Analysis, investigation, coaching and counseling services
Confidential investigations into workplace issues (sexual harassment, power harassment, etc.)
Consulting/training on effective performance management systems
Payroll, administration
Training and development strategies
When people master a new skill, they will invariably go through 4 stages
Action Japan takes a holistic view of training. We highly recommend our programs are customized to reinforce learning from other organizational development initiatives.
We also recommend that the effectiveness of the training intervention is monitored periodically, not just at the end of the training. This allows the organization to gauge the level of knowledge transfer from the training room to the workplace. Obstacles hindering the effective use of the knowledge gained can be identified and either removed, or further training can be developed to ensure long-term effectiveness.
A major barrier to defining the vision, mission and/or strategy is the time investment and focus needed from executives in order for them to contribute meaningfully to the process.
Action Japan’s highly skilled facilitators support clients in building and facilitating effective workshops to create the mission, vision and strategy that ensure focus and a highly efficient use of time.
If required, we also advise on change management, and process changes required for certain strategic roll-outs to be implemented successfully.
What are values?
Values are our subjective reactions to the world around us. They guide and mold our opinions and behavior. In other words, our values are like an internal compass which tell us which path we should follow in order to achieve our goal/mission/strategy/vision.
Values have three important characteristics.
1) Values themselves cannot be proved correct or incorrect, valid or invalid, right or wrong. Our values tell what we believe to be right or wrong, regardless of any evidence or lack thereof.
2) Values are developed early in life and are very resistant to change.
3) Values develop out of our direct experiences with people whom we respect. Values are not accepted because we are told to believe them. We believe in values because we value the behaviour of others who demonstrate those values.
Why is having an organization’s values understood and believed by all important to an organization?
Each employee has a personal value set which has been built over the course of their lifetime. When employees work in an environment which reflects their personal values, they are more engaged and motivated, and experience less stress.
How can an organization’s values represent those held by each individual employee?
The key is to leave the interpretation of the corporate values open-ended enough, so as to be applicable to all the employees and all circumstances. The employees should be able to interpret the values so they are relevant to their own situation in the organization.
For example, the value of ‘respect’ to a management group may be considering female managers for promotion, at the same time its meaning to a telephone receptionist may be to always answer the phone courteously.
Action Japan’s value definition, value buy-in, and behavioural identification programs are unique in the level of commitment they gain from all levels of employees in an organization. The highly interactive workshops engage the participants, and the resulting compilation of suggested behaviors passes ownership for living the values down onto the employees themselves.
Other related areas of expertise:
Mission definition workshop
Strategy definition workshops
Action Japan uses its expertise in corporate culture change to coach and shadow change agents and cross-functional change teams to ensure optimal results.
Change Management:
Introduction to change management (workshops)
Managing change: (process-focused workshops)
Change management consulting
Why is it important?
Success in today’s corporate world is often dependent on flexibility. Organizations need to respond rapidly to external market trends. This often means a change of systems or structure within the organization. However, in order to make these work, the employees must accept them and be willing to work with them. Yet, statistics show the vast majority of new implementations fail because there was little emotional acceptance within the organization.
Action Japan and affiliate partners offer a variety of custom-made programs aimed at reducing resistance and supporting the smooth implementation of change and transformation initiatives.
An effective way of promoting change is creating ‘change agents’ within the organization. Change agents are people within the organization who champion the changes throughout the organization. Usually they are people who have ‘personal power’ (people respected within the organizational even though they may not hold positions of authority).
Action Japan uses its expertise in corporate culture change to coach and shadow change agents and cross-functional change teams to ensure optimal results.
Simply, it is a culture which creates superior business results in an organization.
Some definitions are…
Culture is ‘How things are done around here’. It is what is typical of the organization, the habits, the prevailing attitudes, and the grown-up pattern of accepted and expected behaviour.
(Drennan, 1992)
..a culture is not something an organization has; a culture is something the organization is.
(Pacanowsky & O’Donnell-Trujillo, 1983)
In talking about culture we are really talking about a process of reality construction that allows people to see and understand particular events, actions, objects, utterances, or situations in distinctive ways. These patterns of understanding also provide a basis for making one’s own behaviour sensible and meaningful.
(Morgan, 1986)
In order to build performance cultures, Action Japan offers a wide range of services designed to meet the requirements of any size of organization.
{extended} ]]>In most cases it is important also to measure an organization’s current culture and conduct a gap analysis in order to identify and prioritize enhancement strategies. The results of the analysis are presented in a format which is practical, easy-to-understand, and most importantly, aimed at providing effective next steps.
Solid experience and leading analysis tools are the basis of Action Japan’s consulting expertise. Our affiliate consultants bring decades of expert knowledge to organizations, supporting organizational transformations of any size, shape and form (see The Team).
Action Japan
Human Synergistics: Culture and leadership assessment tools
(www.human-synergistics.com.au)
(www.hsjapan.co.jp)
Hagberg Consulting: Culture and leadership assessment tools
(http://www.leader-values.com)
Communication Style and Behaviour Tools & Providers:
Our extensive range of highly effective, top quality solutions are tailored to address a broad spectrum of customer needs.
In order to deliver superior solutions at accessible prices, we work with a superior network of highly skilled professionals who are specialists in their own fields. Our network comprises leading consultants, trainers, academics and coaches.
Building Performance Cultures
Analysis & Consulting
Workshops
Change Management
Learning & Development
General development
Leadership/Management development
Other Services