Found yourself with an empty book of business due to the Coronavirus? Join this free online community of entrepreneurs , freelancers, and professionals focused on accountability and action to make March 2020 meaningful to future success. Sessions are in English and based on Tokyo time – all are welcome!
Join the Mailing List or the Facebook Group
Commit to delivering one of those “to-dos” you have been putting off. Make March 2020 the month that you update your website, write that book or streamline your processes
Regular Zoom calls support community. Gathering diverse professionals gives a chance for innovation, collaboration and new ideas for your business
Support each other to make things happen and get a regular dose of inspiration to support your resilient mindset in these uncertain times.
Join the Mailing List or the Facebook Group
How will we connect?
Accountability Kick Off
Monday mornings means Accountability Kick Off!
How will you #makemarchmatter?
What do you need from the group this week?
What do you bring to the group this week?
Monday Morning Accountability Kick Off Schedule
Monday March 2nd, 2020 8:30am to 9:30am JST
Monday March 9th, 2020 8:30am to 9:30am JST
Monday March 16th, 2020 8:30am to 9:30am JST
Monday March 23rd, 2020 8:30am to 9:30am JST
Monday March 30th, 2020 8:30am to 9:30am JST
Mid-Week Power Hour
Wednesday Afternoons means Mid-week Power Hour
We will use appreciative inquiry as a way to get new perspectives on our challenges and fire up through hump day!
We hold this early afternoon as 2:07pm is the sleepiest time of the day. Brainstorming in our community will leave us energised and ready for action!
How will you #makemarchmatter?
Bring a specific challenge or opportunity to discuss and get insight for the group to move you forward!
Wednesday Mid-Week Power Hour Schedule
Wednesday March 4th, 2020 13:30 to 14:30 JST
Wednesday March 11th, 2020 13:30 to 14:30 JST
Wednesday March 18th, 2020 13:30 to 14:30 JST
Wednesday March 25th 2020 13:30 to 14:30 JST
TGIF (Or Thursday!) Week in Review
We made it!
Wrap up the week with a review – brags, failures, new ideas and inspiration.
TGIF! (although sometimes this will happen on a Thursday due to my schedule and the National Holiday!)
How will you #makemarchmatter?
TGIF (or TH) Week in Review Schedule
Here are where things get a little complicated and subject to possible change!
Friday, March 6th, 2020 17:00 to 18:00 JST
Friday, March 13th, 2020 11:00 to 12:00 JST (Schedule may change )
Thursday, March 19th, 2020, 17:00 to 18:00 JST (Friday is a National Holiday)
Thursday, March 26th, 2020 17:00 to 18:00 JST (Schedule may change)
Find out more?
I’m writing this as my incredibly health son starts three days of 学級閉鎖 (class shutdown) for the flu rampaging his class. It’s common practice in Japan that if a third of the students are sick to shut down the class to prevent the further spread of infectious diseases. Needless to say: Working parents hate it! We are fortunate that we are both in jobs where we can work from home if needed. And as I mentioned, my son is not stricken with the flu and is generally very 元気 (full of energy), sometimes too much. So in the great scheme of things, I’m grateful of how things turned out!
Whilst I try to keep him off the Nintendo Switch, I’m trying to work out an issue with a client over an upcoming Points of You® Academy programme in February. After cancelling programmes in 2019 due to not meeting the minimum requirement of 6 people, I find myself having to stop ticket sales as we are overflowing the room at 10. Argh! What should I do?
It all reminds me of working at Wall Street Associates (now en world) after my first maternity leave and I was put in charge of Client Relationships and organising “Leaders of Japan” networking events for our C-Level clients. I was reporting directly to the CEO, Nick Johnston. As we were drawing up the lists of potential guests, I started to panic,
“But Nick, what if too many people come? What if we are over subscribed?”
“What? Why are we worrying about Champagne problems?”
“Huh?” My blank face showed him I had no idea what he was talking about.
“This isn’t a problem. It’s great! If we are oversubscribed, brilliant! We can create a waiting list, we can run another event at a later date. We know that we have really hit the nail on the head and the clients love this idea.
“That’s a champagne problem. Not a problem at all but an opportunity. Next!”
A quick search today on google shows me that the term “champagne problems” generally seems to be another way to say #firstworldproblems, talking about the scale and impact of your “problem” in the context of wider social issues like conflict, poverty and so on.
