キザワ・アンド・カンパニー Company Profile

Do you have any of these concerns? • You're unsure how to pass on the skills and know-how of veteran employees to the next generation. • There are thick walls between departments, hindering company-wide problem-solving and collaboration. • You understand the necessity of DX and digitalization, but the personnel on the ground are not keeping up. • You want to develop management candidates and young leaders, but classroom training does not cultivate practical skills. • You want to advance both solving management issues and developing talent simultaneously, but you can't find an effective system. What does it mean to be an "organization that continues to learn" in an era of uncertainty? How can the manufacturing industry overcome the challenges it faces? The solution is "Action Learning." We have prepared a guide that clearly explains the practical talent development framework of "Action Learning." We hope it will be useful in developing the leaders of the future. Action Learning is a system that allows teams to learn and practice simultaneously, using management issues as the subject matter. As a powerful framework that balances short-term results with long-term leader development, it is being adopted by many companies. Download the guide now and take the first step toward shaping your company's future.

The Power to Change "It's Useless to Talk" — Fundamentally Reassessing Organizational Culture and Decision-Making Through Dialogue "Another meeting?" "It'll just be decided by the higher-ups anyway." — Has such resignation become commonplace in your organization? This book, "The Promotion of Dialogue," delves into the depths of the "Japanese organizational culture" that underlies the dysfunction of dialogue, uncovering why the voices from the field go unheard and why meetings often go off track. The emphasis on harmony, the pressure to conform, and the ambiguity of responsibility — these are cultural structures rooted in history and environment that cannot be changed merely through superficial meeting techniques or facilitation skills. This book proposes a "reconstruction of dialogue" centered on shared meaning, based on social psychology, philosophy, and anthropology. In workplaces where motivation and empathy tend to diminish, now is the time for "dialogue" to become the starting point for transformation. Moving beyond mere formal discussions to truly meaningful consensus formation. This is a book that breathes life into your organization.

Improvement is left to the field. But when results don't come out—" do you know the reason? Our business process reform support service assists those working in indirect departments of manufacturing to feel that the business reform is "for themselves." Rather than just manualization and digitalization, we achieve a transformation from a sense of being forced to do something to a sense of fulfillment through our unique method that draws out employees' desire for growth and self-efficacy. Rediscovering value through the visualization of personalized tasks ● Small transformation teams voluntarily initiate "field-driven process reform" ● The flowchart clearly shows the overall flow and issues of the business ● Because improvement is "for oneself," the reform continues Business reform from the employee's perspective, aligned with the true feelings of all workers. That is Kizawa & Company’s "Business Process Reform Support Service.