New Column: How “Respectful Candor” Turns Diversity into Strength

At the recent FIFA World Cup, the performance of Japan’s national team inspired many people.

The matches themselves were remarkable, but there was something else that left a strong impression on me: Keisuke Honda’s commentary.

When referring to current members of the Japanese national team, Honda consistently addresses them respectfully, adding the Japanese honorific “san” to their names, such as “Kubo-san” and “Endo-san.”

At the same time, he does not hold back when discussing their play.

“He should have taken the shot there.”

“That may not have been the right decision.”

He expresses his views openly and directly.

This approach gave me a lot to think about.

There is something more than simple politeness at work here.

Respect the person, while speaking candidly about your views.

Discuss actions, not personalities.

Isn’t this exactly the kind of communication that organizations need today?

Diversity Requires More Than Acceptance

In recent years, “diversity” has become an increasingly familiar concept in many organizations.

Bringing together people with different values, cultures, and experiences can be a tremendous strength.

At times, however, I feel that diversity is understood simply as “accepting others.”

Of course, respecting others is essential.

But acceptance alone does not necessarily create new value.

At the same time, if we immediately reject ideas simply because they differ from our own, diversity can turn into conflict.

Perhaps the real value of diversity lies somewhere in between.

We should expect others to think differently from us.

That is precisely why we should not judge everything solely according to our own values.

At the same time, when we disagree, we should be willing to say so openly.

And by bringing different perspectives together and engaging with them honestly, we can search for answers that none of us might have reached alone.

This is what I would call “respectful candor.”

Respectful Candor in Project Management

The same principle applies in project management.

Sales, IT, operations, management, overseas offices—each has a different perspective, and each has its own legitimate concerns and priorities.

That is why the goal should not be to decide who is right.

The question should be: “What is best for the project?”

Finding that answer together requires the courage to discuss opinions and actions candidly while continuing to respect the people behind them.

Listening to Honda’s commentary reminded me of something important.

Respect and candor are not opposites.

In fact, it is precisely because we respect one another that we can speak openly and have honest discussions.

Diversity describes a state in which differences exist.

What turns those differences into organizational strength is respectful candor.

Rather than fearing differences or suppressing them, we can use dialogue to turn them into value.

I believe that is the first step toward transforming diversity into a true competitive advantage.