With close to 30 years managing complex multinational organizations across four continents, including 13 years deep in Asia, Martin Schoder brings invaluable leadership lessons on cross-cultural management. As SVP Procurement and CFO, he has led his teams through digitalization, major supply chain restructuring, and sustainability transformations while fostering global, diverse talent. His unique blend of strategic vision, operational expertise, and cultural fluency offers a masterclass in navigating multinational decision-making dynamics.
Achieving Balance: Respecting Process and Driving Results
Martin highlights the art within these challenges: blending respect for the Japanese consensus process with a European demand for speed. “I learned to build trust by involving all stakeholders early while setting clear deadlines and investing in time for communication, truly understanding each other—helping move consensus forward on a fixed timetable.”
His leadership involved explaining the economic rationale behind tough decisions, such as factory restructuring and headcount optimization, to emotionally invested colleagues. “Transparency and empathy turned skepticism into support,” he recalls.
Bridging Communication Gaps
A frequent source of friction Martin describes are misunderstandings caused by communication bottlenecks. German subsidiaries push for rapid change; headquarters in Japan expects cautious deliberation.
He reflects on one breakthrough when direct dialogue between his German team and Japanese top executives replaced intermediaries. This reset expectations and realigned production schedules to true customer needs—a move that significantly reduced friction and improved market responsiveness.
Fostering Cultural Intelligence and Inclusive Teams
Martin’s leadership philosophy embraces culture as a business asset. He believes global teams must go beyond simple multilingualism to understand the unspoken norms, expectation frameworks, and negotiation styles of colleagues from different cultural backgrounds.
“You must learn to ‘read the air’—gauging sentiment, pacing decisions, and recognizing non-verbal cues,” he says, and “like everywhere in the world, you must be open for diversity and willing to take a different, the other, perspective”. This cultural fluency lets teams work seamlessly and resolve conflicts before they escalate.
Practical Recommendations for Global Leaders
Invest in communication and relationship building.
Respect but pragmatically manage consensus-building timelines.
Clearly define decisions and accountability to prevent paralysis.
Foster open dialogue that explains the ‘why’ behind changes.
Invest in training leaders in cultural intelligence—not as an optional skill, but essential for multinational success.
Investing in Employees: Language, Culture, and Loyalty
Perhaps most importantly, Martin urges Japanese companies to invest in employee education and training of EU employees, like they commonly do in Japan, in order to “get to know each other well” and then to fully harness cross-cultural potential of working together in return.
“Learning Japanese, at least to the degree for casual communication, is far more than language acquisition. It unlocks business etiquette, subtle communication norms, and builds trust that cannot be achieved through translators alone”.
He champions programs that provide European employees with extended internships or training periods in Japan. “Spending a few months at headquarters or production sites allows employees to immerse themselves culturally, understand decision-making, built relationships and experience the values that drive Japanese business.”
This immersion builds not only competence but profound loyalty and dedication. “Employees who go through language and cultural training often feel personally connected to the company. This loyalty enhances retention and motivation, creating a talent pipeline equipped to bridge continents and cultures.”
Such investments showcase the company’s commitment to talent development and position Japanese firms as attractive employers in Europe’s competitive labor market.
Practical Takeaways for Japanese Companies in Europe
Empower local or hybrid leaders who understand both Japanese culture and European business realities.
Encourage direct, transparent communication of relevant, decision making hierarchy levels, between subsidiaries and headquarters to avoid costly misunderstandings and delays.
Balance Japanese consensus-building with European demands for speed by setting clear milestones and deadlines.
Invest strategically in extended cultural immersion programs, such as internships in Japan, mentor programs and language training, to foster loyalty and deeper cross-cultural understanding.
Conclusion: Toward a New Era of Cross-Cultural Leadership and Growth
Mr. Martin Schoder’s journey offers a compelling blueprint for Japanese companies aiming to thrive in Europe. By embracing hybrid leadership, investing in comprehensive language and cultural training, and combining operational rigor with cultural empathy, Japanese firms can break historic barriers and fully harness Europe’s market potential. Especially now, in the current world with its geopolitical tensions – shared values, such as respect and harmony, the love for technology, innovation and sustainability are a strong basis and driver for an even stronger collaboration, between Europe and Japan.
This approach unlocks growth that is not only profitable but sustainable—and leadership that is both respectful and decisive. For global businesses navigating the intertwined worlds of East and West, Martin’s insights illuminate the path forward to lasting success.
