• by always seeking out and exploring emerging trends
• through processes and collaboration that create excellent quality

WE VALUE:

• Continuous learning to generate the sparks of tomorrow¡Çs promise today
• Agilely incorporating change into growth spirals
• Ensuring each member¡Çs growth
• Respecting each members¡Ç individuality
• Responsibly producing excellent quality
• Informing people and sharing what we are doing
• Empathizing with each other
• Supporting a good work life balance

• ">Open Space Technology Workshop
• ">Appreciative Inquiry Workshop

Organizational Transformation

• Shared Vision
• Balanced Score Card
• Organizational Diagnosis
• The Engagement Survey
• Action Learning
• Systems Thinking
• Dialogue

Management & Leadership Development

• Leadership Development (Leadership Journey)
• Management Training
• 360 Feedback
• Coaching

Leaning System Development

• Learning Environment Design
• E-Learning

Team Building

• Facilitation Skill
• Cross-Functional Team
• Community of Practice

Performance Improvement

• ROI
• Competency
• Presentation Skill
• Sales Skill

Engagement is Vital

Why Engagement?

• Engagement appeals to the increasing number of people who are seeking to gain fulfillment and further their personal development while contributing to stakeholders, as well as to society at large, through work.
• Engagement is defined by and develops along with the individual¡Çs perception of three fundamentals: his or her working style fit, ability to contribute to the organization and wider society, and camaraderie with other members.
• Individuals with a strong sense of engagement are more likely to work successfully and with pleasure: they¡Çll be more productive, work to their full potential and strive for further development.

Fostering Engagement

• The organization and the individual can take action to change the perception of the organizational and so engagement.
• Engagement requires relationships in which organizations and employees contribute to each other¡Çs growth. Failing to do so results in the individual passively depending on or even opposing the organization.
• To foster Engagement it is essential to think of engagement in three ways: A) Engagement Fundamentals: the character and level of engagement B) Inclination: the desire, interest and enthusiasm members have for their work C) Perceived Organizational Qualities (POQ): members¡Ç perception about the organization

Our Studies and service on Engagement

• We are currently in the process of researching and investigating Engagement.
• We provide surveys, workshops, and facilitator training on Engagement. For more details on our service*, please click on the link below
  * Our service is currently provided in Japanese only

• Nissan Motor Co., Ltd.

Healthcare & Insurance

• GE Edison Life Co. Ltd.
• Skandia Life Insurance Co.,(Japan)Ltd.
• Sony Life Insurance Co.,Ltd.
• Manulife Life Insurance Company
• Mitsui Mirai Life Insurance Co., Ltd.

Pharmaceuticals & Medical

• Eisai Co.,Ltd.
• Santen Pharmaceutical Co.,Ltd.
• Nippon Becton Dickinson Co.,Ltd.
• Novartis Pharma K.K..

Telecommunications & Networks

• Nippon Telegraph and Telephone Corporation
• NTT Software Corporation

Transportations

• East Japan Railway Company
• Japan Air Systems Co. Ltd.

Consumer Goods

• Matsushita Electric Industrial Co.,Ltd.
• POLA Cosmetics Inc.
• Yakult Honsha Co.,Ltd.
• KONICA CORPORATION
• Japan Tobacco inc.
• Shaklee Japan

Banking & Capital Markets

• Nomura Research Institute, Ltd.

Food Services

• McDonald's Japan

Constructions

• SHIMIZU Corporation

Education

• Sundai

Services

• VENDOME YAMADA CORP.

Information Services

• Recruit Co., Ltd.

• How do you create an organization where engagement grows? Engagement grows in organizations in which both the organization itself and the members grow together and support each other, organizations where members enthusiastically perform to the best of their abilities, by drawing on their full personalities.
• The Engagement Survey is an invaluable tool for clarifying and fostering engagement.

