Episode #7: Managers Are An Unaffordable Luxury

Why is “only managing” dangerous in today’s global business?

Today, companies need to do more, do it better, and do it faster, often with fewer resources.
日本企業 (Japanese companies) and 外資系企業 (multinational companies) in 東京 (Tokyo) cannot afford managers who only “manage the process”.

They need leaders who build people and drive change, not just supervise tasks.

Mini-summary: The world is moving too fast for managers who only manage. Companies now need leaders who grow people and performance.

• Managers manage processes. They focus on tasks, paperwork, schedules, and KPIs.

• Leaders build people and manage processes. They care about motivation, growth, and the future.

Managers supervise the work. Leaders shape the people who do the work.

Mini-summary: Managers keep systems running. Leaders develop people while managing systems.

A manager makes sure the operation runs smoothly:

• Check that tasks are done correctly and on time.

• Monitor details like quality, speed, and accuracy.

• Coordinate staff to avoid confusion and delay.

• Compare results to targets and fix gaps.

This protects the brand and keeps basic business functions on track.

Mini-summary: Managers protect stability by watching processes, numbers, and daily performance.

People are not machines. They have:

• Personalities

• Ambitions

• Biases

• Strengths and weaknesses

Supervision looks at the past: what people did or did not do.
Leadership looks to the future: what people can do and want to do.

Leaders try to understand what makes each team member “tick” and connect that to the company’s goals.

Mini-summary: Processes are predictable. People are not. That is why leadership, not just supervision, is essential.

Leaders do more than tell people what to do. They:

• Create a clear, shared vision for the team.

• Align personal motives with company goals.

• Build trust through honest communication and good human relations.

• Involve people in creating ideas and solutions.

Instead of “injecting motivation”, leaders help people “own” their work. People own the world they help create.

Mini-summary: Leaders motivate by involving people, aligning goals, and building trust—not by pushing or forcing.

The global market never sleeps. Competitors can appear from anywhere.
Incremental improvement is often not enough. Breakthroughs are needed—and they usually come from the people closest to the work.

Example:

• Once, i-mode was a big thing in Japan. Now it has disappeared.

• Steve Jobs led the Apple team to create new innovations that changed the market.

• Richard Branson once joked about a “Music Box” supercomputer idea. Later, Apple created iTunes, which changed the music business and hurt Virgin Megastores.

Managers in music stores who only tried to “manage a better process” could not compete with leaders who reinvented the business.

Mini-summary: Innovation beats perfect processes. Leaders who unlock team creativity protect the company’s future.

For 日本企業 (Japanese companies) and 外資系企業 (multinational companies) in 東京 (Tokyo), this means:

• You cannot rely only on stable systems and good routines.

• You need leaders at every level who can coach, challenge, and grow their teams.

• You must build a culture where change, innovation, and learning are normal.

リーダーシップ研修 (leadership training), 営業研修 (sales training), プレゼンテーション研修 (presentation training), エグゼクティブ・コーチング (executive coaching), and DEI研修 (DEI training) help managers shift from “only managing” to leading people and change.

Mini-summary: In Japan’s fast-changing market, companies win when managers become true leaders who coach people and drive innovation.

Dale Carnegie has over 100 years of global experience and more than 60 years in 東京 (Tokyo). We help:

• Turn supervisors into engaging leaders through リーダーシップ研修 (leadership training).

• Transform sales teams with 営業研修 (sales training) focused on trust and value.

• Build confident presenters with プレゼンテーション研修 (presentation training).

• Support senior leaders with エグゼクティブ・コーチング (executive coaching) for real behavioral change.

• Strengthen inclusion and belonging with DEI研修 (DEI training), tailored to 日本企業 (Japanese companies) and 外資系企業 (multinational companies).

Our programs help your managers manage processes and build people, so your business does not get left behind.

Mini-summary: Dale Carnegie Tokyo develops leaders who can manage, motivate, and innovate—aligned with the realities of business in Japan.

• “Only managing” processes is not enough in today’s fast, global market.

• Leaders build people, align motivations, and create shared vision for the future.

• Innovation comes from engaged employees, not just better procedures.

• 日本企業 (Japanese companies) and 外資系企業 (multinational companies) in 東京 (Tokyo) need training that turns managers into leaders who coach, challenge, and inspire.

Founded in the U.S. in 1912, Dale Carnegie Training has supported individuals and companies worldwide for over a century in leadership, sales, presentation, executive coaching, and DEI. Our Tokyo office, established in 1963, has been empowering both Japanese and multinational corporate clients ever since.