This document outlines a team's proposal to help grow global leaders from East Asia for a Japanese advertising company called Dentsu. It identifies problems like declining domestic market share, a small overseas presence, and not enough globalized talent. The team's solutions include: 1) Early cultivation programs in high schools and universities to develop global skills in students. 2) Increasing foreign recruitment to diversify the employee base. 3) Offering rotations to venture companies and overseas offices to gain practical experience in change-oriented environments. The goal is to cultivate leaders who can lead Dentsu's international expansion and address its talent and business model challenges.

1. HOW CAN WE GROW UP
GLOBAL LEADER FROM
EAST ASIA?
Team :しー
KIM YOON JIN(Korea)
SATOSHI AOYAMA(Japan)
TOSHIHIRO TAKAGI(Japan)
LIAO LIGENG(China)
ZHENG YIJING(China)
Members

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Agenda of Our Solution For Dentsu
Analysis
Solutions
Before Recruiting: Early Cultivating
Part4. Conclusion
Problem Definition
Recruiting: Increase % of Foreign Employee
Rotation: Venture Companies and Oversea

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Performance Decline
Domestic Market:
Keep Shrinking
Oversea Market:
Small Percentage
2006 2007 2008 2009 2010
Net sales Gross profit
90%
10%
Deomestic Oversea
Problem Definition

4. Need Global Leaders
Not willing to Change
Shortage of Knowledge and
communication with oversea
situation
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Analysis
Expanding in
Oversea Market
Not Enough Globalized
People
Less Opportunity &
Haven’t Realized the Issue

5. Not Enough
Globalized People
Not willing to
Change
Less Opportunity;
Haven’t Realized
the Issue
Problems ＆ Solutions
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Early Cultivation
Recruiting:
Increase % of
Foreign Employee
Rotation to
Venture
Companies and
Oversea

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Strategy 1. Early Education
Terminal Target
Cultivate global leaders for Dentsu.
Subsection Target
Global Leaders: the one
who lead the company to
international success
15~18 years old 18~22 years old12~15 years old

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Skills
Junior High
School
12~15
Senior High
School
15~18
College
18~22
Hard
Skills
English Skills
Computer Skills
Knowledges
Soft
Skills
Creativity
Logical
Thinking
Plan Making
Decision
Making
Problem
Analysis
Acceptability
Practical
Skills
Management
Skills
Communication
Skills
Negotiation
Skills
Presentation
Skills
Age

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Evaluation System
 Elimination
 Incentives
Faculty
Enrollment
 Advisors from world famous company
 Professors from professional HR area
 Teachers are experienced leaders graduating from business schools
 Twice enrollment per year
 Nation wide or even world wide enrollment
 Entrance exam and face-to-face interview

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Strategy 2. Recruiting: Increase % of Foreign Employee
Japanese
foreigners
Japanese
foreigners

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Venture
Company
・Opportunity to have Great
Discretion
・Change-oriented Environment
Before After
・No Experience
to Exercise Their
High Abilities
・Stability-oriented
Environment
・Change-oriented
・Various Practical
Business skills
・More Responsible
for Their Own Jobs
OJT Training
（2or3 years)
Strategy 3. Rotation to Venture Companies and Oversea

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Working in
foreign countries
・There are various diversities
・Performance-oriented
Environment
Before After
・No ability to
understand local
needs of foreign
clients
・No ability to
make good
relationship with
foreign clients
・Person-oriented
Environment
・understand local
needs of foreign
clients
・ make good
relationship with
foreign clients
・understand various
diversities
OJT Training
（2or3 years)
Strategy 3. Rotation to Venture Companies and Foreign countries

12. • ‘Globalizing’ Japanese companies
• Review-problems:
 low profitability,
 difficulty of talent cultivation,
 hardship of changing business model
• Your own solution is needed
• E.g. :
• Custom-design action learning methods to balance leadership and
business needs and priorities;
• Set high professional executive coaching standards and so on.
•
Conclusion

13.  East Asians:
 Proud of yourself and be confident
 collaboration+competition
 Make our origins
 We knew what to solve, to change,
 We now have to break.
Conclusion

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THANK YOU FOR LISTENING