The most effective communication skill for promoting subordinate growth is "questioning."

Kizuku Network Co., Ltd. (Chuo-ku, Fukuoka City, Representative Director Yoshiaki Takeda), which supports the creation of systems for continuous growth of individuals and corporations, has begun selling the "In-house Implementation Set" on June 23, 2026 (Tue.) and "Training Videos" on July 3, 2026 (Fri.) as support for internalizing the "Subordinate Development Questioning Skills Enhancement Training" aimed at fostering personnel who think and act on their own. Details can be confirmed at https://kiduku-network.com/questiontraining.

[Background and Purpose of In-house Implementation Set/Video Sales]

In an environment where playing managers and the workload per person are increasing, training inevitably prioritizes instructions and advice over fostering thinking, leaving no opportunities for subordinates to think in daily work. As a result, employees' growth is delayed, leading to a situation where they can only do what they are instructed to do and cannot act on their own initiative. This means that superiors, those who teach, and the organization never find relief. In fact, post-training surveys have yielded numerous comments such as, "I realized that I was only giving instructions and advice in my daily work."

Furthermore, with the advent of generative AI, it has become common to immediately consult AI for work-related matters. While this has its advantages, there is a concern that if left unchecked, people will become accustomed to "choosing from options provided by AI," leading to an increase in personnel who cannot think for themselves, reach conclusions, and act.

To prevent these issues, we recognized the need to widely provide opportunities to deepen the understanding of "developing through questioning" and to hone specific questioning skills, beyond just attending training sessions.

[Features of Subordinate Development Questioning Skills Enhancement Training]

The Subordinate Development Questioning Skills Enhancement Training is a popular content that has been continuously refined for 15 years in training for newly appointed managers and public courses offered by chambers of commerce and industry.

1. Super Practical Content

Eighty percent of the training time is dedicated to workshops. Participants not only learn concepts and skills but also engage in workshops to specifically consider what questions are appropriate for various common daily scenarios and confirm them through role-playing simulating their own workplace. This allows them to acquire skills that can be used immediately after the training.

2. Recognizing Issues Leads to Behavioral Change

The workshops proceed in steps: "Individual Work → Group Sharing → Overall Sharing → Case Study Review." By thinking about and outputting questions, and sharing them with groups and the entire cohort, participants become aware of how much they rely on instructions and advice, and how they ask simple questions or questions that lower subordinate motivation without realizing it. This self-awareness leads to behavioral change.

<Recommended for Those with the Following Issues> ☑ Increasing reports of members waiting for instructions and not acting on their own initiative ☑ Lack of a culture or awareness of developing subordinates ☑ Conducting management training but not providing development training to mid-level employees or OJT instructors who are directly involved in daily development ☑ Conducting coaching training but feeling it is not being effectively utilized in the workplace ☑ Difficulty in outsourcing training due to the number of locations or personnel ☑ Desire to retain development know-how as an asset within the company

<Training Overview>

Training Curriculum

◆ Why Do Subordinates Wait for Instructions? ・6 Factors that Hinder Self-Initiated Thinking and Action (Individual Work, Group Sharing)

◆ Characteristics of Questions and Their Application in Development ・Significance, effects, and points to note regarding questions ・Types of questions and implementation points

・Steps for questioning characteristics and development objectives

◆ 5 Roles of "Questions" That Dramatically Change the Quality of Development Role 1: Information Gathering / Understanding Check Role 2: Thinking Practice (Individual Work, Group Sharing) Role 3: Perspective Shift, Action Promotion (Individual Work, Group Sharing) Role 4: Fostering a Sense of Ownership (Individual Work, Group Sharing) Role 5: Supporting Further Growth

◆ Practical Training ・Questioning Workshop (Individual Work, Group Sharing) ・Past Case Study Adaptation Workshop (Individual Work, Group Sharing) ・Scenario-Based Role-Playing (Pair Work) ・Determining Future Focus Points (Individual Work)

Expected Effects

1. Daily communication with subordinates will transform into communication aimed at development.

2. You will be able to ask questions tailored to daily situations and subordinate conditions, such as questions that motivate subordinates with low morale or questions that further develop capable subordinates. 3. Learning the characteristics and methods of questioning will lead to growth opportunities for the supervisor themselves. 4. Subordinates will become more independent and self-directed, allowing supervisors to focus on higher-level tasks, thereby improving the overall productivity of the organization.

