigm shift, leadership or management style had to be changed from legacy top to down to a new cooperation with the partnership.
Co-Active is a kind of coined word developed and promoted by CTI: Co-Active Training Institute in US, as a coaching method over the 20 years. In the long and global implementation of the model, Co-Active has been not only for coaching method, but also has been utilized as a co-active based conversations, relationship, leadership or partnership. They all look through the lens of the co-active way. Then the co-active way is a way of effectively empowering people to find their own answers, encouraging and supporting them on the path as they continue to make important choices collaboratively.
Let’s imagine the typical example in the mission-critical project situation. The team leader has many ways to have the conversation. One way is a kind of the traditional one. Asking for a report, analyze the situation, and then provide work direction. Then here’s a different way, a way that is more co-active, collaborative. For the team leader it involves empowering the team member who may be much closer to the actual issues, possibly brainstorming alternative action steps and agreeing on a course of action. In this way the nature of relationship shifts, the context for the conversation is more inclusive and more empowering. It is a kind of invitation to see there is a choice and each has a different impact. There is a wider range of leadership responses available. In this fast-paced world of work, the pressure is on to create more engaged, more proactive, and more empowered members. Waiting for a higher authority or escalating decision making impedes teams that need the agility to respond to chaotic and complex situation. Creating and supporting a co-active way of working together delivers on the imperative and creates a culture of resilience and resourcefulness.

Global Leader Tips

Empowered Leadership


In the traditional pyramided organization, the typical leadership used to be depended to the top to down oriented one-way communication, like a legacy leadership. It could be very fast and strict control for the simple business execution.
However, the business environment has been drastically changed. The business requires the faster, flatten, borderless and flexible operations based on the extraordinary evolved IT and Network environment. In addition to this, the critical success factor of the business also has been dramatically changing in the continuous paradigm shift. Then the leadership style has to be changed boldly and adaptively as well as the way of communications in the organization and the virtual team in the various networks. Moreover, in the diversified team, the leadership style with the tolerant communication has to be critically related with the team performance.
The empowerment of the leader can reveal the talent more of each member, can be respected each other, then maximize the creativity and the synergy of the diversified values. In the empowered team, there’s no control, no restriction, no precedent, no formula. There’s free, flexible, creative and future oriented energy and harmony. The essential role of the leader there, is just orchestrate the team same as a conductor in the orchestra. 

Global Leader Tips

Prerequisites of the Global Leader

The business environment is still drastically changing to faster, flatter and more borderless in the 21stCentury. In these situations, especially in Japan, the leaders should have more global mind as well as the leaders in the other countries like Western countries, China, Korea, Singapore and so on.

To be the real global leader, three key prerequisites are essential.

  1. Leadership
  2. Global Communication Capabilities
  3. Creativity and Problem Resolution Capabilities

The first one is the Leadership. It’s obvious and fundamental. However, the global leader needs to lead various members to one direction, then make strong teamwork in the multi-national, multi-cultural and diversified environment. To drive the business steadily, clear vision and directions are essential. Easy to understand then motivating and encouraging to every member. Then especially in the troubled and difficult situation fairness and equality should be respected in the team. Splendidly orchestrated global team by the real global leader must keep on making the great and outstanding performance by their synergy of diversified power. 

The second element is the Global Communication Capabilities.  Of course, making deep understanding with members, the well-trained communication capabilities are mandatory for the global leader. English as a common global language is the most fundamental, but not enough. The situational communication skills like presentation, negotiation, meeting facilitation, conference call and etc. should be brushed up in the real field. In addition to these, the cross-cultural communication skills are critical in the multi-national, multi-cultural and diversified team. The communication styles in their original cultures are quite different respectively. So, understanding the difference is basically quite important, then the global leader should utilize the cultural difference in his team communications situationally.

Third one is Creativity and Problem Resolution Capabilities. These two abilities are also very fundamental as leader, then global leader needs to show off in the global business environment. Creativity is critically key for making vision and idea of the business or solutions with his originality, especially in the undeveloped market or segment. Problem Resolution Capabilities should be demonstrated as a significant power of execution.