Colorkrew Blog

Hello! I’m Da-hara from the branding project.

I’m delivering you the latest interview article first time in a while!

This month, one big project came to its completion. The project was rewarded in the Award presentation, where the company praises successful outcomes of the previous period.

We had an interview with Mr. Tagami, the No.1 Project Manager (PM) called “the man who never fails.” We had him talk about the history of the 20 years long project that had been contributing to the company, what the team learned through, and the hardships and delights of the members.

In Colorkrew with Super Flat Organization, there are no managerial positions.

Naturally, we often receive questions such as “who makes the decision and leads the team, and how?”

No managers, many leaders

In Colorkrew, all business activities fall under the units of “projects.”

If you’re to promote the project, you will be a Project Leader (PL) and have specific roles in the project.

Hi! I’m Kiyo from HR and Branding projects!

I’m presenting the vol.6 of Let’s talk with Colorkrew engineers!

This time we talked with Mr. Nishida (usually going by Nishi), the developer of the inhouse product of push notification and authentification service, “Mamoru PUSH,”and a business tool with QR codes to reduce office duties regarding personnel, resource, and money, “Mamoru Biz.” Among the others who join Colorkrew after working for other companies, he entered soon after his graduation and has been here for six years as a web engineer. He has experience in the backend, app-development, infrastructure, front-end, and now is working as a full-stack developer.

Hi! I’m Kiyo from HR and Branding projects!

I’m presenting the vol.7 of let’s talk with Colorkrew engineers!

This time we talked with Jan, the developer of “Mamoru Biz,” a business concierge tool dealing with QR codes to reduce office duties regarding personnel, resource, and money. He’s a web engineer who leads the team as the product development leader. Now, Colorkrew has various nationalities of members, but at the time he entered, he was the first non-Japanese engineer.

Colorkrew’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 might have variable answers: if work should be fun and enjoyable, or laborious and painful.

Early Heisei period: Work was hard as its nature

When I started working 27 years ago, many of the senior Salarymen told me that “work is tough and hard as its nature.”

Boa tarde！ Oops! My Portuguese came out! Hi, I’m Ai, Colorkrew’s PR manager. Today’s article is about Daniel from Brazil!

Goalous debut in Brazil!

He worked for Colorkrew in Japan until 2019 and now he’s in Brazil, to promote Goalous and other Colokrew’s services in Brazil

In September 2020, right in the middle of the COVID-19 crisis, Goalous, an SNS-type objective management tool, has started the first service in Brazil. This is exactly thanks to Daniel!

Japan as a high context culture

Japanese culture is said to be a “high context culture.”

The ‘context’ here refers to the cultural background, such as customs, knowledge, and values that each of us has.

In a high context culture, the background has been mutual understanding, and the people there assume “you know what I mean before I tell you, don’t you?”

I once wrote an article about my about the idea of the relationship between individuals and teams.

https://blog.colorkrew.com/for-the-team_en/

In the article, I explained that better results come out from the contributions of individuals who keep growing.

In a circumstance where people produce good results, there is a virtuous cycle in which the conditions will be better prepared for the greater challenges, resulting in further development in the individuals.

The sin of not speaking out

For anyone working in a team, speaking what s/he’s thinking out is not a ‘should-do’, but a ‘must-do’.

Some people make it their rule to speak out after someone started and not to be the first one.

You indeed need to be brave when speaking out first, but if everyone is waiting for someone else to start, nothing on your business will proceed.

Halli Hallo, I am a Designer!

I’m Luisa, a 26-year-old UX / UI Designer with good communication skills, additionally I was born and raised in Germany, so I’m not a native English speaker.

During college I studied Communication Design, which is about solving problems and expressing information that is easy to understand.

The Definition of Coaching

Coaching is defined as an action of a coach to draw ideas and thoughts from the target person (hereafter, a coachee) by repetition of asking questions instead of direct teaching.

It is true that with regard to the cases of members who are relatively less experienced, such as new graduates, coaching shall be conducted along with teaching, but this time I will focus on coaching.

Easier Said Than Done

With regard to one of ISAO Spirits, “Challenge What’s New Out There”, I think it is easier said than done.

If you think “Making challenges is easy,” then you are too much talented, or you underestimate it too much.

Why Making Challenges is Hard

Then, let’s think about why making challenges is challenging.

Importance in Giving/Receiving Reviews

ISAO’s Super Flat management, which puts value in openness and fairness, promotes empowerment in individuals and each has responsibility to make decisions of what they do.

This is because ISAO believes it important to shorten the decision-making process in order to accelerate the business.

Because the person in charge make decisions and proceed the work quickly, it is quite important for the people around to give feedback from an objective perspective that the person didn’t have.

Everyone Should Show Leadership at ISAO

ISAO’s key concept in organization management is “Super Flat.” Every kind of information is open and shared to the utmost level. There’s no hierarchy, boss, or department. Since there’s no boss, there’s no managers.

Although there’s no manager, every member of ISAO is a “leader” and expected to show certain “leadership.”