Major Service Industry, Section Manager (650 employees, 10 subordinates)
This management training was a completely different experience from any I had attended before!
Before the training, I took an aptitude assessment that visualized my management style, communication traits, and relationships with subordinates using objective data.
The diagnosis helped me understand unconscious behaviors and identify what kind of approach works best for each subordinate type.
What impressed me most was realizing that “the way you communicate must change depending on the subordinate’s characteristics.”
For example, with introverted subordinates, it is more effective to listen carefully and create a safe atmosphere before speaking.
On the other hand, extroverted subordinates respond better when feedback is given directly and quickly in a positive tone.
The assessment results made me realize that “my way doesn’t work for everyone,” which was a completely new insight.
The feedback was very specific, offering practical advice such as “what communication works best for each subordinate” and “how to make use of your strengths.”
I learned the importance of not just “telling,” but “getting through”—adjusting words and approaches based on each subordinate’s characteristics.
This broadened my communication range and gave me confidence to manage a diverse team effectively.
The training itself was highly practical, filled with roleplays and game-style exercises, making it fun and hands-on.
Understanding my own and my subordinates’ types in advance made the workshop more meaningful and realistic, deepening my insights multiple times over.
It went beyond “understanding” to “applying” — helping me truly feel I can now manage in a personalized and effective way.
Because of the pre-assessment, I was able to experience the true challenge and joy of managing by respecting individual differences.
It was an enjoyable and meaningful training where time flew by while learning so much.
Frequently Asked Questions (from participant feedback)
What are the benefits of taking the 5D Profile Diagnosis?
Based on individual results, your strengths and weaknesses are objectively verbalized, clarifying what you should learn in training and increasing motivation and focus.
In addition to personal reports, there are versions for supervisors and team members, allowing you to learn specific management and communication strategies instead of general theory. This was a major advantage unique to this training.
Since it’s management-focused, the ability to ask questions suited to subordinate traits was another benefit, thanks to the instructor’s consulting experience.
How long did the training mentioned in the case study take?
From request ➡ proposal ➡ contract ➡ aptitude assessment (online) ➡ training design and development ➡ implementation ➡ instructor feedback ➡ follow-up session — approximately three months in total, which is the standard duration.
Can I take only the aptitude diagnosis?
Yes. Since we wanted to utilize subordinates’ results for better management, they took the assessment individually.
Later, they joined followership and leadership training programs to apply the insights, so the assessment was fully utilized.
Major Food Company, President (3,500 employees, 18 executives)
Our company conducted a special executive training program for 15 executives. This program went beyond theoretical learning—it aimed to help each executive fully demonstrate their unique leadership style and enhance practical management ability.
The program’s key feature was that all participants completed the aptitude diagnosis in advance, and the program was designed based on those results.
Each executive gained an objective understanding of their leadership style, challenges, and communication tendencies, allowing them to engage deeply in every exercise.
During the training, executives exchanged opinions through realistic case studies, roleplays, and discussions based on real workplace situations.
What stood out was the safe environment where they could openly share their “weaknesses” and “differences” with others.
Learning how to handle subordinates with different values or manage split opinions in teams was eye-opening. The “collaborative problem-solving discussions” based on internal cases were completely different from the traditional top-down style.
Leadership and decision-making styles were respected according to each individual’s strengths, and through exercises closely tied to real management challenges, the trust and unity among executives deepened.
The training also covered essential themes such as leadership in normal vs. crisis situations, how to communicate a vision, and how to lead diverse teams effectively.
With many practical and interactive exercises, participants praised it as “the most applicable training ever” and said it “not only enhanced personal growth but also revitalized the organization.” This training not only maximized each executive’s strengths but also strengthened teamwork and mutual understanding, serving as a major step toward the next stage of organizational growth.
Going forward, we aim to continue science-based individual analysis combined with practical training to further enhance organizational vitality and management strength.