Life Tech Grand Prix 2025 Grand Prix Winner: The Challenge of Visualizing "Relationships" through the Power of Voice

On October 25, 2025, at the Life Tech Grand Prix 2025, Interbeing Co., Ltd. was honored to receive three distinct awards for our proprietary solution, "AI Voice Analysis Technology for Visualizing the Quality of Relationships."

We are proud to announce that we were awarded:

• The Grand Prix (Best Overall)

• The Taiyo Yuden Award

• The Audience Award (1st Place in General Voting)

From a competitive field of 335 entries from Japan and abroad, we were selected as one of the 12 finalists to present our vision. Ultimately, achieving this "Triple Crown" validates the significance of our mission.

We extend our deepest gratitude to our client partners who have walked this path with us, the colleagues who have co-created these dialogue environments, and our team members who have tirelessly dedicated themselves to the data.

For full details regarding the award, please refer to our official press release:[Interbeing Inc. Wins Triple Crown including Grand Prix at "Life Tech Grand Prix 2025" (PR TIMES)]

Beyond the Press Release: The "Why" Behind the Technology

In this article, I would like to share the narrative that could not be fully captured in a formal press release—specifically, why we developed this technology and what is actually occurring on the front lines of business.

Moving Beyond "Finding the Culprit": Analysis for Employee Well-being

Interbeing’s technology did not begin with a simple desire to perform voice analysis.

Originally, my background was in People Analytics, where I spent years analyzing engagement surveys and HR data. During that time, I grappled with a lingering sense of dissonance.

The metrics would often look pristine, yet the people on the ground were exhausted. When asked, "Are you satisfied?" employees would check "Yes," but their internal reality was one of distress and reaching a breaking point.

While surveys are effective tools, they are inevitably influenced by social desirability bias—the "tatemae" (facade) or the employee's desire to meet expectations.

• Employees answer "I'm fine" even when stress levels are critical.

• Hesitation toward management leads to avoiding negative responses.

Observing these dynamics, I realized that we needed to shift our analytical approach.

It was then that I encountered the Buddhist concept of "En-gi" (Dependent Origination).

The idea is that no single individual is solely "bad"; rather, the "web of relationships" creates the current state. Therefore, we must analyze the relationship itself, not just the individual.

This philosophy birthed our current direction: Measuring the quality of relationships through voice.

Why Voice? The Autonomic Nervous System and Unspoken Signals

The vocal cords are intimately linked to the autonomic nervous system. No matter how much we try to mask our feelings with carefully chosen words, our state of stress or security inevitably leaks into the tone, rhythm, and minute fluctuations of our voice.

Voice is "honest data" that is difficult to falsify.

Based on this hypothesis, we aggregated voice data from 1-on-1s, board meetings, sales negotiations, and daily conversations. We developed an AI engine capable of extracting over 700 distinct features—including tone, rhythm, intonation, and jitter/shimmer.

By analyzing these features, we can now score 35 distinct metrics, allowing us to quantify the "Quality of Relationships":

• Emotions: Joy, anger, etc.

• Drive: Indicators of forward-looking motivation.

• Stress: Physical and mental load.

• Altruism: Consideration for others and connectivity.

  
  

A defining feature of this technology is that it analyzes the "sound" rather than the linguistic content, making it language-agnostic and applicable across borders.

Insights from the Field: Burnout, Meetings, and Sales

During the contest presentation, we highlighted three key empirical findings:

1. Detecting Signs of Burnout via Voice

We observed a high correlation ($r=0.76$) between the Maslach Burnout Inventory (MBI)—a standard psychological scale—and our voice-derived stress indicators.

This suggests the potential to detect changes in an employee's condition before they are consciously aware of it or vocalize that they have reached their limit. Instead of "finding who is to blame after a problem occurs," we want to enable organizations to ask, "How can we support them?" before the breakdown happens. This technology serves as a critical auxiliary line for that proactive support.

2. Visualizing the "Atmosphere" of Meetings

By measuring "Drive" and "Stress" in meeting audio, distinct patterns in the "field dynamics" emerge:

• Constructive Focus: Positive and healthy engagement.

• Stagnation: Lack of vitality or tension.

• Exhaustion: High energy but accompanied by heavy cognitive load.

• Disengagement: Low drive with rising stress.

  
  

We use this not to judge a meeting as "good or bad," but as a mirror for facilitators and managers.

• "Who was vocal, and who retreated into silence?"

• "Did the group recover after a heated debate, or did the energy remain depleted?"

  
  

By combining these data-driven insights with intuition, leaders can gradually transform the quality of team dialogue.

3. The Correlation between "Field Energy" and Sales Outcomes

In sales scenarios, intriguing trends have surfaced.

• Successful deals often feature high emotional energy related to "Joy/Excitement," with appropriate vitality across all participants.

• Unsuccessful deals frequently end with flat emotional trajectories and little fluctuation in engagement.

  
  

While voice alone does not determine the outcome, visualizing the "vocal patterns of success" allows organizations to transform idiosyncratic, intuition-based sales styles into shared, scalable organizational learning.

Reflections on Winning and the Path Ahead

Standing among 12 finalists selected from 335 applicants, I was struck by the sheer caliber of technology and storytelling on display.

That Interbeing’s technology was recognized in such an arena is, I believe, a testament to the fact that themes like "Voice," "Relationships," and "Employee Well-being" are critical questions facing modern society.

However, this award is not a goal; it is merely the starting line.

• Data alone cannot measure the full depth of human suffering or joy.

• Yet, because we have data, we can notice signs that might otherwise be overlooked.

  
  

By oscillating between the Buddhist philosophy of "En-gi" and the precision of Data Science, we aim to increase the number of "spaces" where every individual can work with peace of mind.

An Invitation to Collaborate

Through this Grand Prix, we have received numerous inquiries from leaders seeking to:

• Identify precursors to attrition and burnout beyond traditional surveys.

• Visualize the "atmosphere" of 1-on-1s and meetings to enhance management.

• Leverage voice data from sales negotiations more effectively.

  
  

At Interbeing, we are committed to implementing these solutions step-by-step through Proof of Concepts (PoC) and trials with corporations, educational institutions, and sports teams.

If this article resonates with you—if you wish to visualize the "voice" of your organization or explore team relationships through the dual lens of data and dialogue—we invite you to reach out.

We remain dedicated to contributing to a society where everyone can work with vitality and psychological safety, through the technology of "Visualizing the Quality of Relationships through Voice."

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