Where Every Connection is a Gift
At Makana Partners, “Makana” isn’t just our name—it’s our guiding belief.
We view every client, every candidate, and every opportunity as a gift, and
we respond with deep care, integrity, and purpose in everything we do.
Who are we?
Makana Partners is a boutique executive search and talent advisory firm specializing in leadership placements across Japan and Asia. We help high-growth companies find transformative talent, and guide ambitious professionals toward roles that align with their vision and values. With deep market insight and a personalized approach, we connect people to possibilities that drive lasting impact.
Global Reach with Local Expertise
Since 2022, Makana Partners has proudly partnered with Horton International, a top 40 global executive search firm. This partnership enhances our capabilities, allowing us to connect outstanding talent with remarkable opportunities worldwide.
Experience the Gift of Opportunity
Join Makana Partners and discover how we can transform your executive search experience. Let’s connect talent and opportunity to shape a successful future together.
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Ocean Gate Minatomirai 8F, 3-7-1 Minatomirai,Nishi-ku,Yokohama-shi, Kanagawa, Japan 220-0012
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The world of work is changing quickly. New technologies, artificial intelligence, and shifting career paths are now part of everyday life. As we move through 2025 and prepare for 2026, the ability to learn, adapt, and grow is no longer optional. It is essential. A growth mindset is the belief that skills, abilities, and intelligence can improve over time through effort, learning, and practice. People with a growth mindset do not see talent as fixed. Instead, they see challenges as chances to learn, mistakes as useful feedback, and effort as the key to progress. This is different from a fixed mindset, which assumes that abilities cannot change. Why a Growth Mindset Matters in 2025 Workplaces and education systems are changing faster than ever. Automation and AI are transforming many roles, and new skills are constantly being introduced. In this environment, success depends less on what someone already knows and more on how quickly they can learn something new. A growth mindset helps people stay relevant. Rather than fearing change, they approach it with curiosity and confidence. They are open to learning, willing to try new approaches, and able to adjust when needed. These qualities are highly valued across industries in 2025. Learning Through Challenges and Mistakes A key part of a growth mindset is the willingness to face challenges instead of avoiding them. Challenges often signal opportunities to develop new skills, whether that means learning a new digital tool, adjusting to a new role, or solving unfamiliar problems. Mistakes are also viewed differently. Instead of being seen as failures, they are treated as learning moments. In 2025, feedback, data, and analytics help people and organizations learn quickly from what does not work. A growth mindset encourages reflection, small adjustments, and continuous improvement. Effort, Learning, and Adaptability Matter More Than Talent Talent is still important, but it is not enough on its own. Long-term success now depends on steady effort, good learning habits, and the ability to adapt. People with a growth mindset know that improvement comes from practice, feedback, and persistence. The way we talk to ourselves also matters. Using a “not yet” mindset—recognizing that a skill has not been mastered yet—helps people stay motivated when tasks feel difficult or unfamiliar. The Benefits of a Growth Mindset A growth mindset brings benefits in both personal and professional life. People who think this way are often more motivated, perform better over time, and show greater creativity. They are more willing to try new ideas and step outside their comfort zones. Resilience is another key benefit. Growth-minded individuals cope better with setbacks and uncertainty. They recover more quickly from challenges and continue moving forward with confidence. Encouraging a Growth Mindset at Work Many organizations in 2025 understand the value of building a growth mindset culture. Workplaces that support learning and experimentation are often more innovative and better able to adapt to change. Leaders play an important role. By encouraging teamwork, offering regular feedback, and recognizing effort and improvement—not just results—they create an environment where learning feels safe. When employees know they can learn from mistakes, they are more likely to take initiative and share new ideas. Looking Ahead to 2026 As we approach 2026, the importance of a growth mindset will only increase. Careers are becoming more flexible, and people are expected to reskill and upskill many times throughout their working lives. Learning how to work with AI tools, adapt to new technologies, and learn independently will be essential. Organizations are also placing more focus on mindset when hiring and developing talent. Skills like learning agility, resilience, and adaptability are becoming just as important—if not more so—than traditional qualifications. Conclusion In 2025, a growth mindset is more than a personal development idea. It is a practical way to navigate a fast-changing and complex world. By accepting challenges, learning from mistakes, and committing to continuous improvement, people can build lasting success. Looking ahead to 2026, those who develop a growth mindset will not only be better prepared for change—they will be ready to shape the future. In a world where learning never stops, growth becomes the foundation for progress.