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Tokyo, Japan for 1 year
Bangkok, Thailand for 10 Years
Düsseldorf, Germany for 4+ Years
Currently based in Duisburg, Germany
If you have any questions about recruitment in Germany, Europe and job searching in Germany, Europe, please do not hesitate to contact us. We would be happy to schedule a free consultation call to explain how we can help you!
With close to 30 years management experience in complex multinational organizations across four continents, including 13 years deep in Asia, Martin Schoder brings invaluable leadership lessons on cross-cultural management. As SVP Procurement and CFO, he has led his teams through digitalization, major supply chain, organization and process restructurings, and sustainability transformations while fostering global, diverse talent. His unique blend of strategic vision, operational expertise, and cultural fluency offers a masterclass in navigating multinational decision-making dynamics.
The Reality for Japanese Companies in Europe: Leadership and Strategic Challenges
Over decades, Martin Schoder built a career deeply interwined also with Japanese companies operating worldwide. He observed early on that many Japanese firms extending to Europe faced a common dilemma: their leadership models, optimized for consensus and harmony at home, often struggle to keep pace with West European regulatory complexities, customer expectations, and the rapid innovation cycles demanded in markets like Germany.
Martin’s personal career journey—from his first posting in rural Japan in Yamaguchi to senior strategic roles across Asia and Europe—shaped his understanding of this leadership paradox. Japanese companies typically send expat managers with strong technical knowledge but limited local decision authority. “These managers must constantly report to Japan and rarely have real power to immediately solve problems or seize opportunities,” Martin recounts. This micro-management, combined with gaps in local cultural and regulatory knowledge, constrains business growth.
“In Japan, decisions take time because of the elaborate consensus process,” Martin explains. “But in Europe, customers expect fast responses. The time mismatch leads to frustration, misunderstandings, and lost opportunities.”
The Importance of Hybrid Leaders Who Bridge Cultures
Martin advocates for recruiting or developing hybrid leaders who embody both Japanese and European business cultures. “I see my role as the bridge,” he says, drawing from his 13 years in Asia and experience navigating European markets. Such leaders understand Japanese internal communication, hierarchy, and risk aversion—and can translate those nuances for European colleagues and customers, clarifying priorities, accelerating decisions and foster cross-cultural collaboration.
He notes diverse functions where this bridge is crucial—from managing directors overseeing production and local operations, to senior procurement and supply chain executives balancing local sourcing, quality, cost, and compliance.
Real-World Examples: When Communication Breaks Down
One revealing episode Martin shares describes the challenge when local German teams could not get Japanese headquarters to understand urgent product modifications needed by European customers. “We struggled for a long time with intermediaries who diluted or distorted requests,” he recalls. “Eventually, I contacted the Japanese head office directly. This approach shocked some, but it forced us to realign priorities at the top, ensuring production and supply matched market needs.”
This anecdote illustrates the characteristic “gap” many Japanese subsidiaries face: excellent engineering and product quality but slow market responsiveness. Martin believes real growth demands both deep technical excellence and leaders empowered with local knowledge and authority.
Balancing Restructuring with Cultural Sensitivity
Another key challenge Martin tackled was restructuring a Japanese factory in Japan during difficult market conditions. He explains that such change required delicacy, aligning different business cultures and achieving global collaboration. “We did have to restructure and shut down unprofitable activities, but according consequent headcount adjustments are difficult in Japan, especially for non-Japanese ventures,” he says. “Instead, we enforced ‘soft restructuring’, such as not replacing retirees and not hiring newcomers and developing new global business opportunities with existing assets, and so rising productivity and profitability over time.” Martin’s leadership ensured the site remained profitable through this painful transition, exemplifying how operational discipline and cultural respect can coexist.
Developing and Retaining Talent for Japanese Subsidiaries
Martin notes rising interest among European professionals and talents, especially younger generations, in Japan and working for Japanese firms—drawn by brand prestige and the appeal of Japan’s culture. However, companies must improve employer branding, clarify career paths, and embrace more open, inclusive communication styles to attract and retain top talent. Martin’s experience leading global, diverse teams equips him to foster this environment, blending Japanese lifelong commitment culture with European flexibility and innovation.
Hybrid Leadership as the Bridge
Based on his extensive experience living and working in Japan, China, and Europe, Martin stresses the necessity for hybrid leaders who combine fluency in Japanese business culture with expertise in European markets.