Clarifying engagement

• The Engagement Survey clarifies engagement in three ways:
  A) Engagement Fundamentals: the character and level of engagement
  B) Inclination: the desire, interest and enthusiasm members have for their work
  C) Perceived Organizational Qualities (POQ): members¡Ç perception about the organization
  

Designing ways to foster engagement

• Engagement improves when members perceive the organization as a place where their natural Inclinations are respected
• members look forward to coming into work everyday because it¡Çs a place where they feel at home
• There are many ways to foster engagement because:
• Different Inclinations focus members¡Ç perceptions on different elements of the organization and therefore result in different expectations.
• As Inclination for work varies within any organization, there will be many different perceptions of the qualities of the organization and the opportunities it offers according to the level they ask for.
• Effectively using the results of The Engagement Survey enables organizations to design the best direction and most effective methods for fostering the kind of engagement which feeds into better organizational results.
]]> http://www.humanvalue.co.jp/eng/engagement/eengagementsurvey.html http://www.humanvalue.co.jp/eng/engagement/eengagementsurvey.html 120Engagement Mon, 17 Jan 2005 15:58:27 +0900 img/eengagement_03.gif" alt ="The Engagement Survey Feedback" />]]> http://www.humanvalue.co.jp/eng/engagement/eengagementfeedback.html http://www.humanvalue.co.jp/eng/engagement/eengagementfeedback.html 120Engagement Mon, 17 Jan 2005 15:59:21 +0900 Formats

Small groups

• Share and examine group feedback
• Study individual feedback together to promote diversity and provide effective mutual support

One-to-one interviews

• Discuss individual Inclination, short-term activities and long-term career goals.

Applications

Sharing and understanding the Perceived Organizational Qualities

• By discussing the results of The Engagement Survey at open meetings with members of the organization, carrying out an analysis of the background figures and developing an understanding of the existing Perceived Organizational Qualities, not only will problems be identified, but also paths to solutions will be clarified.

Mentoring

• Using The Engagement Survey results, senior members can increase their understanding of other members¡Ç Inclination and the Perceived Organizational Qualities, and therefore give concrete advice on career development.

Appropriate placement of personnel

• The Engagement Survey results identify the environments where members can spotlight their Inclinations and perform to the best of their abilities. The Engagement Survey results present the best ways to offer specific opportunities for members to grow and develop.
• Understanding the Inclination of each member of an organization allows the most effective placement and use of personnel within teams or work groups.

Creating company appeal (recruitment and retention)

• The Engagement Survey results clarify points the organization can change to create an environment that is attractive and allows members with different Inclinations to perform to the best of their abilities.
]]> http://www.humanvalue.co.jp/eng/engagement/eengagementapplying.html http://www.humanvalue.co.jp/eng/engagement/eengagementapplying.html 120Engagement Mon, 17 Jan 2005 16:00:44 +0900 img/eengagement_04.gif" alt ="The Engagement Survey Process" />]]> http://www.humanvalue.co.jp/eng/engagement/eengagementprocess.html http://www.humanvalue.co.jp/eng/engagement/eengagementprocess.html 120Engagement Mon, 17 Jan 2005 16:02:04 +0900 ]]> http://www.humanvalue.co.jp/eng/topentry/top.html http://www.humanvalue.co.jp/eng/topentry/top.html TOP¥¨¥ó¥È¥ê¡¼ Mon, 17 Jan 2005 16:08:58 +0900 Open Space Technology Workshop
¡ÁOpen Space for Self-Organization¡Á
Asia Trip in Japan 2006

Date:	Sunday 22nd Oct 2006 - Monday 23rd Oct 2006 ¡Î2days¡Ï
Facilitator:	Harrison Owen, President of H. H. Owen and Company
Place:	Risonare¡ÊKobuchizawa-cho, Hokuto-shi, Yamanashi-ken¡Ë
Fee:	168,000JPY including Tax,Accommodation, Food, Material
Capacity:	50 people

¡¦Organized by Human Value, Inc.

Click here for registration

• Download PDF




Purpose of the Workshop

Open Space Technology has been used and achieved successfully all over the world as an innovative process for organizational change.
Human Value would like to introduce this successful approach to those who are related to human resource development and organizational transformation in Japan and Harrison Owen, the originator of Open Space Technology, is invited as a facilitator.

