Cornerstone Strategy LLC supports Japanese companies operating in the United States with the design and delivery of training programs tailored to their objectives, including level-based training, management training, global talent development, and next-generation leadership development.
Training is not simply a place to transfer knowledge. It contributes to organizational growth when participants think for themselves, engage in dialogue, gain insights, and translate their learning into concrete actions in the workplace.
We design learning experiences that lead to workplace application and behavior change, based on your company’s business challenges, organizational issues, and the roles and levels of the participants.
Do You Face Challenges Like These?
- Management and leadership capabilities vary significantly across managers and leaders.
- Training programs are being delivered, but they are not leading to behavior change in the workplace.
- There is a gap between the expectations of the Japanese headquarters and the management practices of the U.S. subsidiary.
- You want to systematically develop locally hired employees and next-generation leaders.
- You want to advance global talent development, but have not yet translated the concept into a concrete training design.
- You want to build a structured approach to level-based training and management training.
- You want to strengthen participants’ ownership, dialogue skills, and leadership capabilities.
- You are not sure how to promote post-training application and reinforcement.
These challenges cannot be addressed sufficiently through one-off training sessions or generic knowledge delivery alone.
It is important to design learning content, exercises, dialogue, reflection, and workplace application assignments as an integrated experience based on business challenges, organizational context, and the practical issues participants face in their roles.
What Is Learning & Development Program Design?
Learning & Development Program Design is the process of designing and delivering learning experiences that clarify the knowledge, skills, mindsets, and behaviors participants need based on the company’s business and organizational challenges, and connect those elements to workplace application.
The purpose of training is not simply for participants to “know” something. It is for them to become able to apply it in practice and, ultimately, translate learning into behavior and results. To achieve this, training should combine lectures, case studies, discussions, role plays, self-reflection, practical assignments, and other methods that help participants think for themselves and apply learning in ways that are useful in their day-to-day work.
For Japanese companies operating in the United States, it is especially important to design training that reflects the leadership expectations and organizational culture of the Japanese headquarters while adapting to the diverse workforce, employment practices, communication styles, and management realities of the U.S. business environment.
Cornerstone Strategy LLC combines consulting and coaching perspectives to design and deliver training programs that go beyond knowledge transfer and lead to participant reflection, dialogue, behavior change, and workplace application.
Key Areas of Support
| Area | Support Provided |
|---|---|
| Training Needs Assessment | We identify the training themes that should be addressed based on business challenges, organizational issues, participant groups, and expected workplace behaviors. |
| Training Architecture and Curriculum Design | We design training architectures tailored to the objective, including level-based training, management training, leadership development, and global talent development. |
| Management and Leadership Training | We design and deliver training on management, leadership, one-on-one meetings, feedback, goal setting, employee development, team building, and related topics. |
| Global Talent Development | We design and deliver training on cross-cultural understanding, global communication, overseas subsidiary management, and collaboration between Japan and the United States. |
| Next-Generation Leadership Development | We design programs that develop the perspective, thinking skills, and leadership behaviors required of future executive candidates and local management talent. |
| Workshop and Dialogue Design | We design case studies, discussions, and exercises that help participants think proactively, engage in dialogue, and connect learning to workplace issues. |
| Training Materials and Content Development | We create training materials aligned with the learning objectives, including slide decks, worksheets, cases, reflection sheets, and practical assignments. |
| Reinforcement and Application Support | We support learning reinforcement through post-training action plans, follow-up sessions, dialogue with managers, and workplace application assignments. |
Expected Outputs
| Output | Description |
|---|---|
| Training Needs Assessment Summary | We organize the training themes to be addressed based on business challenges, organizational issues, participant groups, and expected behaviors. |
| Training Architecture and Curriculum Proposal | We organize necessary training programs and implementation sequences by level, theme, and target audience. |
| Training Program Design Document | We define the training objectives, target participants, learning goals, delivery format, duration, content structure, and exercises. |
| Training Materials and Content | We create slide decks, worksheets, case studies, discussion guides, reflection sheets, and other training materials. |
| Workshop Design Materials | We organize facilitation designs that promote participant dialogue, reflection, group work, and action planning. |
| Practical Assignments and Action Plans | We organize workplace application assignments and participants’ individual action plans after the training. |
| Follow-Up Design | We design follow-up sessions, manager check-ins, and reflection methods to promote post-training reinforcement. |
| Management and HR Reporting Materials | We organize the training objectives, program content, participant feedback, and future development issues for management and HR. |
Common Reasons Clients Contact Us
- We want to design management training and leadership training in a structured way.
- We want managers at our U.S. subsidiary to understand and practice expected management behaviors.
- We want to address management and communication gaps between the Japanese headquarters and the U.S. subsidiary.
- We want to create a program to develop locally hired employees and next-generation leaders.
- We want to translate our global talent development policy into a concrete training program.
- We have delivered training programs, but they have not led to behavior change, so we want to redesign the program from the ground up.
- We want to create training that helps participants think proactively, engage in dialogue, and apply learning in the workplace.
- We want to include post-training follow-up and reinforcement in the overall design.
We will carefully listen to your business challenges, organizational issues, target participants, and expected behavior changes, and help identify the necessary support for learning and development program design and delivery.