“I have spent years understanding both the detailed decision-making and commercial business culture in Japan and the regulatory, customer, and marketplace realities in Europe,” he says. These leaders translate headquarters’ strategic priorities into actionable local plans, bridging cultural and operational gaps.
Martin also offers practical advice for Japanese companies aiming to build effective local management teams in Germany and across Europe: engage specialized recruiters or executive search consultants who deeply understand both Japanese business culture and the European recruitment landscape.
“HR teams within the company often face challenges in hiring management because of internal politics, existing relationship dynamics, or a limited perspective,” Martin explains. “Using professional external recruiters in unknown territories brings an impartial, third-party perspective that is critical for identifying and attracting the right talent.”
He emphasizes the value of choosing recruiters with expertise in both cultures and local hiring trends to help Japanese companies find candidates who will not only fit operational needs but also thrive in bridging two distinct business worlds.
“Successful localization of leadership requires sourcing candidates who can interpret Japanese management styles and effectively lead European teams, respecting local regulations and market demands. This is a subtle skill set best understood by recruiters familiar with the intricacies of both cultures.”
Such partnerships with specialized executive search firms empower Japanese companies to accelerate the building of hybrid leadership teams, improving decision-making agility and local market integration essential for sustainable success.
Conclusion: Shaping a New Model for Japan-Europe Business Success
Japanese companies coming to Europe must invest in leadership that can bridge cultural, operational, and strategic divides. Mr. Martin Schoder’s multifaceted career embodies this new paradigm: blending empathy, experience, and pragmatic leadership to unlock growth and sustainable success for Japanese firms in fast-evolving European markets.
A key element of this transformation is the strategic use of specialized recruiters or executive search consultants who possess deep knowledge of both Japanese business culture and the European local hiring landscape. By engaging such experts, companies gain an impartial, third-party perspective crucial for identifying and attracting the right talent to localize management teams effectively. This approach mitigates internal biases and politics that can impede hiring, ensuring leadership teams are truly capable of bridging cultures and driving performance.
Through empowered, localized leaders recruited with cultural insight and market acumen, Japanese subsidiaries can transcend historical barriers and thrive as dynamic, resilient, and profitable hubs within global value chains.
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Tokyo, Japan for 1 year
Bangkok, Thailand for 10 Years
Düsseldorf, Germany for 4+ Years
Currently based in Duisburg, Germany
If you have any questions about recruitment in Germany, Europe and job searching in Germany, Europe, please do not hesitate to contact us. We would be happy to schedule a free consultation call to explain how we can help you!
Over the years of supporting Japanese companies expanding into Europe—especially Germany—I’ve noticed a recurring challenge: many Japanese clients often confuse 人材紹介 (recruitment/placement) with 人材派遣 (temporary staffing). While both involve external support in hiring, they differ significantly in terms of employment structure, legal implications, and long-term impact on organizational development.
This confusion can lead to mismatched expectations, compliance risks, and missed opportunities to build strong local teams. In this article, I’ll break down the key differences between five major recruitment models used in Germany and how Japanese companies can strategically leverage them to succeed in the European talent market.
1. Recruitment (Placement Services)
Overview: A recruitment agency matches candidates with companies for direct employment. In Germany, this is known as Personalvermittlung.
Best Use Case: Hiring mid-level professionals such as engineers, sales staff, or administrative roles.
Pros:
Efficient hiring process
Access to hidden talent pools
Pay-per-success model (fees only upon hiring)
Cons:
High placement fees (typically 25–35% of annual salary)
Risk of cultural or role mismatch
2. Temporary Staffing
Overview: The staffing agency employs the worker and dispatches them to the client company. Known as Zeitarbeit in Germany, this model is tightly regulated.
Best Use Case: Short-term projects, seasonal demand, or interim roles.
Pros:
Quick access to skilled labor
Administrative burden handled by the agency
Cons:
Limited long-term commitment
Legal restrictions (e.g., max 18-month placement)
3. Executive Search
Overview: Specialized recruitment for senior leadership or niche expert roles. Often involves retained search firms (Direktsuche).
Best Use Case: Hiring Managing Directors, Heads of Department, or strategic roles in local subsidiaries.
Pros:
High-quality candidates
Confidential search process
Cons:
High cost (retainer + success fee)
Longer time to hire
4. Headhunting
Overview: Direct approach to specific individuals, often already employed. Overlaps with executive search but more targeted.
