Breaking the Chain of "Director, Can I Have a Moment?" A Challenge to Prevent Manager Burnout. General Incorporated Association Care to Tomoni Launches "Workplace Improvement Program" in August 2026, Utilizing Subsidies.

Press Release Information Title: Breaking the Chain of "Director, Can I Have a Moment?" A Challenge to Prevent Manager Burnout. General Incorporated Association Care to Tomoni Launches "Workplace Improvement Program" in August 2026, Utilizing Subsidies. Subtitle: Company Name: Industry: Main Text (first 8000 characters): "Triangle of Autonomy" = Regeneration of Welfare

"We want to save managers who are stuck in the constraints of the workplace."

General Incorporated Association Care to Tomoni (Location: Hyogo Prefecture, Representative Director: Mizuo Matsumoto), which supports companies in preventing nursing care-related job departures, will launch a six-month hands-on support program called "Workplace Improvement Program" starting in August 2026. This program aims to eliminate the "burnout risk" where managers and facility directors are overwhelmed by daily workplace responses.

This project utilizes the national Human Resources Development Support Subsidy "Business Development Reskilling Support Course."

Through collaboration with experts, it proposes a new form of leader support (reskilling) in the welfare industry, where the financial burden on corporations is reduced by up to 75%. "Decision-makers on site (facility directors, etc.)" and their "right-hand persons" learn together and develop a common language to regenerate the organization.

【 Background 】

Leaders in nursing care and welfare settings are bound by invisible constraints. Every time they respond to staff conflicts or shift adjustments, such as "Director, can I have a moment?", their original task of "creating the future of the organization" is interrupted.

Representative Matsumoto has a deeply personal experience: his mother, who cared for his grandmother while secretly battling stage 5 cancer. This led to the mission of the organization: to solve the problem of "too few systems to support those who provide support."

By viewing excessive reliance on leaders as a "management turnover risk," the program challenges to establish daily routines centered on dialogue.

【 Case Study 】

Here's an example of significant change achieved through the early introduction of this program.

Ms. Yayoi Nishii, Representative Director, Green Co., Ltd. (Operator of a group home for people with disabilities)

Ms. Nishii was once caught between severe staff shortages and employee dissatisfaction, feeling that "the workplace would stop without me." She was chasing administrative tasks late into the night. To thoroughly re-examine the relationships in the workplace, starting with "who to build the organization with," she embarked on "dialogue," the foundation of this program. As a result, trust with staff deepened, and spontaneous actions returned to the workplace.

Currently, Ms. Nishii enjoys her hobby of karaoke for the first time in decades and has regained "peace as a manager," protecting her family time.

【 Support System 】

Environment Development for "Managers to Leave the Frontline" (Supervision/Producer: Mizuo Matsumoto)

"I am a '場 (ba) designer.' I produce an environment where managers can be freed from immediate adjustments and focus on building the future of the corporation, by preparing the organizational foundation to delegate authority to their right-hand person, allowing the workplace to move autonomously."

Workplace Consciousness Reform through "Autonomous Dialogue Method" (Instructor: Hiroyuki Hori)

First, we prepare the mindset of the participants and accompany them to draw out the "ability to think and act independently" from within the staff. We introduce dialogue techniques to enable the workplace to operate autonomously within the system established by the management.

Subsidy Utilization Support for Strategic Investment (Subsidy/Grant Advisor: Nana Nakamura)

Utilizing the "Business Development Reskilling Support Course." Employees covered by employment insurance (facility directors and supervisors) who undergo reskilling that involves a change in duties from "on-site care" to "management" are eligible for a subsidy of up to 75% of the tuition fees. A specialized team provides full support for complex application procedures, supporting future investments from a financial perspective.

【 Supervisor/Instructor Profiles 】

Supervisor/Producer: Mizuo Matsumoto

Supervisor/Producer: Mizuo Matsumoto Representative Director, General Incorporated Association Care to Tomoni Organizational development coach with a track record of training over 1,500 leaders. During his 14 years at a financial institution, he achieved the No. 1 sales record in Hyogo Prefecture for mutual aid in the nursing care and medical fields before becoming independent. Since then, he has accumulated 1,000 hours of coaching sessions. The answer he arrived at from his struggles in a results-driven sales environment is that "the nature of dialogue" changes organizations more than skills. In collaboration with other expert directors and partner organizations, he strives to prevent nursing care-related job departures in companies and provide support to alleviate the loneliness of managers.

Instructor: Hiroyuki Hori

Instructor: Hiroyuki Hori Certified Master Coach, Lifelong Learning Development Foundation / Representative, Coach Hori Juku 15 years of coaching experience, 1,500 hours of track record. An expert in "dialogue and practice" who has regenerated medical and welfare sites. He has served as an instructor for administrator training organized by local governments and service provider training for the elderly in the nursing care and welfare fields. In continuous hands-on support for several months at social welfare corporations and public hospitals, he deeply intervened as a dedicated facility coach, providing 1-on-1 coaching to staff and dedicating efforts to transform workplace communication.

【 Overview 】

Name: Workplace Improvement Program (Organizational Autonomy Project) Duration: August 22, 2026 - January 23, 2027 (Six months, 10 sessions in total) Content: Total of 35 hours of online practical training, individual coaching sessions with facility managers Target: Managers and facility directors of nursing care and welfare facilities, and their next-generation leaders (right-hand staff) who will attend together. Limited: 10 facilities for six months.