Florence Wins Excellence Award at Career Ownership Management AWARD 2026
Certified NPO Florence was recognized for its innovative management model that shifts from individual self-sacrifice to structural career autonomy.
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- 📰 Published: April 28, 2026 at 22:00
- 🔍 Collected: April 28, 2026 at 13:31
- 🤖 AI Analyzed: April 28, 2026 at 13:51 (19 min after Collected)
Certified NPO Florence (Chiyoda-ku, Tokyo; Representative Director: Midori Akasaka) has won the 'Excellence Award (Middle/Small Enterprise Category)' at the 'Career Ownership Management AWARD 2026' hosted by Persol Career Inc.
Florence has consistently faced and challenged the industry structure that tends to rely on 'individual goodwill and self-sacrifice.' Currently, they are advancing efforts to transition into a 'management structure' that supports career ownership as an organization rather than leaving it to individual traits.
This award recognizes Florence's organizational design efforts to balance individual 'Will' with social transformation.
**Judge's Comments (Excerpt)**
'We highly evaluated the point that Florence is attempting to establish career ownership as a management structure rather than an individual trait, reviewing the reliance on goodwill and self-sacrifice that often occurs under the beneficiary-first values unique to non-profit organizations. The integrated design of vision/mission/culture promotion, career autonomy support, and explicit management policies is excellent. We expect this structural transition to further deepen as a new organizational model after succession and develop into a foundation for sustainable social change.'
**About Career Ownership Management AWARD 2026**
Organizer: Career Ownership Management AWARD 2026 Executive Committee
https://co-consortium.persol-career.co.jp/com-award/index.html
**Background of Initiatives**
While Florence has valued 'beneficiary-first' in solving social issues, this value often led to a structural problem where staff fell into 'self-sacrifice' and burnout due to a strong sense of mission. In 2025, Florence reached a major turning point: the succession from the founder to a new management system. This accelerated the transition to a reproducible management model where each staff member moves autonomously through cycles of 'meaning, choice, challenge, and accompaniment.'
**The Three-Layer Structure Supporting Career Ownership**
Florence attracts people with strong intrinsic motivations. To make this 'Will' sustainable, Florence is moving toward a structure that includes:
1. **Vision, Mission, and Culture Promotion:** Deepening the meaning of 'why we work here.'
2. **Career Autonomy Support:** Creating systems (like career maps) where staff take on roles and responsibilities by choice.
3. **Explicit Management Policy:** Redefining management to support and accompany challenges through dialogue rather than control.
**Key Performance Indicators**
- Pride (Social Contribution) Score: 91% -> 96%
- Trust (Feeling of being entrusted with responsible work) Score: 86% -> 92%
- Vibrant Autonomy Score: 6th out of 111 welfare industry companies
Florence has consistently faced and challenged the industry structure that tends to rely on 'individual goodwill and self-sacrifice.' Currently, they are advancing efforts to transition into a 'management structure' that supports career ownership as an organization rather than leaving it to individual traits.
This award recognizes Florence's organizational design efforts to balance individual 'Will' with social transformation.
**Judge's Comments (Excerpt)**
'We highly evaluated the point that Florence is attempting to establish career ownership as a management structure rather than an individual trait, reviewing the reliance on goodwill and self-sacrifice that often occurs under the beneficiary-first values unique to non-profit organizations. The integrated design of vision/mission/culture promotion, career autonomy support, and explicit management policies is excellent. We expect this structural transition to further deepen as a new organizational model after succession and develop into a foundation for sustainable social change.'
**About Career Ownership Management AWARD 2026**
Organizer: Career Ownership Management AWARD 2026 Executive Committee
https://co-consortium.persol-career.co.jp/com-award/index.html
**Background of Initiatives**
While Florence has valued 'beneficiary-first' in solving social issues, this value often led to a structural problem where staff fell into 'self-sacrifice' and burnout due to a strong sense of mission. In 2025, Florence reached a major turning point: the succession from the founder to a new management system. This accelerated the transition to a reproducible management model where each staff member moves autonomously through cycles of 'meaning, choice, challenge, and accompaniment.'
**The Three-Layer Structure Supporting Career Ownership**
Florence attracts people with strong intrinsic motivations. To make this 'Will' sustainable, Florence is moving toward a structure that includes:
1. **Vision, Mission, and Culture Promotion:** Deepening the meaning of 'why we work here.'
2. **Career Autonomy Support:** Creating systems (like career maps) where staff take on roles and responsibilities by choice.
3. **Explicit Management Policy:** Redefining management to support and accompany challenges through dialogue rather than control.
**Key Performance Indicators**
- Pride (Social Contribution) Score: 91% -> 96%
- Trust (Feeling of being entrusted with responsible work) Score: 86% -> 92%
- Vibrant Autonomy Score: 6th out of 111 welfare industry companies