For many years, Forum has had the privilege of working with Mr. Hirano, one of our most trusted and respected trainers. His approach has shaped much of our training philosophy, especially in areas such as learner engagement, communication clarity, and practical skill development. Through countless programs, he has helped organizations strengthen their teams and guided thousands of participants toward more confident, effective workplace communication.
In this interview, we asked Mr. Hirano to share his insights on corporate learning, and the evolving needs of today’s professionals.

How would you describe your training style?

My training style is to be as friendly and open as possible. If I don’t build a relaxed connection with participants, the message won’t reach them. So, creating the right atmosphere is always my first priority.

What do you think is the key for business professionals to learn effectively?

There are really two points.

The first is being open, able to receive and accept new ideas honestly.

The second is being true to your own thinking.

Everyone has different perspectives. When people cling to the idea that “this is the only correct way,” it becomes very difficult to accept other viewpoints. If you recognize that perspectives differ, you can honestly accept something when it makes sense to you, and you can also be honest about disagreeing when it doesn’t. I believe this balance is the key to effective learning.

How do you keep participants engaged during a session?

First is something simple, which is deep breathing. I’ll say, “You’re low on oxygen, aren’t you?” and have everyone take a few deep breaths. That alone refreshes them.

Second is avoiding long periods of sitting. I ask participants to stand up, move into different teams, or talk with someone new. Changing their position boosts focus during workshops.

Third is including as much group discussion as possible. If you’re speaking, you don’t have time to get sleepy. These small adjustments help keep engagement high.

What communication or leadership challenges do you commonly see in Japanese companies?

One that many people have in common is high-context communication. Things tend to move forward based on the assumption that “I don’t need to say everything, the other person will understand.”

If you proceed without confirming whether the other person shares the same understanding, the final result can be completely different. And this usually comes down to insufficient confirmation on your own side. That’s why I believe it’s important to take a step back and check how high-context your own communication is.

Have you noticed any changes in participants’ needs or expectations in recent years?

One major increase is training requests related to trust.
When there is a strong relationship of trust, even slightly strong wording won’t be taken as harassment. But when the relationship is weak, saying the same thing can easily hurt someone.

People often don’t notice when they are the ones causing harassment. Because of that, more companies are now requesting programs focused on “how to build trust.”

When do you feel participants have changed during training?

It’s in their eyes.
During eye contact, I can see when participants begin returning a firm, focused gaze. When their desire to learn rises, their eyes change.

Their language also changes. When asking questions or giving opinions, they start using expressions that show respect. Their participation becomes more active, Q&A picks up, voices get stronger. When I see these shifts, I feel, “They’re really engaging now.”

What do you appreciate most when working with Forum’s clients?

From the beginning, Forum allows me to meet the client directly. I can clearly understand who the target learners are, what challenges they face, and what the client wants to achieve through the training.

Everyone involved on both sides aligns on these goals before moving forward. I feel this clarity and shared understanding is one of Forum’s strong points.

What makes Forum’s approach unique compared to other training companies?

Usually, training materials are pre-set and trainers are told to “follow the guide.” But with Forum, when I propose an adjustment—“What if we changed this part like so?”—they seriously consider it.

They arrange discussions including the client, and if everyone agrees it’s the better direction, they switch to that approach. The flexibility and openness to improvement is something I consider a great strength of Forum.

What advice do you always share with participants?

There are many things you think you know about yourself, but actually don’t. Meanwhile, others may see something you do naturally and think, “That’s impressive.” This is why asking others can reveal strengths and weaknesses you never noticed.

People often know their weaknesses, because they’re aware of what they can’t do. But strengths are hard to notice, because they operate unconsciously. What feels like nothing to you may look remarkable to someone else.

Another point: don’t try to organize all your thinking in your head. Write it down. This is called “textualizing.” When you put something into words, it enters through your eyes. If you speak it, it also enters through your ears. This deepens understanding and makes it easier to remember.

What should HR or training planners prioritize when selecting or designing a program?

It’s essential to understand who will attend and in what state or situation.
Are they tired? Are they excited about a new project? Everyone’s condition differs.

You also need to clarify the challenge you want to solve, how you want to solve it, and what obstacles might exist. I strongly recommend defining these points before the training begins.

How do you continue developing your skills as a trainer?

Three things:

First, I look for opportunities to study on my own. Many overseas training agencies offer free webinars, and I join them whenever timing allows.

Second, when new keywords appear, I research them or ask AI tools, then rewrite the definitions into easy-to-understand language. This is also a form of “textualizing.” If I store the meaning in my own words, I can explain it clearly anytime.

Third, I learn directly from participants during training. When there’s an unexpected reaction, I think, “Ah, this kind of response exists too.” I apply that learning to my next session.

What does an ideal participant look like to you?

I personally enjoy teaching people who come in with the passion of “I’m definitely taking something home today.”
People who have the energy and motivation to ask questions when something is unclear. And if they also have the basic manners not to interrupt others, it makes the training much easier to run.

What is your favorite moment in training?

The final moment.
At the end, I ask participants, “How will you apply what you learned today?” When their declarations clearly reflect the day’s content, I feel a strong sense of fulfillment. That is my favorite moment.