As complex situations are increasing both inside and outside of organizations, we are required to create innovative ideas, shared notion among members and make a quick response. Holding a large scale meeting, which assures the wholeness by bringing all the related people together, is one of the effective way to do this. The question is, however, how can we set the space? or design the process of a meeting? and what does the facilitator do?

In this Open Space Technology workshop, the participants are invited to study and generate knowledge together through the experience of Open Space Technology with a theme, ¡ÉHow to create a Self-Organizing system within the organization?¡É. This workshop is suitable for those who are related to human resource development and organizational transformation.

HUMAN VALUE, INC.
President KUNIO TAKAMA




What is Open Space Technology (OST)?

Open Space Technology was developed by Harrison Owen in 1985. It is the way in which simple and creative meetings can be organized. It can be applied not only to the large organizations, but also in small villages in third-world nation and achieves the results in any kind of group. It has been used all over the world and to different people and continuously achieving the excellent results.

Having decided the theme, Open Space events can be done by 5 to 2,000 people. The participants are required to set an agenda by themselves and people who identified the issue were asked to convene concurrent sessions as a leader.
OST is the most effective when the situation is very complex and people¡Çs thoughts are various that a possibility of conflicts and chaos may exist. The core energy of OST, which enable us to get over the situations, includes passions, responsibility, energies of coffee breaks, the power of self-organization, creativity and circle.

In Open Space, controls are not allowed to exist. One can experience that something which is believed as right things is just right things for another. To create and hold the space without controls, Open Space has four principles.


• Whoever comes is the right people.
• Whatever happens is the only thing that could have.
• Whenever it starts is the right time.
• When it¡Çs over, it¡Çs over.

The participants are free to join any sessions but if they think that they can not contribute to the issue they chose, they can move out from the session. It is like Bumblebees and Butterflies. You may contribute by resting at the break out corner like Butterflies; having an opportunity to communicate with many people and making relations better or moving sessions from one to another like Bumblebees and provides information to the others. The important thing is that they contribute in the way that they feel comfortable.

• Website Harrison Owen: www.openspaceworld.com
• Open Space World Website: www.openspaceworld.org




Harrison Owen¡Çs Bio

Harrison is President of H.H.Owen and Co.
His academic background and training centered on the nature and function of myth, ritual and culture. In the middle '60s, he left academe to work with a variety of organizations including small West African villages, urban (American and African) community organizations, Peace Corps, Regional Medical Programs, National Institutes of Health, and Veterans Administration. Along the way he discovered that his study of myth, ritual and culture had direct application to these social systems. In 1979 he created H.H.Owen and Company in order to explore the culture of organizations in transformation as a theorist and practicing consultant. Harrison convened the First International Symposium on Organization Transformation, and is the originator of Open Space Technology.

He is the author of Spirit: Transformation and Development in Organizations, Leadership Is, Riding the Tiger, Open Space Technology: A Users Guide (Second Edition. Berrett-Koehler), The Millennium Organization, Tales From Open Space (editor), Expanding Our Now: The Story of Open Space Technology (Berrett-Koehler), The Spirit of Leadership (Berrett-Koehler) and The Power of Spirit: How Organizations Transform (Berrett- Koehler).




Who should attend

People who are related to

• Human Resource Development
• Consultation of HRD/OD
• Management and Leaderships
• Organizational Development and Innovation
• Education
• Facilitation




Organizations that utilized Opened Space

• P&G
• IBM
• London City University Business School etc
• Shell (Holland, Canada)
• GM
• IKEA(Sweden)
• World Bank




Details of the Workshop

• Sunday 22nd Oct 2006 - Monday 23rd Oct 2006 ¡Î2days¡Ï
• 22nd Oct 11:00¡Á18:00
  23rd Oct 9:00¡Á17:00
• Facilitator: Harrison Owen, President of H. H. Owen and Company
• Fee: 168,000JPY including Tax
  • Fee includes accommodation, food, material for workshop
  • The translation will be provided in English part of the session.
• Organized by:Human Value, Inc.




