The cutting-edge, real-world definition of “leadership” has evolved far beyond the pre-VUCA image of a “strong leader pulling everyone forward.”
Leadership is “a process that connects people in uncertain and complex environments, creates psychologically safe and diversity-enabled spaces, and delivers sustainable outcomes through learning and adaptation.” In other words, the frontier view is not “leader = authority (a strong individual),” but “leadership = the act of designing the space and relationships.”
Behind this are evolutionary elements emphasizing complexity, distribution, inclusivity, and psychological safety. The definition of leader is also evolving—from “the person who provides answers” to “a facilitator who sets the stage and guides the team toward vision achievement.”
Put simply,
“Leadership is not the power to make people obey, but the dynamics of creating a space where everyone can perform at their best and co-create the future.”
To master leadership effectively, it is useful to separate “leadership by leaders (what leaders themselves should demonstrate)” and “all-participant leadership (what every member should demonstrate).”
Moreover, leadership by leaders has continued to evolve in recent years.
In particular, “Inclusive Leadership Ability”—the capacity to embrace diversity and turn it into strength—is increasingly demanded.
This program covers the foundational knowledge and practical skills needed to demonstrate these forms of leadership.
- Leadership Training (all-participant, regardless of position)
- Leadership by Leaders Training
- Inclusive Leadership Training
Leaders articulate a clear vision, share it with others, and draw out members’ motivation and actions to achieve organizational goals. Rather than mere command-and-control, leaders become the driving force that elevates intrinsic motivation in each member and grows the team as a whole. Today’s leaders are expected to balance value creation with talent development.
Leaders also need Management Ability. That is covered in the Leader Training.
Inclusive Leadership Ability Enhancement Training (New)
Inclusive Leadership Ability is leadership that creates an environment where members with diverse values, cultures, and backgrounds can perform at their best.
It is not simply “accepting diversity,” but leveraging it and turning it into team competitiveness.
In today’s society—where gender, nationality, work styles, and ways of thinking are rapidly diversifying—leaders must view “differences” positively, draw out each person’s strengths, and connect them to organization-wide performance improvement through attitude and action.
Leaders who can turn “difference” into strength are exactly what this era needs. Diversity enhances organizational competitiveness and can catalyze creativity and transformation.
Below is the difference between Leadership by Leaders Training and Inclusive Leadership Ability Enhancement Training.
| Item | Leadership by Leaders Training |
New Course Inclusive Leadership Ability Enhancement Training |
|---|---|---|
| Target | Division Heads, Section Managers, Future Managers | Executives, Division Heads, Section Managers, Future Managers |
| Objective | Strengthen leadership behaviors that raise team value for goal achievement | Leverage diverse members to deliver creative, innovative team results as “One Team” |
| Core Concept | Motivate and guide members toward outcomes | Respect diversity, draw out everyone’s strengths, and convert high synergy into results |
| Leader Image | A leader who presents a vision and unifies/supports members | A leader who embraces differences and strengthens team capability through dialogue |
| Key Skills Emphasized |
- Vision Building - Goal Setting & Sharing - Inspiring from the heart / igniting Motivation - Developing & Delegating - Feedback Ability - Storytelling Ability |
- Diversity Acceptance Ability - Non-debate, exchange-based Communication Ability - Psychological Safety Promotion Ability - Recognizing differences & addressing bias - Verbalizing thought - Receptivity |
| Main Program Contents |
- Fundamental leadership theories - Strong team-building theory, exercises, and role-plays - Trust-building workshop - Direct report development exercises - Feedback exercises - Team vision planning - Storytelling exercises & presentations |
- Inclusion fundamentals - Unconscious bias workshop - Case studies on leveraging diversity - Perspective-fluidity exercises - Practical exercises in exchanging differing views - Team vision planning - Building psychological safety: exercises & role-plays |
| Expected Effects |
- Improved team-wide results - Self-directed team building |
- Stronger organizational competitiveness through diversity - Creation of creativity and innovation |
| Training Style | Workshop + self-diagnosis + group work + exercises + case studies | Workshop + self-reflection + group work + role-plays |
Knowing the Leader’s Own Leadership Type
By understanding their leadership type, leaders can recognize strengths and weaknesses and optimize their leadership style.