However, I prefer Nick’s view and the lessons on reframing and giving yourself the option to think about the opportunity to achieve more than you thought was possible.
I often talk about champagne problems with Japanese managers in the midst of organisational transformation. When we have an organisational culture with a tendency to focus on what might go wrong, to avoid risk by not taking any, we keep ourselves in a holding pattern.
“There is freedom waiting for you, On the breezes of the sky, And you ask “What if I fall?” Oh but my darling, What if you fly?”Erin Hanson
We should not be a Pollyanna and be blindly optimistic but allowing room for an exploration of the upside of success can be thrilling, motivating and, most importantly, give opportunities for further innovation and brainstorming.
I also hear clients complain about the challenges of working with a team that is “too diverse”. Again, I am like “what?! You are having creative conflict and you have a chance to really leverage the benefits of different perspectives. Champagne problem! Next!”
So next time, you hear someone complain about being too busy because of too many customer requests, or having to take time out of their schedule to onboard their new hire, remind them of the idea of champagne problems and ask them how they can reframe this as an opportunity.
I’ll remind myself that I can enjoy some quality time with my son and enjoy his company one on one for the next three days! #champagneproblems
What type of situations might thinking about champagne problems be useful for you?
When did you work with Jennifer Shinkai (event, date, her role, areas of expertise)? How did she add value to your organisation?
Bosch Corporation Aftermarket Japan, Gasshuku – Management Bootcamp Nov. 2019: She provided facilitator role with concepts as Points of You®, 4 Tendencies and Appreciative Inquiry in Japanese and English. Focus on Self Awareness as the source of change that needs to enable the whole organization for the transformation in the Automotive industry.
Create creative ideas and sample process to MVP with out-of-box-thinking and Design Thinking Methods, customer centricity and fun in mind.
We all left the day of facilitation exhausted, but happy with a smile for the different perspectives we had a chance to enter.
What were her strengths as a facilitator/moderator/coach? How would you describe her style? What was it like to work with her?
Empathetic and strong in group management, Jennifer always knew what the group needed (we started with a meditation! :-)) and set the tone with different tools throughout the day.
Her bilingual language skills were highly appreciated and were one of the main reasons for many managers to actively participate throughout the whole day.
Why would you recommend her to facilitate workshops/ offer coaching for other organisations?
Great input from various different sources, I met Jennifer due to a Ikigai workshop, which I thought we could do with our management group, but in the course of preparation, we realized it wasn’t the right thing. She has a huge toolset of different methods to unveil more potential in your group.
Any other comments? Questions or Ideas?
Highly recommend Jennifer, great investment of budget and time into a more inclusive and empathetic team !
AA/SMS-JP, Marketing Director, BOSCH Japan
In November I attended the Mashing Up Conference again. I really love this event because it’s “cool”. It has a casual vibe and is just a bit edgier than your average D&I “empowerment” conference. The team do try to bring some different ideas to the stage as well as some local legends.
I was happy to join two discussions where I could listen to the wry and laser sharp insights of one of those legends, Chizuko Ueno, Professor Emeritus at the University of Tokyo who used her entrance ceremony speech as an opportunity to shine a spotlight on the reality of institutional gender discrimination in Japan. Ueno sensei has an amazing delivery style where she challenges with the sweetest, most innocent question that just stops other panelists in their tracks. It is magic to watch!
In the first session, Ueno sensei talked about the family structure – here is the info from the Mashing Up website.
家族のカタチ2019 – 家族 is the bestという呪縛Family Diversity – Time to Reshape the Family Structure「家族末永く仲良く＝素晴らしい」。そんな価値観が強い日本社会で、家族とのつながりに苦しんでいる人がいるのも事実。おひとりさま問題、介護問題、夫婦別姓問題も含めて、家族とはどうあるべきか。そのあり方を問い直します。“Families that get along forever = wonderful.” This value is strong in Japanese society, but it is also true there are people who are suffering due to their family relationships. What should families be like, including people who are alone, people caring for family members, and husbands and wives having different family names? Those things will be reconsidered.
One idea in particular struck me in relation to my work on Ikigai and creating long and healthy lives worth living.
Talking on the subject of 介護 (elder care), Ueno sensei mentioned that she is hearing many adult children say
“I will look after my mother because I love her. But my father?! No way! I can’t stand him.”
It struck me as such a sad and terrible view. I thought about all the fathers who have been focused on their companies with no time for their families. The result is fathers who are so focused on financially supporting the family that they become alienated from the lack of relationship.
