『The Japan Business Mastery Show』のカバーアート

The Japan Business Mastery Show

The Japan Business Mastery Show

著者: Dr. Greg Story
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概要

For busy people, we have focused on just the key things you need to know. To be successful in business in Japan you need to know how to lead, sell and persuade. This is what we cover in the show. No matter what the issue you will get hints, information, experience and insights into securing the necessary solutions required. Everything in the show is based on real world perspectives, with a strong emphasis on offering practical steps you can take to succeed.Copyright 2022 マネジメント・リーダーシップ リーダーシップ 経済学
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  • 286 Accountability In Your Team
    2026/02/26

    Q: Why do many presentations feel dry, even when the facts are strong?
    A: Because they're one-dimensional. You marshal the facts and explain what happened, but you don't try to bring the moment alive for the audience.
    Mini-summary: Facts alone can land flat if the scene isn't vivid.

    Q: What do audiences naturally respond to when they want entertainment or education?
    A: Dialogue. TV dramas, movies, novels, and biographies use people's words to pull us into the story and make it feel real.
    Mini-summary: Dialogue is a proven tool for attention and recall.

    Q: Does adding dialogue mean turning a business talk into a screenplay?
    A: No. A talk can't be mainly dialogue. You stay the narrator, explain what happened, and then drip in a few snippets of what the key person said to illustrate the point.
    Mini-summary: Keep narration as the base, then add dialogue as seasoning.

    Q: What does dialogue sound like in a normal, everyday story?
    A: We do it naturally when we say, "She said, 'It's a preposterous idea and I will never have it mentioned under my roof again for as long as I live'". It's a simple way to show emotion and conviction.
    Mini-summary: One line of dialogue can reveal mood and stakes fast.

    Q: How can dialogue make a message more credible?
    A: Dialogue helps the audience picture the person and hear the voice in the moment. It feels less like a report and more like evidence.
    Mini-summary: Dialogue turns description into something the audience can see and hear.

    Q: What's a practical example of dialogue used well in a talk?
    A: In 2010 in Miami, at a Dale Carnegie International Convention, I met Mike, the stage audio contractor with a ponytail and Hawaiian shirt. He told me he liked our organisation, then whispered, "The things that people are saying out in front of stage and what they are doing behind the stage are the same".
    Mini-summary: A short exchange can carry the proof inside the story.

    Q: How much extra work does this take, and how do you do it?
    A: It's a bit more planning, but not much. It happened to you. You tell what happened in their voice rather than only your own, and your storytelling lifts to a higher level.
    Mini-summary: You're re-using real moments, just delivering them more vividly.

    Dr Greg Story, Ph.D. in Japanese Decision-Making, is a veteran Japan CEO and trainer, author of multiple best-sellers and host of the Japan Business Mastery series. He leads leadership and presentation programmes at Dale Carnegie Training Tokyo.

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    8 分
  • 285 The Iceberg Method For Handling Client Pushback
    2026/02/12

    Q: Why should salespeople expect objections in Japan?
    A: Because pushback, rejection, and disinterest are the natural state of selling. Getting to "yes" is the exception. If you expect objections, you stay calm and you don't take resistance personally.
    Mini-summary: Objections are normal; a sale is the exception.

    Q: What's the most common mistake when an objection appears?
    A: Answering the first objection immediately. The first thing you hear may not be the real issue. If you respond too quickly, you can waste time solving the wrong problem.
    Mini-summary: Don't race to answer the first objection.

    Q: How should you interpret what the client says?
    A: Treat the objection as a headline. The words are often an abbreviation for a longer chain of reasoning. Keep an iceberg image in mind: most of the "no" sits below the surface.
    Mini-summary: The spoken objection is usually only the tip.

    Q: What questions help you uncover the real issue?
    A: Question the objection and invite the fuller thinking behind it. Keep asking for other reasons they can't proceed until you've exhausted their supply. Then ask them to rank the reasons, highest priority first.
    Mini-summary: Collect all objections, then prioritise them.

    Q: What judgement calls must you make before responding?
    A: First, decide if the top objection is real and legitimate. If it isn't, you haven't found the true culprit yet, so keep digging. Second, even if it is legitimate, decide if you can deliver what they want at the price and in the way they want it, without breaking your profit model.
    Mini-summary: Validate the objection, then validate your ability to solve it.

    Q: How do you handle price objections without getting "massacred"?
    A: Recognise that some buyers play "sport negotiating" to win, not because the economics demand it. You may choose to walk away. If you do negotiate, never start with your best price. Once you drop it, that becomes the ceiling and they'll push for more. Keep margin so any concession still makes the deal worthwhile.
    Mini-summary: Don't lead with your best price; protect margin.