The world of work is changing quickly. New technologies, artificial intelligence, and shifting career paths are now part of everyday life. As we move through 2025 and prepare for 2026, the ability to learn, adapt, and grow is no longer optional. It is essential. A growth mindset is the belief that skills, abilities, and intelligence can improve over time through effort, learning, and practice. People with a growth mindset do not see talent as fixed. Instead, they see challenges as chances to learn, mistakes as useful feedback, and effort as the key to progress. This is different from a fixed mindset, which assumes that abilities cannot change. Why a Growth Mindset Matters in 2025 Workplaces and education systems are changing faster than ever. Automation and AI are transforming many roles, and new skills are constantly being introduced. In this environment, success depends less on what someone already knows and more on how quickly they can learn something new. A growth mindset helps people stay relevant. Rather than fearing change, they approach it with curiosity and confidence. They are open to learning, willing to try new approaches, and able to adjust when needed. These qualities are highly valued across industries in 2025. Learning Through Challenges and Mistakes A key part of a growth mindset is the willingness to face challenges instead of avoiding them. Challenges often signal opportunities to develop new skills, whether that means learning a new digital tool, adjusting to a new role, or solving unfamiliar problems. Mistakes are also viewed differently. Instead of being seen as failures, they are treated as learning moments. In 2025, feedback, data, and analytics help people and organizations learn quickly from what does not work. A growth mindset encourages reflection, small adjustments, and continuous improvement. Effort, Learning, and Adaptability Matter More Than Talent Talent is still important, but it is not enough on its own. Long-term success now depends on steady effort, good learning habits, and the ability to adapt. People with a growth mindset know that improvement comes from practice, feedback, and persistence. The way we talk to ourselves also matters. Using a “not yet” mindset—recognizing that a skill has not been mastered yet—helps people stay motivated when tasks feel difficult or unfamiliar. The Benefits of a Growth Mindset A growth mindset brings benefits in both personal and professional life. People who think this way are often more motivated, perform better over time, and show greater creativity. They are more willing to try new ideas and step outside their comfort zones. Resilience is another key benefit. Growth-minded individuals cope better with setbacks and uncertainty. They recover more quickly from challenges and continue moving forward with confidence. Encouraging a Growth Mindset at Work Many organizations in 2025 understand the value of building a growth mindset culture. Workplaces that support learning and experimentation are often more innovative and better able to adapt to change. Leaders play an important role. By encouraging teamwork, offering regular feedback, and recognizing effort and improvement—not just results—they create an environment where learning feels safe. When employees know they can learn from mistakes, they are more likely to take initiative and share new ideas. Looking Ahead to 2026 As we approach 2026, the importance of a growth mindset will only increase. Careers are becoming more flexible, and people are expected to reskill and upskill many times throughout their working lives. Learning how to work with AI tools, adapt to new technologies, and learn independently will be essential. Organizations are also placing more focus on mindset when hiring and developing talent. Skills like learning agility, resilience, and adaptability are becoming just as important—if not more so—than traditional qualifications. Conclusion In 2025, a growth mindset is more than a personal development idea. It is a practical way to navigate a fast-changing and complex world. By accepting challenges, learning from mistakes, and committing to continuous improvement, people can build lasting success. Looking ahead to 2026, those who develop a growth mindset will not only be better prepared for change—they will be ready to shape the future. In a world where learning never stops, growth becomes the foundation for progress.
Japan appears highly attractive to global tech businesses. It boasts the world’s fourth-largest economy and a base of sophisticated consumers. Yet, many foreign startups find Japan a surprisingly difficult market to crack. 1. High Standards for Quality and Service Japanese customers expect perfection. Products are judged not only on what they do, but on how reliably and gracefully they perform. Even minor bugs can seriously damage a tech brand’s reputation. Companies like Amazon succeeded only after building robust local support teams and adopting strict quality controls to meet these standards. Service expectations are equally demanding. 24/7 Japanese-language support, efficient returns, and extremely reliable delivery aren’t “nice-to-haves”; they’re essential requirements. These expectations can overwhelm new entrants unfamiliar with local norms. 2. Trust and Long-Term Relationships Business in Japan is personal. Trust must be built slowly, often through lengthy introductions, face-to-face meetings, and social engagement. Unlike in Western markets, companies rarely switch suppliers quickly, preferring domestic partners they know well. This culture is reinforced by Japan’s famous keiretsu system, networks of interlinked companies with close relationships. Breaking into such a system takes immense patience and a strong local presence. Salesforce found success by empowering trusted Japanese staff to lead operations independently and by investing heavily in local partnerships. 3. Caution and Slow Change Japan’s business culture is conservative and risk-averse. Companies often stick with established brands rather than try something new. This cautious approach slows sales cycles; major decisions can take months and must go through consensus-driven processes like nemawashi and the ringi system. Rapid disruption is rare. Even innovative tech firms must demonstrate steady value and long-term commitment before gaining wide acceptance. 4. Regulatory and Bureaucratic Hurdles Government regulations present another challenge. Japan’s bureaucracy is thorough and slow-moving, requiring detailed compliance checks and extensive paperwork, especially in sectors like finance or public infrastructure. These requirements mean startups must be well-prepared and patient as they enter the market. 5. Lessons from Successes and Failures Some Western companies have struggled, while others have adapted and thrived: Uber failed in Japan by ignoring local regulations and cultural norms. Japan’s taxis already offered safe, reliable, and convenient service, reducing Uber’s appeal. The company’s aggressive approach clashed with Japan’s consensus-driven business culture, leading to a quick withdrawal. eBay entered late and misunderstood consumer preferences, never building the trust or convenience offered by Japanese competitors. Its retreat illustrates that simply replicating a global model doesn’t guarantee success in Japan. Stripe succeeded by adapting to Japan’s unique systems, customizing its offerings, and accommodating local payment methods. Its willingness to learn and adjust underpinned steady growth. Netflix and Amazon both found success by investing in local content, customer service, and infrastructure tailored to Japanese preferences. Netflix thrived by producing Japanese-language programming and personalizing experiences for local audiences. 6. The Bottom Line Japan rewards commitment, patience, and adaptation. Companies that thrive here localize their products and services, invest deeply for the long term, and build lasting trust with customers and partners. For those willing to meet Japan’s high standards and navigate its layered business culture, opportunities remain substantial, but shortcuts rarely work.