Men’s ikigai and their role in the family
A few weeks ago as part of my Ikigai research, I met with Dr. Akihiro Hasegawa, Associate Professor at Toyo Eiwa University and an ikigai researcher. He told me a similar story. Japanese men who live in multi-generational households with their sons after retirement report a decrease in their ikigai. Dr. Hasegawa explains that this is because their ikigai was so tied up in their self identity as the breadwinner, the head of the household, that when the generational roles shift, they lose their sense of self and purpose. Dr. Hasegawa’s research shows a strong link between having an ikigai and better health, slower onset of dementia and so on.
(As a side note, I asked if there was any impact to living with adult daughters and the answer was no. It seems that the father’s ego can survive that relationship into old age!)
Again, this idea of isolated fathers struck me as so sad and yet also so avoidable if we can change the working style and support people living different types of partnerships at home with an emphasis on family first. Glen Wood is doing a lot to raise awareness on パパハラ(Papa Hara – paternity harassment). It isn’t easy for men to ask for permission to break from the サラリマン salariman stereotype and spend time with their families. But the social and personal costs of isolation in old age for these types of people are no longer sustainable.
What do you think?
How can we start to address this problem? Some efforts are being made at the policy level but what can private enterprises and individuals do to support a healthier and happier second life and what might be the positive impact on society from that.
I thought the session using cards was interesting to see differences between people. It helps understand that people have different interpretations and something they look at things which I do not care about.2019 Points of You Corporate Workshop Participant
One of the most valuable takeaways that I hear as a Diversity and Inclusion Consultant using Points of You® in my workshops, is when participants are able to internalise that there are multiple points of view in any discussion. Of course, most of us comprehend this intellectually but in my workshops I love to see what really internalising this means to participants, especially in terms of applying that back in the workplace.
And diversity of perspective is not just about other people, how can we expand our own point of view? If we approach a challenge or an opportunity with a different world view, can we influence a different outcome?
What is “expanding” in Points of You®?
Countless points of view
Expanding is the second of four stages in the Points of You® method. It is described on the website as follows:
“In this stage we search for the unknown, not knowing where it may lead us. We allow a shift from our familiar comfort zone– to a world of new opportunities, insights and WOW moments. At the end of this stage we know this:
Anything is possible.”
5 ways to expand your point of view
Below I share 5 ways to expand your point of view, be open to other perspectives and generally give yourself a chance to get unstuck from self-limiting beliefs…all without using Points of You® 😉
1. Do the trusted ten exercise
Then find someone outside your regular group to talk with. Diverse opinions don’t just happen, we have to reach outside our daily experience.
When was the last time you had a decent chat with someone outside your age group, gender, race, sexuality?
Living as a foreigner in Tokyo offers some amazing opportunities to meet people from all over the world and find out about their world view.
2. How fascinating!
In March 2019, when I was presenting about Ikigai at the Gross Global Happiness Conference at UPEACE in Costa Rica, Juan Jose Reyes M.D, Founder of Mindstay, suggested using this reflective statement to approach our reactions to situations. Notice that you are getting annoyed? Feel your teeth clenching? You chest tightening?
Comment to yourself “How fascinating!”
Observe your physical sensations, what is going on? What is happening here? How is this response serving me? How do I want to be in this situation?
Then you can expand your choice of responses based on this awareness of your body.
3. “Thoughts are not facts”
We tell so many stories to ourselves with our interpretations of a perceived slight, a shady glance, a terrible wrong inflicted on us.
During my work with Tara Mohr on her Playing Big Facilitators Training Programme in 2018, we did an excellent activity forcing us to brainstorm 20 possible…as well as ridiculous… interpretations of the facts of a situation. In individual coaching, Tara suggested that the reason my client hadn’t replied to email was not because my work was terrible but because they had fallen hopelessly in love with me and could not be professional around me! This was so ridiculous but also within the realm of the possible (obviously I’m irresistible) that I could at least see that there were ways I could expand my approach
4. Channel Littlefinger
“Sometimes when I try to understand a person’s motives I play a little game. I assume the worst. What’s the worst reason they could possibly have for saying what they say and doing what they do?”Lord Petyr Baelish, Game of Thrones
Regular readers will know that I am a GOT (and Harry Potter) fan, mostly for the “great conversations in elegant rooms” rather than the bloody battle scenes. Whilst Littlefinger is generally not a role model for me, his approach of expanding his response can be useful. As a proponent of positive psychology though, I tend to think, “What’s the best reason they could possibly have for saying what they say and doing what they do?” This positive expansion helps you to focus on opportunities not obstacles…which brings me to….
