August 12, 2020 
5 min readColorkrew aims to be a business that goes beyond Japan, so the team is based on diversity. I would like to write about how we are trying to build a strong team with a wide range of attributes such as gender, age, nationality, and educational background. Do you know the term "labeling"? ...
August 6, 2020 5 min readIn the management of a company, whether to do it based on the theory of good or evil is often debated. This time, I would like to think about how to improve my performance and make everyone happy. Wikipedia says this. >...
July 29, 2020 4 min readI would like to write about coaching this time as well. ▼Click here for recommended articles related to coaching - Wrong coaching that is rampant in the world - What is a boss that doesn't work in the era of remote work Companies that operate OKRs often have regular one-on-one meetings to follow up on them. ...
July 22, 2020 3 min readDue to the corona vortex, the work style has become remote, and the team's activities have become harder to see than when I was working in the office. In such a situation, managers are required to have a new management style. If a manager who used to do micromanagement in a real office is trying to do the same thing while working remotely, it is dangerous. ...
July 15, 2020 5 min readColorkrew (hereinafter referred to as "Karakul"), which is flat and has no hierarchy, does not have a boss. Instead, there is a system where you nominate your own coaches, but this time I would like to write my thoughts on "coaching", which is an eternal issue for all organizations. This is my way of thinking, so I think there are many parts that are different from many coaching experts, but I will think about coaching from a practical point of view. ...
July 8, 2020 4 min readColorkrew's vision is to "Go Inspire the World" to make the world's work fun and expand services such as Goalous and Mamoru. Today, I'd like to bring up a question to which different generations…
July 1, 2020 4 min readLast time, I wrote that it is important to make it a voluntary organization rather than manage it in the coming era. ▼Recommendations for Voluntary Organizations: From Management to Voluntary Organizations~ https://blog.colorkrew.com/spontaneous\_organization/ So, what steps are necessary to move from a "managerial organization" to a "voluntary organization"? ...
June 24, 2020 5 min readDue to the new coronavirus, a state of emergency was declared on April 6, and many companies began to work from home. In May, except for prefectures with a large number of infected people, STAY HOME was gradually lifted, and since then, the ban on movement across prefectural borders and restaurants with entertainment has been lifted. However, once again, the number of infected people in Tokyo has exceeded 30 per week, which is far higher than the "weekly average of 20 people or less", which is one of the guidelines for triggering alerts. ...
June 17, 2020 3 min readIn the past, I wrote about the organizations free themselves from management and running spontaneously, in many ways. In this article, I'll explain "why management sucks and why autonomy is lovely,"…
June 10, 2020 4 min readMany office workers in the world think that they don't want to be controlled by others. At the same time, many managers also think, "I don't want to do management!" Having experienced both positions, my ideal organization is management in which "people do not manage people". However, why does the company try to manage when everyone should hate management? ...
June 1, 2020 4 min readAs of today, June 1, ISAO Co., Ltd. has changed its name to **Colorkrew Co., Ltd.**. This is the first blog as a memorable Colorkrew, so this time I would like to tell you about the background and thoughts of the company name change. In October 1999, ISAO Co., Ltd. was born as a joint venture between CSK (now SCSK), which was the largest independent SIer, and SEGA. ...
May 28, 2020 4 min readThis time, I would like to write about what I am particular about as a leader. That is, "gather strong friends without being obsessed with relative superiority in the team". On the flip side, it means **don't stick to being the number one in your ability**. Some people stop growing when their positions in the company become higher or they become executives. I'm the type of person who says, "I'm the greatest." ...
