Year-end and New Year kickoffs, as well as fiscal year transitions, are rare moments when employees who usually work across different locations—or remotely—come together in one place. For senior leaders, these occasions represent a valuable opportunity to raise organizational energy and reset how people connect and collaborate.
ODCatalyst provides organizational development support to a wide range of clients, from locally based companies in Kanagawa and Tokyo to multinational and global organizations. Across these engagements, we consistently hear similar concerns from executives and HR leaders:
- “Communication between employees feels formal, and deeper collaboration is not taking hold.”
- “With increasing diversity in values and generations, uniform messages no longer resonate.”
- “When people gather, we want the time to lead to real behavioral change—not just reporting.”
- “We want these occasions to create a tangible shift in teamwork and communication.”
- “Is it possible to design a shared experience where each employee gains meaningful insight and contributes to strengthening the organization?”
More and more decision-makers are expressing a desire to move beyond ceremonial events or one-way presentations and instead use these opportunities as meaningful time—time that has impact.
Whether these gatherings remain annual routines or become strategic investments that strengthen relationships and productivity depends not on what is said, but on what employees experience together. What truly matters is creating experiences that lead to insight.
Many leaders sense that challenges related to people and organizations do not change through short lectures alone. This recognition often lies beneath the wish to “make the most of the time, since everyone is here.”
Most Organizational Challenges Are About Relationships, Not Capability
When we look closely at workplace challenges, the root cause is rarely a lack of individual skill. More often, it lies in the quality of relationships:
- Not fully understanding how others think
- Intentions not being communicated clearly
- Small, unconscious misunderstandings accumulating over time
Without addressing these relational dynamics, updating strategies or goals alone seldom leads to sustained behavioral change. What becomes essential, then, is self-awareness and understanding others. While most people recognize that “others are different,” being able to clearly understand how and why those differences exist is a critical key to effective communication and collaboration.
DiSC®: A Shared Language That Turns Differences into Organizational Assets
ODCatalyst offers training and workshops using the DiSC® behavioral assessment.
DiSC® is widely used by organizations around the world to improve the quality of workplace relationships. It explains behavioral tendencies through the balance of four behavioral styles, without labeling, ranking, or imposing an ideal way of being. Rather than judging people, DiSC® supports the first step toward effective collaboration: understanding one’s own motivations and needs—and recognizing those of others.
DiSC® was developed by John Wiley & Sons in the United States and is recognized globally as a highly reliable assessment. In Japan, HRD Corporation has held the exclusive distribution agreement for over 30 years, supporting its widespread adoption.
ODCatalyst’s founder, Kazuko Motoki, obtained DiSC® certification from HRD Corporation in 2007 while serving as an HR leader at a multinational company. Since establishing ODCatalyst in 2018, she has delivered DiSC®-based programs to numerous organizations every year, supporting performance improvement and the resolution of organizational challenges.
By making behavioral differences visible and discussing how to work with them effectively, DiSC® becomes a shared language within the organization. The presence—or absence—of this shared language has a direct impact on everyday communication and, ultimately, organizational productivity.
Why a Half-Day Workshop Is a Sound Management Decision
DiSC® workshops can be delivered effectively in a half-day format. Based on participants’ pre-completed assessment reports, the workshop typically includes:
- Understanding one’s own behavioral tendencies
- Open dialogue among employees, both within similar styles and across different styles
- Applying insights to real workplace situations
- Creating an engaging, memorable experience that participants genuinely enjoy
Rather than relying on one-way instruction, the workshop emphasizes experience and dialogue. This approach makes it easier for participants to reconsider colleagues they thought they already understood—and supports behavioral change that continues after the session.
Year-End and New Year: A Natural Moment to Reflect on the Organization’s Future
The year-end, New Year, and fiscal transition periods are ideal times to revisit how people relate, communicate, and work together.
DiSC® itself is not the objective—it is a means. What truly matters is using the shared time to clarify what the organization values and how people choose to work together going forward. Details about the assessment reports and examples of how they are used are available on our website. We invite you to explore them by clicking the link below.
About Kazuko Motoki | Profile & Experience
- Local Commitment: Based in the Tokyo–Kanagawa area, providing attentive, in-person support where it matters most
- Global Capability: Extensive experience as an HR leader in multinational companies; able to deliver programs in English and support mixed-language teams
- Professional Credentials:
- Certified DiSC® consultant/trainer (by HRD Inc., 2007)
- Former Head of HR at multinational companies (approx. 15 years)
- International Coaching Federation (ICF) Associate Certified Coach (ACC)
If you are still at an early stage—simply gathering information or exploring what approach may be appropriate for your organization—that is perfectly fine. We welcome initial conversations, including online meetings, to understand your context and think through options together. Please feel free to reach out.
