About Us
We are dedicated to empowering individuals and teams through leadership development, developing effective team norms, helping individuals develop and change, and transform organisational organisation and culture.
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​We know from practice - and the science agrees - that well-being in the workplace matters. The result is better health, more people present at work, employees working closer to their full potential, more creativity and higher performance. In short, happier people produce more and better.
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What we do
Scientifically proven, consistently effective
Kyoyu-sha is dedicated to empowering individuals and teams through leadership development, developing effective team norms, helping individuals develop and change, and transform organisational organisation and culture Our unique approach, combines several approaches and methods, rooted in and proven by science
- The intentional change process for individual coaching and organisational change
- Emotional intelligence (EI) to create a positive work environment with productive relationships
- Polyvagal theory to help people manage stress, overload, anxiety, depression and other defense reactions.
Our neuro biologically informed approach, ensures high levels of engagement, increased job satisfaction, and reduced stress and absenteeism. We build sustainable transformation.
We often work along side other project associated with change, such as digital transformation.
We trained hundreds of professionals in different aspects of management and leadership, and we coached leaders towards more effective behaviours.
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With a scientific and technology background, and trained in psycho-somatic therapy, we succesfully transform difficult behaviour and ingrained conflicts.
Team work
Team must develop trust and develop productive norms to perform. The need to include mutual agreements on roles, responsibilities and rules. Once the norms are established team members must challenge each other to respect and update them.
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We teach and coach teams to develop and maintain productive team norms.
Management and leadership
When I managed teams and managers they performed better than average in good and bad times. The team spirit was resilience when facing difficult situations. It turned out that my coaching style worked very well. Researching the scientific litterature explained why and helped further refining my approach. I use and teach resonant leadership confirmed by neuroscience and informed by recent research on stress-responses.
Organisational transformation
Whether transformation concerns organisation, work process, digital transformation or a combination of those, the change component needs to be managed carefully to guarantee success. (Hidden) anxiety or anger, and withdrawal can be important obstacles to successful transformation.
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Our approach uses the Intentional Change Theory as a (scientifically validated) framework for positive change. We use iterations developing a compelling vision, comparing with today's reliaty, planning, building competences and experimenting, and receiving feedback as a basis for next iterations.
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The key to success is maintaining an important degree of positivity, that supports learning, change and motivation. A focus on issues and gaps doesn't do the job.
Human-centred design
To succeed digital or other transformation, it is key to co-design the future situation with the users, with the directives from leadership as guiding principles. The approach is straightforward: It starts with user research, brainstorming solutions, and testing prototypes to get solid proof that solutions will deliver desired results, before building any solution.
Human-centred design can be applied to digital transformation, including the the use of AI, process improvement and product and service design.
How It Works
Training
We provide standard and custom training courses via our partners Learning Tree and KPL Knowledge Solutions.
The partners are experts in producing course materials, providing remote training technology, and organising professional accommodation.
Training topics include:
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Management and leadership
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Communication and conflict resolution
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Emotional intelligence (personal and social skills)
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Influencing skills
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Performance management and Coaching
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Project management
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Stress prevention and treatment
Personalised coaching
Collaborators may have difficulties performing for several reasons. The nature of their relationships may be a factor. Unwittingly they may have behaviours that create friction with others. They may suffer from stress. Or it maybe their methodology. Coaching can greatly help changing behaviours and improving performance sustainably.
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Managers can choose to externalise coaching or be trained to coach themselves.
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We use the scientifically validated approach to sustainable coaching based on the Intentional Change Theory.
Team coaching
Team must develop trust and develop productive norms to perform. Once the norms are established they need to challenge each other to respect and update them.
Self-managed or managed teams often need to be primed on these issues, before their performance takes off.
Project management
We manage the implementation of training and coaching programs.
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With our experience in managing the design and build of an industrial cloud platform, we can assist your OT/IT teams in their project and program management.
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Personal development and support
The single most important skill upon which all other skils are built is self-awareness. We teach people to focus their attention on themselves and others, to be aware of their own states and their impact on their relationships.
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Self-awareness is the stepping stone to improving emotional self-management, empathy and social skill, that all can be learned and improved. Self-awareness is also the basis of neural regulation, helping to manage stress, anxiety and irritability. Once they are more aware, they can add skills and micro-habits to manage their stress during the day,
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People may need development in communicating with others. We teach them conscious communication to making optimal impact.
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Some employees struggle with the fall-out of difficult experiences from the past. A somatic approach can help them healing their scars and getting back to well-being.
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Recent posts
Aperture of the mind
Knowing the practice of recognising narrowing of the mind's aperture, and being able to calm down, zoom out and getting a more balanced view on 'things' is extremely powerful. It is a (trainable) awareness skill combined with insight (another learnable skill) that can help making better decisions (whatever the subject) and create more wellbeing.
Calming down is a little simplistic way of saying getting the nervous system back from activation (stress, anxiety, irritation) or from shutdown (giving up) back to neural regulation (relating and creating). This is also a learnable skill.
This also regulates emotion. The combination of neuralregulation with emotionalintelligence skills has many synergies. Richard Davidson's emotional profile greatly helps focusing emotional intelligence practices.
Notes:
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Wellbeing is defined as "what you think about life satisfaction (am I satisfied?), how you feel (the ratio of positive vs negative emotions) and the sense of purpose you experience.
The "nervous system" is formally the autonomous nervous system. "neural regulation" is using neural exercises informed by Stephen Porges' polyvagal theory to reshape the properties of the nervous system, in case they have a narrowed window of tolerance due to a chronic condition.
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Picture: arlind-photography-yWqdmnkpsLM.jpg on Unsplash.com
Succeeding digital transformation? Get people on board!
Key take aways from my presentation on succeeding digital transformation at Advances 2025 by IChemE :
Digital transformation can be successful when:
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Setting strategic direction
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Designing, implementing and maintaining the change with the workforce
Positive states are required for change, learning and innovation. This means: the “empathic” brain network activated, a regulated nervous system state and experiencing mainly positive emotions. Resonant leaders and coaches have the skill to maintain these positive states also in challenging situations.
A preventative approach to health and well-being is positive for company performance and employee well-being. It improves productivity and increases receptiveness to change. If applied before change, it creates a more favourable starting point.
During the transformation, the following practices have proven to be favourable:
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Discuss, design and implement change with people. Address concerns, while demonstrating humility, open-mindedness. Work towards net added value for people.
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Develop leadership competencies and a coaching culture to build ownership, commitment and engagement.
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Coach teams for performance by creating norms that promote trust and safety.
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Coach individuals and transform teams and organisations apply the intentional change process. Elements include:
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Developing an appealing vision,
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Making an inventory of strengths and competences to build out, and list gaps and challenges,
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Building a plan for competence development and behaviour, process, service or product change. Use human-centred design to innovate efficiently and create adoption.
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Learning and experimenting with new competences and behaviours and receiving with feedback resonant leaders and others. Practicing to levels of excellence.
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Engage with identity groups, stimulate discussions to spread commonly agreed-upon values, vision, goals and information.
Disturbances and conflicts are normal and expected. They can be resolved through dialogue and conflict resolution, followed by return to harmony. Leaders must learn about mechanisms of resistance and strategies for resolution to achieve this. Repeated cycles of disturbance and repair build trustful relationships.
Interested in succeeding digital transformation? Get people on board. That is what we also talked about in this video and podcast with Industry 4.0 Club You can replay it on demand!