5. Obstacles as opportunities
Yes, I do love Spartan Races and I’m about to join the next Japan race on July 6th. Obstacle Course Racing is a great way to build resilience and also to practice “expanding”. Not just about muscles but also about your realm of what is possible for you. The self-limiting belief “I’ll never be able to do this!” can quickly be overturned by the realisation you just nailed the spear throw!
Just this morning, I caught myself saying “I don’t trust myself!” as I jumped up to reach a bar. When I changed my self talk and event went so far as to say it out loud “I trust myself” my performance improved. It might be a placebo, it could just be practice but you know what, I’ll take it! Language matters.
Read about my take on all 4 parts of the Points of You® Method. Pause, Expand, Focus, Doing.
Want to try a Points of You® Workshop with Jennifer Shinkai?
Contact me here
Corporate Experiences – special programmes until December 2019!
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Seems like only yesterday that I was writing this post about the start of my third year in business and in 2 weeks on June 29th, I’ll be kicking off Year 4.
Taking this time to reflect fills me with gratitude for my family, my customers and my community. Thank you so much for your support, feedback and inspiration!
One of the most important mantras for me are these three magic words:
“trust the process”
As an entrepreneur, there are times when you are not quite sure where your next opportunity will come from. However, I’ve found it is really important to keep making offers, following the ideas and work that really interests you. By having this focus on integrating my ikigai – to help create inclusive workplaces where teams can flourish doing meaningful work – I’ve been able to say “hell yes!” and “no way!” to certain projects. All in the knowledge that doing the work, getting feedback and learning along the way is all part of the evolutionary process.
With this in mind, I thought I’d use the 4 Questions of Ikigai to review my third year in business. In case you need a reminder, here is the Ikigai model:
What do I love?
I love creating aha moments, when I get goosebumps from client’s insight. I love seeing the energy and support in a room when colleagues are connecting diverse opinions.
I love creating “unexpected but precise” experiences through Points of You®. I love colour, creativity, making things, exploring, getting messy in order to grow.
I love freedom to grow my business at my pace in a way that works for my family.
I love meeting people from different industries, countries, professions and then realising in all that beautiful diversity that the common themes of humanity are universal.
We all want to belong, to be valued and to achieve mastery in something.
What am I good at?
I’m good at working in a variety of situations. I can flex to the clients needs and facilitate custom programmes to achieve their goals.
In the last year I’ve worked on executive coaching and 80 person workshops, one-off team building events, multi-day leadership programmes and 6 month journeys. I’ve facilitated programmes in English, Japanese and bilingually. I’ve worked alone and co-facilitated with talented partners. I’ve co-created workshops with clients and delivered localised global programmes through training companies.
Each programme requires a different approach and a thorough understanding of client’s requirements. Whilst creating custom programmes might not be the most sustainable business model, it certainly brings me a lot of joy and professional development.
What can I be paid for?
From client feedback, I’m coming to learn much more about the value of a third party as a change agent. As a trusted yet external partner, I can come in and challenge participants to break patterns. However, I also understand corporate life enough that I can empathise with the blockers and coach around possible solutions.
In a recent interview I was asked “how do you create a comfortable learning environment?” I was flummoxed by the question and said “I don’t really know…but I always get positive comments that I created an inclusive space where it was safe to fail.”
After the demo session, the interviewer said “you are right! we are not quite sure how you did it either but that was one of the most engaging sessions we’ve joined!”.
I’ve also learned that answering this question is one of the trickiest for many participants in Ikigai workshops!
What does the world need?
The world needs more enthusiastic geeks, people who are resilient in the face of obstacles, more people who live a life of purpose and joy and fun at work. I hope that through my workshops, coaching and facilitation, I can have positive impact in those areas. I think we all deserve to be heard, to feel like we belong and that the work we do matters.
I look forward to continuing to evolve my programmes to support this vision of my Ikigai. Can’t wait to see what this post looks like at the start of Year 5! Just before the Olympics in Tokyo 2020 – Unity in Diversity.
Recently, I’ve noticed a trend for in-house collaboration spaces. With open space, coffee bars and modern designs, these co-working spaces encourage a different energy in the workplace. The goal of the space is to bring together diverse perspectives and communication across silos. I love visiting clients offices to see how they are making inclusive work environments that motivate and inspire.