Best Use Case: Attracting top talent from competitors or industry leaders.
A hybrid approach—combining executive search for leadership, recruitment for mid-level roles, and RPO for scalability—often yields the best results.
💡 Boost Talent Acquisition & Retention with YS Global Search’s Executive Search Service and Ikigai Coaching
Beyond hiring, employee retention and cultural integration are key challenges for Japanese firms abroad. Through Ikigai Coaching, we help bridge cultural gaps, align values, and foster long-term engagement among local talent.
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Tokyo, Japan for 1 year
Bangkok, Thailand for 10 Years
Düsseldorf, Germany for 4+ Years
Currently based in Duisburg, Germany
If you have any questions about career coaching, please do not hesitate to contact us. We would be happy to schedule a free consultation call to explain how we can help you!
After reading my article, “Hiring Opportunity for Japanese Companies in Germany,” an experienced expatriate professional from Europe—referred to here as Interviewee A—offered to share his personal story. He has more than 20 years of experience as a sales and business development manager in the European automotive sector, most of which was with Japanese and Western multinational companies. Interviewee A offers a unique perspective on organizational culture, barriers, and opportunities for local and foreign professionals in Japanese firms.
The Automotive Industry: Change, Challenge, and Uncertainty
Interviewee A has witnessed, firsthand, the turbulence of the European automotive sector. “It’s complicated,” he says—pointing to layoffs, downsizing, and how even top managers no longer have clear answers about the market’s direction. Professionals with long, solid experience in the sector are finding it especially hard to land new roles as hiring freezes and reorganizations become the norm. He notes that his own job search after many years with a Japanese company spanned years and included many failed interviews before landing something suitable.
Cultural and Structural Barriers
One of the strongest themes in our dialogue was the added challenge for non-Germans in advancing their careers. Interviewee A described how, despite his fluency in German, companies often preferred local people. He also highlighted how management and sales roles in the automotive sector typically go to those with engineering backgrounds—which isn’t his specialty.
Within Japanese companies, further barriers appear. There are structures and preferences that shape career paths and limit opportunities for non-locals, regardless of experience or performance.
Japanese vs. Western Companies: What’s Different?
The conversation underscored a sharp contrast between Japanese business culture and that of Western firms. Interviewee A observed that in many Japanese multinationals, key decisions are routed through headquarters and lead roles are often assigned to expatriates—even at the cost of losing highly skilled local staff. Sometimes, budgeting constraints rooted in a weak Yen make it difficult to offer market-competitive salaries for experienced local managers, pushing them to seek better opportunities elsewhere.
Integration, Retention, and Missed Opportunities
A particularly telling aspect of his experience was the company’s lack of initiatives to support integration. The company does not offer the chance to learn Japanese, even after many years of service. Such small actions can make a huge difference in helping employees feel included, valued, and invested in the company’s future.
He also noted the wasted potential when experienced local staff aren’t encouraged to serve as mentors, especially for new expatriates. A more collaborative knowledge exchange could benefit both sides and better leverage the diverse strengths within the organization.
Change Requires Consistency—And Leadership
Open-minded leaders who recognize these issues are rare, and their short tenures often don’t allow meaningful changes to take root or remove longstanding roadblocks for the long-term.
Diversity, Gender, and the Value of Listening
Interviewee A encouraged me to talk with female managers at Japanese companies in Germany, noting that their perspectives—especially as non-Europeans—would further illuminate the challenges of breaking through entrenched, male-dominated structures. He sees this as an area where Japanese companies can learn much from European counterparts, and where small changes to empower women can echo very positively throughout the business.
Conclusion :Final Thoughts
Our exchange reinforced how important it is for Japanese companies in Germany to:
Recognize and invest in local and diverse talent
Offer meaningful integration opportunities (such as language courses)
Use experienced staff as mentors
Ensure that positive changes go beyond individual leaders and are built into the company’s culture
Small steps toward greater inclusion can have a lasting impact. As generations change and expectations shift, these efforts are not just moral imperatives—they’re strategic necessities for any company hoping to thrive in Germany’s highly competitive market.
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Tokyo, Japan for 1 year
Bangkok, Thailand for 10 Years
Düsseldorf, Germany for 4+ Years
Currently based in Duisburg, Germany
If you have any questions about career coaching, please do not hesitate to contact us. We would be happy to schedule a free consultation call to explain how we can help you!
