It's time to J-Globalize your business
Intercultural communication and global business success programs like no other
Managing Non-Japanese L31
Employees in Japan
Increase foreign staff motivation & loyalty via clear, supportive management
Japanese managers may give vague instructions, expecting bottom-up independent action and learning; other times they may want detailed reporting and checking. Non-Japanese staff may be confused about how to work, or feel low motivation.
Explain team-based working methods, and set clear goals and expectations for global staff working and information-sharing. Then support and coach them.
It was well analyzed and compared the way of thinking in Japanese company and overseas. That motivated me to challenge in future globalization. It was beneficial to learn the real cases that foreign workers faced and these solutions.
Through many activities, I could understand the point that foreign workers got confused and conflict with others. That would be helpful from now on.
It was very interesting, brought me great confidence. I was so happy to hear that you said Japanese business style still had advantage even in this globalization.
The Purpose of this workshop:
■ Effectively hire, train, manage, develop and retain non-Japanese staff in Japan as high-performing, long-term, motivated leaders – either to stay in Japan, or to manage operations overseas.
Who is it for?
■ Japanese managers training or employing non-Japanese staff and future leaders in Japan. (Mixed language levels, mixed management levels welcomed)
■ Optionally we can also welcome participation by: 1. Non-Japanese staff, 2. Japanese overseas assignees. (Mixed nationalities welcomed)
How will participants benefit?
■ Understand cultural differences in working style and learn coaching management and clear communication skills to bridge them, including dealing with job-hoppers, un-motivated or under-performing staff.
■ Develop a positive growth mindset to deal with diversity, build own skills, and to propose and execute organization changes which increase motivation and performance of non-Japanese employees.
■ When planning workshop contents we can interview Japanese managers and non-Japanese staff about common intercultural misunderstandings or frustrations, and create cases for training participants to analyze, find solutions, and roleplay effective behaviours.
■ On day 1, managers learn and plan:
■ Brainstorm challenges (such as foreign staff taking too long to learn skills, or being un-motivated or quitting too soon)
■ Understand cultural differences between Japan and global planning, working and communication skills, which can cause problems integrating foreign staff into Japanese teams
■ Discuss solutions to challenges, and learn how to use coaching style goal-oriented performance management techniques. Finally, roleplay interviews with their non-Japanese staff.
■ The following week, as an assignment, managers do real interviews with their actual staff, based on their new skills and practice.
■ On day 2, a few weeks later, managers report progress and learn feedback and communication skills to keep developing their global staff.
■ Bridge cultural gaps and empower mixed-nationality diverse teams so staff satisfaction, staff retention and business performance improves.
■ Managers use peer-to-peer learning to share own ideas, best practices.
Facilitation Agenda: One day seminar
|09:00||Orientation||1. Purpose, introductions.
2. Challenges (issues),
3. Growth mindset,
4. Open communication.
|09:30||Intercultural Communication||1. Case study: Managing non-Japanese staff in Japan.
2. Ten intercultural frameworks.
|10:40||Managing a Diverse Workforce||1. Work-life-balance and stress management,
2. Respectful communication
3. Coaching Style Management,
4. Explaining my management style
|13:00||Shared Direction||1. Our Company Way, mission, values, working style.
2. company and department’s strategy and cascading goals.,
3. Team-building & Project Management.
4. Imagine staff’s needs
|14:30||Performance management||1. Hear needs: Survey/Interactive goal setting,
2. Give feedback positively (Role play)
|16:00||Facilitating diverse meetings||1. “Start with Why.”
2. Chair meeting: ”How to manage our foreign staff”.
3. Discuss & agree.
|16:40||Planning my 1-1 meetings||1. Plan goals, content, structure,
2. Practice role-play .
(2-4 weeks later) Half-day seminar
|09:00||Coaching-style Management||1. Feedback on 1-1 meetings,
2. Coaching development & progress.
3. Practice role-play.
|10:30||Clear Communication||1. Clear emails,
2. Win-win negotiation,
3. Confident presentations,
Sample Program Slides
Use positive body language
Make everything clearer at first
Offer extra support, explanations
Program design by Jon James Lynch and J-Global facilitators. Copyright K.K. J-Global 2018. All rights reserved