It’s been in the works for quite some time, and now it's official: Nippon Steel's acquisition of U.S. Steel marks a significant milestone in the global steel industry. This strategic move not only strengthens Nippon Steel's market presence but also creates a unique opportunity for employees from both companies to learn and collaborate in innovative ways.

The linked JT article reveals that Japan’s youth are increasingly prioritizing meaningful work over traditional job security. Young professionals are seeking employment with companies that align with their values, offer flexible working conditions, and foster inclusive environments. This shift is not merely a trend; it represents a broader movement that is reshaping the future of work in Japan.

If, like me, you have navigated the waters of international business, you’ve learned that communication styles can vary wildly between cultures. While we often associate laughter with humor and agreement, in Japan, it can mean something entirely different—like embarrassment or confusion.

I recently came across a really interesting question during a town hall meeting as part of a Business Efficiency training: Why don’t Japanese companies jump on board with Japanese management concepts? You’d think they would, right? But it’s not that simple.

We do get this question fairly often, but never from companies we’ve worked with for sometimes ten or more years. Those long-time clients know the value of our our work, they also know that we’re always updating our content to reflect new trends in work and people.

Focus on the Whole Person: This principle emphasizes recognizing and valuing all aspects of an individual—emotional, physical, mental, and spiritual. It advocates for a holistic approach in coaching and personal development.

One of the CTI coaching techniques I've found to be incredibly effective, especially with Japanese colleagues, is Dancing in the Moment. This technique refers to the coach's ability to be fully present, responsive, and flexible in the coaching relationship, adapting to the coachee's energy and evolving needs. It emphasizes being open to the unexpected, trusting the process, and allowing the conversation to flow naturally. 

Golden Week as we know it today began in 1948 when the Japanese government officially designated the holidays that make up the week (I think) in an effort to provide a legitimate 'excuse' for people to take a few successive days off after the busy start of the fiscal year. It became one of those few times a year when most Japanese workers feel they can take some time off without too much guilt.