The future of organization

Once an organization is born, it is destined to survive and expand from that moment on. People work for the organization, and the organization remains even when people are replaced. The organization becomes a higher concept than the people.

If the organization is kept healthy, it will protect those to whom it belongs and become an entity that provides stability, security, and growth, but if it becomes unhealthy, the organization becomes a monster, forcing people to be subservient through power and fear, threatening people's minds, and exploiting them.

However, there are actually very few organizations that are clearly unhealthy, and I think the most common cases are those in which monsters are scattered among seemingly healthy organizations. A power-harassing boss is a typical example. It is hard to deny the sense that the very existence of a person with power is harassment in the first place.

Nevertheless, once you belong to an organization, you need to be aware that you are in an environment where the organization takes precedence over you. An organization is a power structure to begin with, and that is why it exists in the first place. Those who belong to an organization must not forget that the advantages of belonging to an organization and the disadvantages of restricting individual freedom are exchangeable.

Now, in light of the above.

Even then, the LEGO®︎ SERIOUS PLAY®︎ method is a stance and belief that the free thinking and speech of individuals will benefit the organization. It is developed with the belief that the future of an organization lies in "bottom-up" rather than "top-down" approaches.

The idea is that the future lies in leaders who dive into the eyes of their subordinates, listen to them flatly, speak their minds, and walk alongside them, rather than in leaders who give top-down instructions to their subordinates or condemn them from the top by brandishing organizational theories and positions. This is because an organization is made up of human beings, and the relationships between them directly affect the performance of the organization. By unlocking the potential that lies within people and their relationships, the potential of the organization can also be unlocked. The same is true for teams, such as in projects.

In order to unlock such possibilities, I am working to spread the LEGO®︎ SERIOUS PLAY®︎ method, a concrete "how to". In order for people and organizations to change, they need "tools" that they can use concretely. It is important to grasp concepts and essentials, but that alone will not bring about change. The first step to change is to actually use and experience "tools" that can be handled.

In fact, as a result of our approach using the LEGO® SERIOUS PLAY® method, we have seen many cases in which leaders and members around them have changed their attitude and themselves have changed significantly, as they became aware of the hidden passion of members who had not been in the spotlight before and listened to their true thoughts and feelings.

This courageous step will be rewarded with great results.
We look forward to hearing from leaders who want to take the first step.