    Q: What if they say, "We're happy with our current supplier"?
    A: That's often harder than price in Japan's risk-averse environment. People stick with suppliers they trust because mistakes are punished. You need clear differentiation versus the incumbent and a way to prove it. Ask for a trial, test, or period of engagement to demonstrate superiority.
    Mini-summary: Differentiation must be proven, not claimed.

    Q: How should you think about timing and walking away?
    A: Expect trials to be slow. Quick decisions aren't rewarded, but wrong decisions are punished. Don't accept disadvantageous pricing just to close quickly. Be brave in the face of objections, and remember there are other buyers who will value quality at your cost.
    Mini-summary: Expect slow decisions, avoid bad deals, and be willing to walk.

    Dr Greg Story, Ph.D. in Japanese Decision-Making, is a veteran Japan CEO and trainer, author of multiple best-sellers and host of the Japan Business Mastery series. He leads leadership and presentation programmes at Dale Carnegie Training Tokyo.

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    7 分
  • 284 Leadership Bench Strength in Japan: Coaching, Culture, and Courage: The Japan Business Mastery Show
    2026/02/05
    Q: Why does leadership development in Japan feel so slow? A: Because talent is often held hostage to time. Age, longevity and seniority can outweigh capability, so people wait rather than accelerate their readiness. OJT is the default pathway, but it only works when the boss can teach, communicate and coach. When that capability is missing, development becomes inconsistent and slow. Mini-summary: If time and seniority do the deciding, leadership growth stays glacial. Q: Why do some Japanese high potentials decline promotions? A: Many say, "I don't feel I'm ready yet." Sometimes that's humility. Sometimes it's fear of failure, shaped by a workplace norm where mistakes carry a high social cost. The problem is that demographics are tightening. As retirements increase and the youth population declines, companies need more people willing to step up sooner. Mini-summary: The "not ready" mindset collides with the reality of retirements and shrinking talent pipelines. Q: What's undermining accountability for career growth? A: In many firms, the Personal Development Plan becomes a perfunctory HR process rather than a tool for self-reflection and direction. Without role models who actively plan their careers, people don't learn how to influence their progression. Stretch roles get avoided because the risk of failure feels too high, and training is not treated as leverage for bigger accountability. Mini-summary: When PDPs are paperwork and stretch work feels dangerous, accountability stays passive. Q: How do patrons shape promotion—and what's the risk? A: Patronage is a time-tested path: attach yourself to a powerful person, offer total loyalty, and your career can rise with theirs. The trade-off is control. Your timing is tied to the patron's timing, not your readiness or choices. That can keep people focused on allegiance instead of capability-building. Mini-summary: Patronage can lift careers, but it shifts accountability away from the individual's development. Q: What can leaders learn from gaishikei promotion culture without copying it blindly? A: Gaishikei companies often reward self-promotion, seizing training opportunities, and taking bigger assignments to prove capability. You don't need to import noisy behaviours. You do need to make development visible and active: encourage people to pursue learning, accept stretch work, and demonstrate readiness through action. Mini-summary: Keep the focus on deliberate development and stretch, not on style. Q: How does coaching increase accountability without creating fear? A: Coaching broadens thinking and challenges people to take calculated risks. It supports ownership rather than compliance. But it requires an internal culture where failure is treated as learning, not as a career killer. When someone tries something for the first time, they will be imperfect. The organisation must honour the implicit compact that experimentation is allowed. Mini-summary: Coaching works best when learning is protected and early imperfection is normalised. Q: What destroys accountability and creativity in the middle layer? A: Middle managers raised in a "no failure allowed" environment can verbally whack subordinates for mistakes made during experimentation. That reaction cancels creativity quickly and teaches people to play safe. It doesn't move the company forward, and it weakens leadership bench strength over time. Mini-summary: Punishing experimental mistakes trains people to avoid ownership. Q: How should leaders set up training so it actually sticks? A: The lead-up matters. If the message is, "You have training in two weeks; HR has the details," people can misread it as punishment or even a signal they're being pushed out. Some become the hostile "hostage" participant who resists regardless of quality. Instead, explain the why: they were selected because of excellent work and the company is investing in their future. Then have a coaching conversation about where they can improve and what outcomes they want from the programme. Mini-summary: Give the why, set outcomes, and motivation rises. Q: What are the practical action steps to build leadership bench strength? A: Create an environment that tolerates failure as part of the creative process. Coach high potentials to change their mindset about achieving their full potential. Don't just provide training—provide the why of the training for them. Mini-summary: Culture, coaching, training and communication work as a single system. Author Bio: "Dr Greg Story, Ph.D. in Japanese Decision-Making, is a veteran Japan CEO and trainer, author of multiple best-sellers and host of the Japan Business Mastery series. He leads leadership and presentation programmes at Dale Carnegie Training Tokyo."
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    7 分
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