However, one thing struck me on recent office tours. They are often empty. These beautiful, expensive and expansive spaces are either empty or quiet as a library. As the spaces are still new, many companies are still running into an unexpected stumbling block when it comes to increasing collaboration. People don’t know how or when to use the space.
“If you build, it they will come”Might work for Field of Dreams but not for collaborative spaces!
Getting people to collaborate in the space takes more than an opening event and Friday night drinks. One way is to get people to experience communication and collaboration in the space at an open event. This is where holding a corporate Points of You® Experience event with Jennifer Shinkai comes in.
What is Points of You®?
Points of You® is a creative coaching tool, originally from Israel. It is has been used globally in corporations as diverse as Google, NASA, Ikea, L’Oreal and Circque de Soleil. Personally as a Points of You® Master Trainer, I’ve facilitated group workshops in Japan around strategy, team building, inclusion, innovation and change management for luxury, manufacturing, IT, and professional services firms. With participants ranging from new grads to global leaders, from engineering to sales, Points of You® workshops encourage communication and sharing diverse perspectives. You can see more case studies at my facebook page.
What are Jennifer Shinkai’s Corporate Points of You® Experiences like?
These 90 minute workshops can be held as an 朝活 (breakfast meeting)、lunch and learn, or even as an evening workshop. They can support the activities of your ERGs, a specific team or as a way to gather diverse employees into your collaborative space.
Choose from one of the following processes and watch as your employees break patterns, open their hearts and develop a sense of belonging:
The Potential MeMeet yourself and others from a new perspective. See how you’ve changed over the years.
Icebreaker:A unique and fun way to introduce participants in the group using Points of You® Tools.
Why What How:Learn the power of presence as a coach through powerful questions. Gain insight into deeper barriers to personal progress
My Life’s Wishlist:Focus on action to drive personal goals. Share your big dreams for your life and walk the talk to action!
From July to November 2019, I’ll be offering the first 5 corporate clients to register, in-house workshops for groups of minimum 8 people at a very special rate. Contact me to find out more today.
These processes can only be offered as stand alone offerings. If you want to bring Points of You® Tools to your organisation in other workshop, please contact me.
March was an amazing month as I was able to deliver 4 Ikigai x Points of You® workshops with very diverse audiences around the world
On March 4th, I delivered a 90 minute corporate session to an in-house Learning and Development team. Always a good challenge to facilitate for professionals. They all commented what a treat it was to be in the participant seat for a change!
Great personal insights using the Points of You® method. Enjoyable and also insightfulIkigai Taster Session – Corporate Participant
On March 5th, 8 people attended a sold out open session in Kinshicho at Smart Partners K.K.’s warm and open space. Even in a short amount of time people were able to develop a clearer perspective of what their Ikigai was and some small actions they could take to move forwards.
The contents was simple but powerful and professional facilitation of the program, with warm and relaxed atmosphere. It was test trial version of 90min, so it would be nice to join full session to see what are the outcome if we took more time of each work. Fantastic workshop! Thank you.Ikigai Taster Session Participant
The session helped me confirm what is my Ikigai and realize the gap between what I’m doing now and what I want to do. I’ve started to think about taking small actions to fill the gap.Ikigai Taster Session Participant
I especially appreciated her approach of adhering to the workshop’s protocol while allowing for individual interpretation of its components. Jennifer balances kindness and friendliness with the instructor role well.Ikigai Taster Session Participant
March 21st took me to Costa Rica for the first time to deliver the Ikigai and Points of You® Workshop internationally at the UN University for Peace. As part of the Gross Global Happiness Executive Development program, 20 people explored the four questions of Ikigai. I was thrilled to see how it resonated with participants from the Americas and Europe. And it’s not a Points of You® session without something “unexpected but precise” – the campus cat and dog paid a visit, reminding me not to take things too seriously and to be open to teachable moments!
Finally on March 28th, an executive client flew in from Brazil for the express purpose of finding out about the practical application of the Ikigai X Points of You® workshop for corporate clients. It was fascinating to hear how Ikigai is viewed overseas and give my perspective on how we can use the concept in a way that makes sense inside organisations. I really want to bust the myth that in order to live your ikigai you need to become an entrepreneur or join an NPO. Through the scale of a larger organisation, you can truly achieve lasting impact and deliver value that the world needs.