[In-house Implementation Set Overview]

Content

In addition to participant workbooks, it includes content that can be immediately implemented, such as instructor talk scripts and presentation slides. It can be used for training sessions as well as in smaller units like departments or sections. All materials are editable, allowing for customization to your company's needs. Repeated use by each department can significantly increase cost-effectiveness.

1. Instructor Implementation Guide ・Specifications (Excel) ・Time Table (Excel) ・Instructor Implementation Guide (Word) 2. Projector Presentation Materials (with animation) (PowerPoint) 3. Participant Handouts ・Training Text (PowerPoint) ・Training Worksheet (PowerPoint)

Price

99,000 yen (tax included)

[Training Video Overview]

Content

<MP4 File Videos> 4 Videos

1. Why Do Subordinates Wait for Instructions?

2. Characteristics of Questions and Their Application in Development

3. 5 Roles of "Questions" That Dramatically Change the Quality of Development

4. Practical Preparation

<Appendix>

Training Text (PowerPoint)

Training Worksheet (PowerPoint)

Report Form for Video Review (Word)

Price

176,000 yen (tax included)

<Introduction to Subordinate Development Questioning Skills Enhancement Training Survey Results>

・Today, it became clear what is hindering my own development process. Thank you very much. ・I learned that the amount of information that can be extracted from others varies greatly depending on how questions are asked. I will utilize open-ended questions to foster subordinates and help them work positively. ・What I learned most this time was the replacement of questions that broaden, questions that encourage the other person to speak fully, and questions that move forward. I realized that if I were asked questions like these, it would be easier to answer. Therefore, I will try to ask forward-looking questions as if I were the one being asked. ・I often end up blaming others for things that have happened, and I regret it. By replacing blame with questions, I will strive to help others grow. ・Learning the roles of questions made me realize that I had been using too many closed-ended questions with my subordinates. I learned that the way questions are asked can build trust and lead to development. I will always be mindful of the roles of questions and use them effectively as a means of development. ・I was once again made aware of my own lack of questioning skills. I don't ask questions on a daily basis. I also realized that I am giving too many instructions and advice. ・I was made aware of how often I ask Yes/No questions. In the role-playing, I couldn't even come up with the first question, so I plan to gradually change my questions in daily life. ・When I was consulted, I used to give advice on what to do. In this training, I learned that for subordinate development, it is better to have them think for themselves to grow. Therefore, instead of giving advice, I will ask questions to help them find their own answers. ・I found the immediately usable questioning methods to be helpful. To develop subordinates, it is important to ask questions and make them think, rather than immediately giving advice or solutions. Skill is also needed for questioning methods to draw information from others, and I intend to immediately revise my own words and actions. ・I understood that good questions make people think and grow. Looking back, I realize that my former superiors often asked me questions. I want to utilize this training and my past experiences to become capable of asking questions that draw out the thoughts and opinions of others.

[Details of Subordinate Development Questioning Skills Enhancement Training In-house Implementation Set / Training Video]

https://kiduku-network.com/questiontraining

<About Kizuku Network Co., Ltd.>

Head Office: 5F, Daiichi Sun Building, 4-1-10 Tenjin, Chuo-ku, Fukuoka City, Fukuoka Prefecture, 810-0001

Tokyo Office: Shinjuku Antre Salon Building 2F, 2-12-13 Shinjuku, Shinjuku-ku, Tokyo, 160-0022

Representative: Yoshiaki Takeda, Representative Director

Established: January 11, 2011

Capital: 3 million yen

Tel: 092-738-5056

URL: https://kiduku-network.com

Business Activities: Consulting, training consignment, development and sales of training materials, video production, operation of training platforms

FACT BOX

  • Source: PR TIMES
  • Category: サービス開始