Place: Risonare

129-1, Kobuchizawa-cho, Hokuto-shi, Yamanashi-ken. 408-0044 Japan.
TEL +81 (0)551-36 5111
URL: http://www.risonare.com/




Registration (Max 50 people)

Please register at here.
Alternatively, please contact to the email address below, with your name, title, organization and number of the people who would like to join us.




Contact

Human Value, Inc.
Emiko Takama
Email: emiko_takama@humanvalue.co.jp
Address: Iriki Buid. 8th floor, 3-5-30 Kita-Aoyama, Minato-ku, Tokyo, 107-0061 Japan
Tel: +81-3-5775-2888
Fax: +81-3-3408-5544
URL: http://www.humanvalue.co.jp/ (English)




Human Value, Inc.

Since 1985, Human Value has been continued to customize the programs for each client and deliver them within the organizations in the response of various needs of organizations, such as Leadership Development, Coaching, Training, Engagement Survey, Managers Seminar and Organizational Development. Since 1996, research of Learning Organization has been done as well as monthly study community; and various approaches focused on organizational development such as Systems Thinking, Dialogue, Competency and revision of evaluation systems.

President Kunio Takama wrote ¡ÈGakushusuru Soshiki (Learning Organization)¡É published by Kobunsha; and lately Japanese translation of ¡ÈThe Power of the Appreciative Inquiry¡É has been published.

]]> http://www.humanvalue.co.jp/eng/services/workshop_ost.html http://www.humanvalue.co.jp/eng/services/workshop_ost.html 110Services Fri, 29 Sep 2006 13:41:53 +0900 Appreciative Inquiry Workshop
Foundation Course December 2006

Date:	December 19th to 23rd 2006 [5Days]
Facilitator:	Diana Whitney from Corporative for Positive Change
Place:	International House of Japan (Minato-ku, Tokyo)
Fee:	283,500JPY (including tax) *The fee includes foods, materials, and translation fee. **Accommodation is not included in the program. If it is necessary, please contact us. We will help you finding the hotel.
Capacity:	56 people

Ž¥Organized by Human Value, Inc.




Purpose of the Workshop

Since 1987, when David Cooperrider founded Appreciative Inquiry, it has spread around the world as the approach for organizational change.

The Positive Approach, the basis of the Appreciative Inquiry does not analyze the problems but it focus on the strength of the organization and expands and enhances its value and the possibility.

Appreciative Inquiry has achieved successfully in many organizations. Its achievements can be found in the initiatives such as ¡ÈImagine Chicago¡É, which engaged millions of citizens in Chicago to dream the desirable future of the city, the United Religions Initiative, which involved many religious leaders for the world peace, the UN Summit, Nokia, US Navy, and etc.

We, Human Value Inc., believe that it is our mission to introduce Appreciative Inquiry to the people implementing the organizational change in Japan. Consequently we have decided to hold the workshop with Diana Whitney who has been contributed to development of Appreciative Inquiry since its inception together with David Cooperrider and who has been supported the various organizational changes as a consultant.

This workshop provides basic theories of Appreciative Inquiry together with practical guide by experiencing the approach. The workshop was held in July 2006 and held again as requested.

We hope you learn the liberation of the power and join the revolutions of positive change.

HUMAN VALUE, INC.
President KUNIO TAKAMA




What is Appreciative Inquiry¡©

Appreciative Inquiry is the methodology which was funded by David L. Cooperrider, the professor of the CaseWestern ReserveUniversity, and Diana Whitney, the president of Corporation for Positive Change and a founder of Taos Institute, in 1987. It is the process that recognizes the value of the organizations by affirmative inquiries and expands the value.
Appreciative Inquiry creates the system which recognizes and appreciates the value and the strength of the organization and the individuals. It realizes these high potential effectively by asking questions and inquiries.