Find out more about running the 6 month “Integrate your Ikigai Journey Programme” to increase engagement of your talent in your organisation or arrange a taster session today.
After 5 years of moderating a monthly Lean In Circle, I’ve made the decision to “lean out” at the end of the month.
For the record, I’m not leaning out because of Michelle Obama, or as part of the pushback on Sheryl Sandberg and her role at Facebook. I’m leaning out because I want to focus on other things (Integrating Ikigai, Points of You), other communities (running club, Spartan Race). Like any leadership role, I feel like I’ve learned what I can learn and I’m ready to transition into something new – a new level of Leaning In, shall we say?
So what did I learn in the 5 years?
1. Are you still learning? If not, move on
I’ve written in detail about my own Lean In journey and reading it now that the decision is made, it is all crystal clear. I was starting not to look forward to every meeting. Sometimes, I felt like I was starting to just dial it in and that was not respectful to others. As soon as I announced I was leaning out, it was like a weight had been lifted. There is also a sense of grief – to give up something that I did love so much and was so tied into my identity.
But sometimes you need to realize that you have graduated from the role, the relationship or the situation. And then, move on.
2. Women do help women
I’ve heard a lot of discussion about women holding other women back, being catty (urgh! What a gendered word!) and competitive with each other. I feel I have been fortunate in my career to only have support from the women around me. (Now I am thinking that maybe it is because I was the bitchy one… I hope not!)
In Lean In Circles, I had an amazing group of peers who only wanted me to achieve my goals. Was it because we all came from different organizations? There was certainly no zero-sum mindset in the room.
It could be because as an all female space, we did not need to resort to association or advocacy based covering. This is where minority groups downplay stigmatized parts of their identity in this case – avoiding contact with or not sticking up for other women. We see it when a female leader does not want to be involved in companies D&I programs. It is not because she does not think they are helpful (although that may be part of it!) but, by drawing attention to herself as a woman, she may increase the potential for negative bias.
Women do help women. A female only space can be a useful place for women to develop confidence and speak openly about their goals and challenges.
3. Fixing the women doesn’t get more women in leadership roles – fixing your succession planning does
The women who join Lean In Circles are talented and passionate. Each month they share their successes and I see each one of them is growing personally and professionally. And yet, when I announced that I would be leaning out, I wasn’t exactly bombarded with offers to take on moderation of the group. This despite the fact that every regular member contacts me to say thank you and how much the meeting means to them.
This was a failure of my leadership. I did not develop a pipeline of successors. I didn’t earmark people and give them time to get involved.
I thought that I was making it easier for people by taking everything on myself. If I do it all, I reduce the barrier to entry for people to attend. But what I created was a black box – what does it take to run this thing? how does she do it? I became an accidental diminisher of the people in the group.
Fixing the women doesn’t fix the problem of getting more women into leadership roles. You have to fix the leaders to make sure they are taking action about succession and casting the net across all the talent available.
4. Saying “No” to leadership is not always about saying no to leadership
However, on the other side of the coin about Leaning In, I saw a number of women who are strongly creating boundaries, not feeling the pressure to take on extra roles in their already full lives. So instead of assuming that women don’t want to take on leadership roles, how about we look at what they prioritize instead?
In your organization this can be about looking at the other roles that women are expected to take on in the home. Make no mistake these gender-defined roles are alive and well in Japan. And the stereotypes come both from women and men’s expectations of what should be done and by whom. Even as a feminist, I find myself taking on without questioning the roles of being the first port of call for the school. I say it is because as an entrepreneur I have more flexibility in my calendar but I believe there is something deeper going on from a place of bias.
Women are not always saying no to leadership roles because they lack confidence in their competence. Sometimes its just a feeling of overwhelm of the mental burden of wearing so many hats and having so many responsibilities.
Finally, I’d like to say a big thank you to our venue sponsors who enabled us to keep the meetings free with no barrier to entry. It is very tough to find free meeting space in Tokyo but these organizations supported monthly meetings en world Japan, Michael Page, Dale Carnegie Japan and Smart Partners K.K
Want to find out more about where you can Lean In?
If you would like to get involved with Lean In activities in Japan, you can connect with the following groups
Lean In Tokyo – Active Japanese language group and the Country Chapter Leader for Lean In in Japan
Lean In Tokyo Girls on Fire – taking a hiatus until late summer/ early autumn but you can request to join the group.