『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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  • 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
  • 283 Your Story Vault: The Fastest Way To Build Better Talks
    2026/01/22

    Q: Why do capable people feel stuck when preparing a presentation?
    A: Because they start at the slide deck. Slides are a container, not the content. When you begin with formatting, you skip the richest source you have: your own experiences at work and in life.
    Mini-summary: Don't start with slides; start with experiences.

    Q: What should you look for in your "experience vault"?
    A: Look for highs and lows. The best deal, the strongest project, the train wreck that went off the rails, the colleague who lifted the whole team, and the person who kept digging a deeper hole. These moments reveal what works and what doesn't.
    Mini-summary: Successes and failures both produce usable material.

    Q: How do you make it easier to recall stories later?
    A: Keep notes from now on. Jot down key points when something happens, while it's fresh. A few lines are enough to trigger the memory when you need an example in a future talk.
    Mini-summary: Capture moments early so you can reuse them later.

    Q: Do you need to be a "storyteller" to use stories in talks?
    A: No. Storytelling here just means telling real events you experienced or observed, in your own words. You can also draw on authors' experiences, as long as you explain them naturally rather than quoting like a script.
    Mini-summary: Storytelling is simply real life, spoken clearly.

    Q: Where do stories fit inside a well-planned presentation?
    A: Plan the talk from the conclusion first. Then choose the main points that prove it. Design an opening that grabs attention. In the main body, use evidence to back your claims: data, expert authority, and stories that bring the point to life.
    Mini-summary: Stories are evidence that make your points stick.

    Q: What mindset makes this process easier over time?
    A: Become a careful observer of business life. When you ask yourself why you believe something, there's usually an incident behind it. Collect those incidents, and you'll always have material that's more memorable than spreadsheets and graphs.
    Mini-summary: Observe, collect, and match stories to your points.

    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
  • 282 Why Can't Salespeople Rely Only on Marketing for Leads?
    2026/01/15

    Q: Why isn't marketing enough to keep the pipeline full?
    A: Marketing can help through database segmentation, SEO content, white papers, eBooks, and paid search. Buyers will download or enquire, but from a sales point of view that's never enough. If you want the top of the funnel to stay full, sales has to take control and generate leads directly.
    Mini-summary: Marketing helps, but sales must actively create new opportunities.

    Q: What does accountability look like in sales activity?
    A: It starts with KAIs, Key Activity Indicators. Track the ratios from calls and emails to contacts, from contacts to meetings, and from meetings to deals. When you know these ratios, you can link daily activity to real results instead of guessing.
    Mini-summary: KAIs connect effort to outcomes and make performance measurable.

    Q: How do you work out how much prospecting you need?
    A: Use your average deal size and annual target, then work backwards. If the average deal is one million yen and the target is thirty million, you can calculate the number of deals required, then the meetings required, then the original contacts required. In Japan, for most B2B sales, face-to-face meetings are often required, especially for a new supplier.
    Mini-summary: Work backwards from target and average deal size to set clear activity volume.

    Q: What can salespeople control, even if marketing is running campaigns?
    A: You can control your own actions. Decide how many networking events you'll attend, how many cold calls you'll make, and how many orphan clients you'll reactivate. Be clear on what an ideal client looks like and aim directly at them.
    Mini-summary: Control your calendar and activity, not marketing output.

    Q: How can one client help you win more clients in the same industry?
    A: Rivals in the same business often share the same problems. If you've helped one five-star hotel in Tokyo, similar hotels likely face similar issues. Your insight becomes a battering ram to approach the other players with a relevant conversation.
    Mini-summary: Use industry insight from one client as leverage with their competitors.

    Q: How do you break through Japan's "call killers" on cold calls?
    A: Gatekeepers are polite but tough, and they protect the boss. If you can't reach the sales manager, persistence matters. Use an approach that references success with direct competitors and asks to explore whether you could do the same. If the manager "isn't there", don't give up. Keep calling back every few hours until you connect. Then protect the habit by blocking prospecting time in your schedule like any client meeting.
    Mini-summary: Use a credible script, call back persistently, and schedule prospecting as non-negotiable time.

    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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