ヒューマンエイジ研究所 List of Products and Services

Industry: Social Insurance Labor Consultant Office Target: 7 leaders from various departments ■ Background Within the work focused on contracted tasks, a culture has developed in the team that perceives and acts with a passive mindset. Additionally, while individuals are excellent as technicians, communication is insufficient, and the quality of communication has become superficial and routine. There is a lack of interest in other members, leading to ineffective collaborative relationships that do not result in achievements. ■ Goal To establish trust based on the awareness of being a team member and to achieve careful communication that fosters synergy among members. ■ Challenges A lack of awareness of issues and the absence of specific actions that go a step further from that. ■ Duration 6 months ■ Results The way meetings are conducted has changed, allowing individuals to express their opinions. As a result, themes and challenges for collaboration have been identified, leading to unprecedented deeper engagement and actions. Influenced by this, individual technical inventories have been conducted, and mutual technical support and cooperation have become more active.

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Industry: IT Industry Department: A division of system development Target: All 12 members, including managers ■ Background Within the team, a culture has developed where members adopt a passive approach to work, primarily focused on contracted tasks. While individuals are technically skilled, communication is insufficient, and superficial communication has become the norm. There is a lack of interest in other members, leading to ineffective collaboration and poor outcomes. ■ Goal To establish trust based on the awareness of being part of the team and to achieve careful communication that fosters synergy among members. ■ Challenges A lack of awareness of issues and the absence of proactive, concrete actions stemming from this. ■ Duration 6 months ■ Outcomes The way meetings are conducted has changed, allowing individuals to express their opinions. As a result, themes and challenges for collaboration have been identified, leading to deeper engagement and actions that were previously absent. Influenced by this, individual technical inventories have been conducted, and the exchange and collaboration of skills among members have become more active.

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**Flow of System Coaching Implementation** 1. Pre-interviews with members - Interviews conducted by the coach with the target members - Addressing questions and concerns regarding the implementation of system coaching - Hearing individual thoughts and impressions on the theme 2. System Coaching - Introduction session: Establishing the purpose of coaching, goal imagery, and rules for team management - Coaching: Promoting actions in the workplace after the coaching sessions 3. Completion session - Confirming results and deciding on future actions *For more details, please download the PDF or feel free to contact us.*

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**Flow of System Coaching Implementation** 1. Pre-interview with members - Interviews conducted by the coach with the target members - Addressing questions and concerns regarding the implementation of relationship coaching - Hearing individual thoughts and impressions on the theme 2. System Coaching - Introduction session: Establishing the purpose of coaching, goal imagery, and rules for team management - Coaching: Promoting workplace behavior after the coaching sessions 3. Completion session - Confirming results and deciding on future actions *For more details, please download the PDF or feel free to contact us.*

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**Flow of System Coaching Implementation** 1. Pre-interviews with members - Interviews conducted by the coach with the target members - Addressing questions and concerns regarding the implementation of system coaching - Hearing individual thoughts and impressions on the theme 2. System Coaching - Introduction session: Establishing the purpose of coaching, goal imagery, and rules for team management - Coaching: Promoting actions in the workplace after the coaching sessions 3. Completion session - Confirming results and deciding on future actions *For more details, please download the PDF or feel free to contact us.*

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**Flow of System Coaching Implementation** 1. Pre-interview with members - Interviews conducted by the coach with the target members - Addressing questions and concerns regarding the implementation of system coaching - Hearing individual thoughts and impressions on the theme 2. System Coaching - Introduction session: Establishing the purpose of coaching, goal imagery, and rules for team operation - Coaching: Promoting actions in the workplace after coaching sessions 3. Completion session - Confirming results and deciding on future actions *For more details, please download the PDF or feel free to contact us.*

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"Development Support for Human Resource Training" Is this happening in your workplace? - You think education is necessary, but you don't know what specific training to provide. - Due to being a small organization, you can't hold in-house training within limited time. - You want to leave employee interviews and consultations to professionals. - Business owners and managers can't dedicate time to training, etc. It is important to pay close attention to human resource development and retention. By paying attention, you can notice changes in members and seize opportunities for growth and care. Our company provides necessary educational support regularly, tailored to the situation of your organization and members, including: - Training - Coaching - Counseling - One-on-one meetings and interviews - Meeting support, etc.

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"Relational Coaching" is a type of coaching aimed at enhancing psychological safety and improving the quality of behavior by organizing the relationships within a team. It is now said that maintaining good interpersonal relationships within a team is one of the requirements for management positions. The quality of relationships affects what members think, and their thoughts are linked to their actions. Instead of focusing on individual skill development or problem-solving, this coaching examines the relationships among team members, identifies challenges as a team, and fosters mutual understanding at the conscious level. When the quality of relationships within the team improves, the thinking among members becomes more constructive and emergent, leading to enhanced quality of actions and results. [Target Audience] ■ Organizations: Between organizations, between departments, within departments, within teams, among leaders, etc. ■ Individuals: Families, couples, parent-child relationships, etc. *For more details, please download the PDF or feel free to contact us.

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Coaching is a support system that draws out the client's potential through dialogue, helping them to make their own decisions and take action. Our company offers coaching aimed at managers, leaders, and team members. In today's unpredictable and rapidly changing environment, individuals are required to have a solid foundation and to act proactively. Personal coaching involves reflecting on what is important to oneself and one's approach to work, clarifying the actions that need to be taken. The themes of coaching include achieving organizational goals, role behaviors based on mission, solving workplace challenges, improving the workplace, and developing subordinates, focusing on actions towards achieving organizational and personal goals, as well as addressing the challenges faced by the client. We support clients in approaching their work with confidence and being true to themselves. **Expected Effects of Coaching** - Awareness of one's strengths - Recognition of true desires - Behavioral change By incorporating coaching, mental care and an increase in self-esteem can also occur. *For more details, please download the PDF or feel free to contact us.*

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