What does it take to find leaders in Japan?

4 characteristics of a great leader in Japan

1. Cultural Integration: Exceptional leaders in Japan’s pharmaceutical industry possess a profound understanding of cultural nuances. They skillfully blend traditional values with modern practices to create a harmonious and productive work environment.?
2. Adaptive Decision-Making: Great leaders exhibit agility in decision-making, swiftly adapting to changing circumstances and seizing opportunities for growth.
3. Collaborative Innovation: Fostering a culture of innovation is essential for driving progress in drug development and commercialization. Outstanding leaders encourage cross-functional collaboration and open communication among teams.
4. Talent Development: Investing in the development of future leaders is a hallmark of great leadership in Japan’s pharmaceutical sector. Exceptional leaders prioritize talent development initiatives such as mentorship programs, continuous training, and opportunities for skill enhancement.??

3 common mistakes made when hiring a leader.?

1. You’re focusing too much on what they have done (not on what they will do). Overemphasizing a candidate’s past accomplishments rather than evaluating their potential for future success is a common mistake in leadership hiring.??
2. There is a misalignment on values and mission. The significance of leadership hiring and cultural alignment can’t be underestimated. Engaging top leadership that aren’t on board with the values and mission of an organization is a recipe for disaster.?
3. You just want to “fill the position” rather than find the perfect fit. An unconscious problem that many recruiters face is adopting a “fill the position” mindset. In an eagerness to find a leader, it can be easy to overlook red flags or even minor concerns.??

Hiring for leadership roles is both incredibly important and incredibly difficult. Which is why so many companies get it wrong – and the repercussions can be substantial.?

Mission impossible: Finding the right leader to launch a disruptive medical

This medical device startup from the US was looking to enter the Japanese market. The launch of a new pulmonary device was approaching, and they needed a Japan General Manager to oversee a successful launch and a pipeline of related products planned for future launches.??

Here was the wish list:?

1. Bilingual
2. Bi-cultural
3. Experience with startups
4. Experience launching a previous disruptive medical device technology

There aren’t many people in Japan that fit that description, so we got to work. We met with the COO based in the US and got an understanding of the technology, short and long term business needs, and how a Japan GM could help with these goals.?

Once we were armed with the right information, we were able to work alongside the COO to create a compelling pitch deck that clearly explained the company, the tech, the vision for Japan and the ideal candidate.?

Creating a compelling pitch deck?

1. Why is your company a great place to work?
2. What is the company’s vision, mission and values?
3. How does your technology/company improve people’s lives?
4. What is exciting about the position?
5. What are the short and long term goals of the position?
6. What are the growth opportunities and career trajectory for this position??

After we had created our compelling pitch deck, the next step was to map the market. We identified 59 potential candidates. From this number, 6 were shortlisted.?

6 weeks later…?

Within 6 weeks, the startup had interviewed the candidates and landed their star! And the best part is, the new Japan GM hired several former colleagues to further build up the organization – proving once again, that top talent attracts top talent.?

How to find female leaders?

Japan has one of the lowest rates of female leadership representation in the world.? According to the World Economic Forum, Japan ranks 120 from 156 countries for gender parity. There is a limited presence of women in senior roles, with only 14.7% managerial positions filled by females in Japan.??

Fairness over diversity?

The business case for increasing female representation has been made over and over again. I don’t need to tell you that more women at the table will be better for your organization. You’ve heard it all before.? Real change must come in the form of ‘fairness’. Why should an organization need economic rationale for affirming the worth of any gender? Adopting fairness as a core value reshapes the way a company talks about diversity and makes diversity targets a more achievable goal.?

How to create a diverse pool of candidates?

Deciding to embrace fairness isn’t going to solve your problem overnight. How do you tap into a wider pool of talent? There is already a limited number of potential candidates in Japan, so where do you find the best female talent???

Here are 3 places to look:?

1. Networking events: Recruiting in Japan is going to require a hands-on approach. It’s not as simple as posting a job ad and waiting to see who responds. A great way to meet people in the industry is networking events.??
2. Professional associations and groups: Join local associations and groups in your industry and attend their events. These groups bring together potential candidates who most likely have the qualifications and experience that you are after.??
3. Referrals from existing employees: Your most valuable source of recommendations will come for your current employees. Encourage them to recommend female leaders from their networks. Referred candidates tend to be high quality and are more likely to fit the company culture.??

Want more insights like this? I’ve got good news! My colleague has launched The Morunda Pulse - a newsletter for medical doctors considering a career in life sciences. Sign up now.

For more industry insights download our ebook 7 JPAC Hiring Tips for Healthcare Companies. We share our decades of experience in Japanese healthcare executive search to help you crack the code to hiring in Japan and Asia Pacific!

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