The vision workshop (coaching education: 1st and 2nd) in the first half of 2009 was conducted towards executives and high-ranking employees in May. 

 

 Q. What kind of activities can employees do at the vision workshop? 

The vision workshop is part of ‘vision participation project’; all visible activities towards management philosophy, vision, and core value are called vision participation project. Vision workshop is a program that encourages employees to not only built habits to think and behave to suit a value system, but also examine their own actions and improve what they lack. It has been implementing since 2018, and this vision workshop (coaching education) is also part of the relevant program.

 

 Q. For what purpose was the vision workshop (coaching education) implemented? 

When implementing the vision workshop (twice) and multi-dimensional evaluation in 2018, there were so many opinions on ‘coaching’: although coaching was necessary in order for leaders to grow and develop employees and guide them to suit a value system of CENTRAL, the leaders found it difficult to effectively coach employees in practice. Therefore, this education has been prepared for this. 

 Q. What is taught in this education? 

First of all, it emphasizes the importance in employees’ growth through coaching. It adds that ‘trust’ through respect and consideration between leaders and employees should be the initial basis of coaching, encouraging leaders to instil ‘mutual trust and understanding(veracity)’ into their minds as the most basis. We allowed employees to share the pre-survey results (coaching levels of leaders which CENTRAL employees think of and coaching that they want to receive from the leaders) and examined the needs of employees. Based on them, each leader was given opportunities to learn coaching skills and process, and have a 1:1 coaching practice and a group coaching practice repeatedly, which led leaders to obtain coaching skills. Also, leaders took time for sharing the usual difficulties and concerns whenever coaching employees. Leaders in each group shared their own concerns and sought solutions. Some trainees presented their opinions that they, as a leader, gained much especially from the process of sharing their concerns and giving advice to one another, although the preceding lectures and practice were satisfactory. Based on the contents learned from the latest vision workshop (coaching education), we hope both leaders and employees to put CENTRAL’s value system into practice and grow and develop.