Leadership styles in normal times often differ from those in emergencies.
Therefore, knowing one’s style helps maximize strengths and find ways to compensate for weaknesses.
The 5D Profile Diagnosis offers leadership assessments tailored to managerial roles. The Behavioral Traits assessment also evaluates the behavioral traits required for leadership.
(All-Participant) Leadership Training
1. Why is this training necessary?
We live in a VUCA era (volatile, uncertain, complex, ambiguous). Change in society, the economy, and technology is rapid; the unexpected is routine; and past successes are less applicable.
Within organizations, the old assumptions that
- The boss has all the answers
- You just wait for instructions to act
are no longer realistic, because managers themselves face challenges they have never experienced and often do not have the answers.
Therefore,
- second-year graduates,
- young employees,
- veteran employees,
- contract employees—
everyone needs the ability to understand and leverage their strengths and demonstrate leadership.
For example, consider a case where office procedures were refined to boost processing efficiency.
An administrative employee struggled with complex procedures that caused application and entry errors, hurting productivity.
Leveraging strengths in “Organizational Skills” and “Risk Management Ability,” they began an exchange of ideas with peers and created a pre-checklist for applications.
A colleague with a strength in “Presentation Ability” (explanation) distributed it to related departments and provided a simple briefing.
The result: errors were eliminated, rework disappeared, and application processing speed improved significantly.
This has nothing to do with job title. “Influence-exerting behavior” moves the organization forward.
2. What is this training?
This training develops “the ability to initiate leadership from one’s own strengths.”
- It is not traditional “leader development.”
- Participants discover and recognize the strengths everyone already has,
- apply them to work and the team,
- and aim to accumulate small leadership actions.
The goal is for individuals to take initiative, positively influence those around them, and strengthen the organization from the frontline.
3. What outcomes can be expected?
Through this training,
- each employee gains confidence in their strengths,
- thinks proactively and takes action,
- and demonstrates positive influence within the team.
After completion,
- organization-wide Engagement improves,
- on-the-ground flexible problem-solving increases,
- and the culture enables autonomous, proactive responses to the unexpected.
This nurtures a culture that elevates not just skills, but the organization’s overall adaptability to change.
4. Leadership from Strengths: 2-Day Curriculum
Day 1: Self-Understanding and Discovering Strengths
| Time | Content |
|---|---|
| 9:00-9:30 | Orientation: Introductions, purpose and goals, flow |
| 9:30-10:30 | What is leadership? Why is leadership necessary? |
| 10:30-12:00 | Leadership required in the VUCA era Learn leadership types, meanings, and significance |
| 13:00-14:30 | Self-understanding Work (1) Exploring personal strengths: those who took the aptitude test use their results; others conduct a strengths inventory |
| 14:30-16:00 | Self-understanding Work (2) Understanding the background of your strengths: Personality, Thinking, and Work Values |
| 16:00-17:30 | Identify scenes to leverage strengths (pair work & case sharing) |
Day 2: Translating into Leadership Behaviors & Practice
| Time | Content |
|---|---|
| 9:00-10:30 | Design your authentic leadership style |
| 10:30-12:00 | Create small leadership action plans (1) (on-the-ground behavior design) |
| 13:00-14:30 | Case exercises (demonstrating leadership in unexpected situations) |
| 14:30-16:00 | Create small leadership action plans (2) (individual feedback) |
| 16:00-17:30 | Present & share / commitment to on-the-ground practice |
Summary
This training aims to
- equip people for the VUCA era,
- regardless of position or tenure,
- enable everyone to wield small leadership based on their strengths, and
- raise organizational autonomy and adaptability to change.
It is a next-generation leadership development program for all employees.
Differentiation from Other Companies’ Programs
All programs, including leadership training, are built on self-understanding via the 5D Profile Diagnosis, recognizing one’s strengths, weaknesses, and characteristics before proceeding. This enables not just theory acquisition, but practical and individually optimized behavior change.
Even without taking the assessment, we conduct a simple self-analysis within the training to deepen self-awareness and build practical skills.
By the end, participants take home a concrete action plan—“how to leverage my strengths and what actions I will take.”