In today’s fast-paced, hyper-connected world, many people feel overwhelmed, disconnected, or uncertain about their direction in life. Amid this chaos, ancient Japanese philosophies offer a gentle yet powerful compass. Two such concepts—Ikigai and Ichigo Ichie—invite us to live with purpose and presence, to find joy in the everyday, and to help others do the same.
Whether you’re a coach, entrepreneur, or someone seeking clarity, these philosophies can transform how you live, work, and connect. This blog explores the depth of Ikigai as a framework for fulfillment and Ichigo Ichie as a mindset for mindfulness, showing how they intertwine to create a life of meaning.
What Is Ikigai?
Ikigai (生き甲斐) means “a reason for being.” It’s the quiet force that motivates you to wake up each morning with a sense of direction and joy. Ikigai is found at the intersection of four essential elements:
Element
Description
❤️ What you love
Activities that bring joy and fulfillment
💪 What you’re good at
Skills and talents you naturally excel in
🌍 What the world needs
Ways you can contribute meaningfully to others
💰 What you can be paid for
Services or work that sustain you financially
When these four areas overlap, you discover your Ikigai—a life path that is both personally satisfying and socially impactful.
Cultural Depth: Ikigai in Japanese Life
Ikigai is not just a career tool—it’s a way of life. In Japan, it’s practiced quietly and consistently, often through small, meaningful actions. It’s deeply connected to three cultural values:
Wa (和) – Harmony: Living in balance with others and your environment.
Zanshin (残心) – Mindfulness: Being fully present and attentive in each moment.
Shūdan Ishiki (集団意識) – Community Consciousness: Prioritizing collective well-being over individual gain.
Ichigo Ichie (一期一会): The Power of the Present Moment
Ichigo Ichie translates to “one time, one meeting.” It’s a reminder that every moment is unique and unrepeatable. Originating from the Japanese tea ceremony, this philosophy encourages us to treat each encounter—whether with a person, a task, or a thought—as a once-in-a-lifetime experience.
In the context of Ikigai, Ichigo Ichie deepens our appreciation for the present. It teaches us that:
Every coaching session is sacred.
Every conversation is an opportunity.
Every decision is a chance to align with purpose.
By embracing Ichigo Ichie, we learn to slow down, listen deeply, and act with intention—qualities that enrich both our personal lives and our professional impact.
Examples of Ikigai in Daily Life
Ikigai doesn’t require fame or fortune. It often shows up in quiet, consistent actions that bring joy and meaning:
🎨 The artist who paints to express emotion and hosts community workshops.
🧑🍳 The chef who finds joy in preparing meals for neighbors.
🧑🏫 The teacher who inspires curiosity in her students.
🧘 The yoga instructor who helps others reconnect with their bodies and breath.
🛠️ The craftsman who honors tradition through meticulous work.
💼 The entrepreneur who builds a business that solves real problems.
Each of these individuals lives their Ikigai by aligning passion, skill, service, and sustainability.
Ikigai in Coaching: A Transformational Framework
For coaches, Ikigai is more than a concept—it’s a guiding philosophy. It helps clients:
Discover their purpose.
Align their work with their values.
Embrace change as part of growth.
When paired with Ichigo Ichie, coaching becomes not just a process, but a presence. Every session becomes a space for transformation, every insight a once-in-a-lifetime moment.
Conclusion: A Life of Meaning, One Moment at a Time
Ikigai and Ichigo Ichie remind us that a meaningful life is not built in grand gestures, but in small, intentional choices. Your purpose doesn’t have to be loud—it just has to be true. And your most powerful moments are not in the distant future—they’re happening right now.
So pause. Breathe. Ask yourself:
What brings me alive?
What am I here to give?
How can I honor this moment as if it will never come again?
Whether you’re guiding others or walking your own path, let Ikigai be your compass and Ichigo Ichie your rhythm. Together, they offer not just a philosophy—but a way of being.
“Treasure every encounter, for it will never recur.” — Japanese proverb
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
International Executive Recruitment Specialist for local management placements in Germany
15 years of experience as executive search, recruitment, and headhunting consultants in
Tokyo, Japan for 1 year
Bangkok, Thailand for 10 Years
Düsseldorf, Germany for 4+ Years
Currently based in Duisburg, Germany
If you have any questions about career coaching, please do not hesitate to contact us. We would be happy to schedule a free consultation call to explain how we can help you!
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