Under Used People Development Technique

Developing people should be a constant leadership responsibility, not an occasional HR exercise. The real leverage of leadership comes from building the capability of the team so the leader is not trying to personally carry the entire organisation on their back.

Managers often work longer hours, solve every problem themselves, and wonder why they are exhausted. Leaders take a different path. They create direction, build the environment, and develop people so that ten capable team members can each contribute their full strength. In Japan, where HR departments are often administrative, rotational, and compliance-focused, the line leader must take people development seriously.

Why is people development a leadership responsibility?

People development belongs to the leader because the leader knows the team’s work, context, strengths, and future needs best. HR can support training logistics, but it cannot replace the leader’s daily responsibility to grow capability.

In many Japanese companies, HR is not always staffed by long-term human resources specialists. Managers may rotate through HR from sales, export, audit, operations, or administration. That means HR often focuses on forms, leave records, job rotations, and internal process compliance. The leader must therefore guide the development agenda: what skills are needed, who needs exposure, where succession risk exists, and which people have future leadership potential. This is true in large corporations, SMEs, startups, and multinational Japan offices.

Do now: Stop outsourcing people development to HR. Use HR as a partner, but own the development strategy yourself.

How does mentoring develop employees more effectively?

Mentoring develops people by giving them access to objective advice, broader perspective, and feedback that may be easier to accept from someone outside their reporting line. A mentor can sometimes say what the boss cannot.

Mentoring is especially valuable when the mentor is not directly responsible for performance evaluation. In Japan’s hierarchical workplace culture, employees may be guarded with their direct boss, particularly if they fear negative assessment. A neutral mentor can help them discuss career goals, blind spots, communication challenges, and leadership aspirations more openly. However, mentoring should not be a vague feel-good programme. Companies need to define outcomes: retention, promotion readiness, engagement, skill growth, cross-functional collaboration, or leadership bench strength.

Do now: Create or review your mentoring system. Ask, “How do we measure whether this is actually developing people?”

Why are job rotations and lateral assignments powerful in Japan?

Job rotations, lateral transfers, temporary assignments, and acting roles develop broader business understanding and stronger internal networks. In Japan, where generalist career paths remain common, these tools can be especially powerful.

A person who works only inside one department may become technically competent but organisationally narrow. Moving them temporarily into another division helps them understand different priorities, systems, constraints, and personalities. In Japanese companies, where informal relationships often determine how quickly work gets done across departments, these assignments build practical coordination power. Multinationals, SMEs, and professional services firms can use the same idea through secondments, regional projects, or temporary cross-border assignments.

Do now: Identify one person who would benefit from a temporary assignment outside their usual function, then define what they must learn from it.

How does cross-training reduce business risk?

Cross-training protects the organisation from concentration risk when one key person becomes unavailable. If one employee’s sudden departure would cause a disaster, the organisation has a leadership problem, not just a staffing problem.

Many small and mid-sized businesses discover this too late. One person knows the accounting process, logistics system, client history, CRM workflow, supplier relationship, or reporting routine. Then that person resigns, becomes ill, transfers, or retires, and the business scrambles. Cross-training creates operational insurance. It does not mean everyone must do every job. It means critical tasks have backup capability, documented processes, and at least one trained substitute. Post-pandemic labour mobility and ageing-workforce pressures make this even more important in Japan.

Do now: List your five most critical roles or tasks. For each one, ask, “Who can do this tomorrow if the main person disappears?”

How can special projects grow future leaders?

Special projects, task forces, and committee assignments give employees first-hand experience of leadership pressure, coordination, and accountability. They reveal both potential and skill gaps.

It is easy to criticise the boss until you are the one responsible for deadlines, stakeholders, budgets, internal politics, and final results. Project assignments let future leaders experience this reality without immediately placing them in a permanent management role. They develop planning, communication, conflict resolution, influence, and decision-making. In global firms, this may happen through digital transformation projects, ESG committees, client task forces, or regional initiatives. The key question is whether these assignments are strategic development tools or just stopgap labour solutions.

Do now: Turn project assignments into deliberate development opportunities with clear learning goals, feedback, and post-project review.

Why is shadowing senior leaders such a strong development technique?

Shadowing senior leaders helps emerging talent see the whole organisation, not just their narrow functional role. It exposes them to decision-making complexity, leadership style, trade-offs, and executive pressure.

Becoming an assistant to a senior leader, chief of staff, understudy, or section head-in-training can be a powerful development experience. The employee sees how strategy, finance, people issues, clients, compliance, and culture connect. They also observe the good, the bad, and the ugly of leadership behaviour. In Japan, where leadership handovers can be rushed because of rotations, a planned understudy system can strengthen succession planning. The problem is not that the idea is complicated. The problem is that busy leaders forget to organise it.

Do now: Choose one promising team member who could shadow a leader, attend selected meetings, or act as understudy for a defined period.

Final summary

People development is not a luxury item to be handled when the calendar is quiet. It is the leader’s leverage strategy. Mentoring, rotation, temporary assignments, cross-training, task forces, special projects, senior leader shadowing, and understudy roles all help build stronger teams and deeper succession pipelines.

The real question is not whether these techniques are new. Most leaders already know them. The question is whether they are using them consistently, strategically, and early enough to avoid business disruption.

FAQs

Is people development the job of HR or the leader?

People development is the leader’s job, while HR should support the process. HR can organise providers, systems, and budgets, but the leader knows the team’s practical development needs.

Why is cross-training important?

Cross-training reduces business risk by ensuring critical work does not depend on one person. It protects continuity when someone resigns, transfers, becomes ill, or is suddenly unavailable.

What is the value of mentoring?

Mentoring gives employees objective guidance and a safe place to discuss growth. It works especially well when the mentor is outside the employee’s direct reporting line.

How do project assignments develop leadership skills?

Projects force people to practise coordination, decision-making, communication, and accountability. They show employees what leadership pressure feels like before they take on a formal management role.

Quick actions for leaders

• Map your team’s critical skills and backup gaps.
• Build mentoring into the development system.
• Use rotations and temporary assignments to broaden experience.
• Create project roles with clear development goals.
• Let future leaders shadow senior decision-makers.

Author Bio

Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie “One Carnegie Award” in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results.

He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban “Hito o Ugokasu” Rīdā（現代版「人を動かす」リーダー）.

Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan’s Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.