Web site of Diana Whitney:www.positivechange.org




Diana Whitney¡Çs Profile

Diana Whitney, Ph.D. is Founder and President of Corporation for Positive Change and a Founder of the Taos Institute.

She is an internationally recognized consultant, speaker, and thought leader on the subjects of Appreciative Inquiry, positive change, and spirituality at work.

The focus of Diana¡Çs consulting is corporate culture change, strategic planning, large-scale transformation, mergers, alliance and partnership building, leadership development and service excellence. Her clients include British Airways, Hunter Douglas, Cap Gemini Ernst & Young, Accenture, GTE-Verizon, GE Capitol, Johnson & Johnson, Sandia National Labs, NY Power Authority, PECO, Veterans Affairs and the Department of Labor.

Diana teaches and consults in the Americas, Europe, and Asia. She has lectured and taught at Antioch University, Case Western Reserve University, Ashridge Management Institute in London, Saybrook University, Eisher Institute in India and others.

She has authored and edited ten books on Appreciative Inquiry including the highly acclaimed guide to Appreciative Inquiry: In 2004 Diana received the Organization Development¡Çs Larry Porter Award for excellence in writing.




Who should attend

People who are related to

• Human Resource DevelopmentOrganizational Development,
• Innovation or Management
• Consulting for HR / OD
• EducationManagement and Leadership
• Facilitation




The Companies Using Appreciative Inquiries

• British Airways
• Cap Gemini Ernst & Young
• Verizon
• Johnson & Johnson
• NOKIA Corp
• BBC¡ÊBritish Broadway Casting Corp)
• United Nations
• American Express
• MDS Health Group
• NY Power Authority
• Nevada Child Welfare Service




Details of the Workshop

Program Dates: December 19th to 23rd 2006 [5days]

• Schedules:
  19th Dec 9:00¡Á18:00
  20th Dec 9:00¡Á17:00
  21st Dec 9:00¡Á13:00
  22nd Dec 9:00¡Á17:00
  23rd Dec 9:00¡Á12:30
• Facilitator: Diana Whitney, Corporative for Positive Change
• Place: International House of Japan
• Fee: 283,500JPY (including tax)

*The fee includes foods, materials, and translation fee.

**Accommodation is not included in the program.
If it is necessary, please contact us. We will help you finding the hotel.




Place

International House of Japan
URL:http://www.i-house.or.jp/en/index.html

5-11-16, Minato-ku, Roppongi, Tokyo Japna ¢©106¡¾0032
Tel: +81-3-3470-4611




How to Apply

Please fill in the following items and send it to
emiko_takama@humanvalue.co.jp

• Name
• E-mail address
• Telephone number
• Address
• Company name
• Department
• Job title
• Name of people if there are any accompanies.

* Applications are accepted in order, however only 56 people can join this workshop so that the number of participants from each companies may be limited.




Contact

Human Value, Inc.
Emiko Takama
Email¡§emiko_takama@humanvalue.co.jp
Address:
IRIKI bldg. 8F 3-5-30, Kitaaoyama, Minato-ku, Tokyo, Japan¢©107-0061
TEL: +81-3-5775-2888FAX: +81-3-3408-5544
URL: http://www.humanvalue.co.jp/ (English)




About Human Value, Inc.

Since 1985, Human Value has continued to customize the programs for each client and delivered them within the organizations in the response of various needs, such as Leadership Development, Coaching, Training, Engagement Survey, Managers Seminar and Organizational Development. Since 1996, the research of Learning Organization has been done as well as monthly study community; and various approaches focused on organizational development such as Systems Thinking, Dialogue, Competency and Revision of Evaluation Systems.

President Kunio Takama wrote Gakushusuru Soshiki (Learning Organization) published by Kobunsha Co., Ltd.; and lately Japanese translation of¡ÈThe Power of the Appreciative Inquiry¡Éhas been published.

]]> http://www.humanvalue.co.jp/eng/services/workshop_ai.html http://www.humanvalue.co.jp/eng/services/workshop_ai.html 110Services Wed, 04 Oct 2006 13:34:39 +0900