Service / Developing Empowerment Leaders

Developing Empowerment Leaders

An empowerment leader is someone who creates mutual trust, and not just someone who only manages.

In organizations that have realized empowerment, managers are functioning as empowerment leaders. They are fully aware of the importance of developing their staff, and have shifted their style from the traditional command and control to trust and followership (empowerment leadership). They promote and support their staff to think on their own, and create plans to achieve tasks, and then to execute those plans.

They start the journey towards becoming an empowerment leader, by learning the basics of a manager.

In order to develop an empowerment leader, confirming the basics of management, which can be called the engine of a leader/manager, providing business results, creating organizations, and developing staff, correctly understanding why these are all important. With that, they can foster leadership that provides the maximum capabilities of staff and the organization.

Example of this program

We have the following program as well. Please feel free to ask about it.

  • Dialogue Practice for Empowerment Leaders
  • Executive Coaching

Management Basic


Managers naturally are sought to provide business results, as part of their responsibilities, and work diligently towards that daily. Meanwhile, even if they know management and business know how, it is people who realize such, and it is people who create a corporate brand, through creating value. Learning how to grow the business, which getting people to grow as well is an absolute for a manager, and in reality, most managers are doing this in their respective workplaces, in their own way. This program utilizes a simulation program*, where you will study not only management knowhow, but will study, through simulation, how to grow the business as a people manager.


2days program


Management or project leaders, manager candidates, next generation leaders

Expected deliverables

  • Understand the basics of management
  • Personally experience that “Management is people”, understanding the importance of HRM (Human Resource Management), and its impact on management
  • Gain observations related to the relationship between the overall issues in management, based on the company-wide perspective, and your own business
* Simulation program
Introducing the simulation program ”Tango™”, developed by the Swedish company Celemi

What is Tango™

tango / CELEMI(R) SOLUTION PROVIDERThis simulation program developed by Swedish firm Celemi nurtures a manager perspective.
This program simulates the increasing of a knowledge company’s market value by performing strategic planning, management, and analysis on key management elements.
Simulated across up to seven fiscal periods, this management simulation lets participants compete to raise market value while learning how closely the influential elements* of management relate to an overall business.

Real settings for evoke the realization of business

  • Unless you assign work in line with the career goals, employees will quit
  • If you lose customers, your corporate image will be damaged
  • Unforeseen issues arise in projects

A year’s worth of visible management results

  • Income Statement
  • Balance Sheet
  • Intangible Assets

Teamwork and leadership to be tested

  • There is a need for each team member to have different roles
  • Each must provide the maximum contribution to the team


  • Introduction
  • What is management
  • Year1: Application(understand rules)
  • Year1: Looking Back
  • Year2:Strategy, Application, Looking Back
  • Year3:Strategy, Application, Looking Back
  • Year4:Strategy
  • Year4:Application,KPI analysis, Looking Back
  • Year5:Strategy, Application, Looking Back
  • Year6:Strategy, Application, Looking Back
  • Organize overall reflections(team management status/developing own leadership) and learnings
  • Create an action plan

Simulation Flow



  • Confirm/redefine strategy
  • Gaining a vision and expertise, optimizing financial strength
  • Planning to win clients
  • Hiring and HR placement planning (Project, R&D, training)
  • Confirm cash flow each period


  • Winning clients
  • HR hiring and placement
  • Project management
  • Handling unexpected events
  • Cash flow management, creation of financial reports (IS, BS) and intangible asset sheets
  • KPI analysis (fourth year only)

Looking Back

  • Market analysis by facilitator
  • Comparison by each team of strategy and actual management, and other learning

Empowerment Leadership™


Adapting to a quickly changing environment requires managers to lead in a way that empowers their teams. Empowerment raises each employee’s feeling of engagement and energy to work, leading to joy as they collaborate and find synergy with others. This course deepens understanding of Empowerment, as managers reconfirm their roles and responsibilities and find out what success factors lead in the direction the company wants to go, so they can guide team members to proactively share values and behave accordingly.


2days program


Managers or project leaders, manager candidates, next generation leaders

Expected deliverables

  • Bring out capabilities of staff, create collaboration, understand empowerment leadership
  • Envision the stance sought for of own organization/team
  • In leading the direction sought for in the organization, objectively understand your own influence on the organization
  • In order to empower your own organization/team, create a plan related to specific actions


Theme Contens
What is empowerment
  • Philosophy and behavior of empowerment leaders
  • Roles and responsibilities of empowerment leaders
Understanding of the direction the company is taking, and envisioning our organization
  • Understanding the mission, vision, behavioral directions
  • Envision and empowered organization
  • Envision your own department
Current status analysis
  • Level of organizational empowerment, own leadership
Practicing empowerment leadership
  • Motivating employees
  • Developing collaborative relationships
  • Shifting to supportive leadership
  • Level and style of decision making
Action plan
  • Actions for realizing empowerment