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日本語でのお問い合わせは下記からお願い致します。
野崎正幸は日本及びタイにおけるRedBikeHRDのビジネス開発を担当。
1984年、世界有数の広告代理店、株式会社 博報堂 に入社以来、主として東京本社に30年以上勤務。
1992年よりタイ・バンコクで博報堂の現地法人に駐在し、2011年よりグローバル人事エグゼクティブとして、グローバル人材プール制度の設計や運営に携わり、海外各国拠点コア人材対象のリーダー育成プログラム推進。
2016年、広告業界を引退後、日本酒サービス研究会・酒匠研究会連合会の唎酒師資格を取得。
2020年、スパークル合同会社を設立。日本独自の魅力的な体験を飲酒、食事、料理、旅を通して世界各国へ発信、そして日本の酒や他蒸留酒を他国へ輸出もしている。
Masayuki Nozaki handles RedBikeHRD business development in Japan and Thailand.
Starting in 1984 he worked for over 30 years with Hakuhodo, one of the world’s leading advertising agencies. Based primarily at the Tokyo headquarters, he also did a 10-year overseas assignment in Bangkok beginning in 1992. He spent his final six years with the firm as a global HR executive where his primary L&D responsibilities included identifying and developing a talent pool of future global executives and crafting leadership development programs for overseas subsidiaries. Across regions, he also handled communications, cross-cultural and project management training programs along with planning and executing advertising and marketing knowledge-sharing seminars.
Upon retiring from the advertising industry in 2016, he earned the Master Sommelier of Sake (SSI) qualification. In 2020, he incorporated Sparkle GK, which aims to share unique and wonderful experiences of Japan with people around the world through curated drinking, eating, cooking and traveling experiences, known as sake ichie in Japanese. He also exports sake and other domestic Japanese spirits around the region.
The nuts, bolts and legos
of RedBikeHRD.
Founded in Singapore, RedBikeHRD is now headquartered in Bangkok. We have satellite offices in Tokyo, with Japanese-speaking staff, and New York City.
Most of our client engagements are in Asia and the United States, but we have delivered training across Europe, as well. We go wherever our clients’ training needs take us, whether in person or virtually. To date, we have delivered training and coaching in over 50 cities across more than 20 countries. In order to service our clients across multiple geographies, we do not charge travel expenses for full-day engagements within four hours from any of our offices.
Please contact us to find out how — and where — we can help you.
When you need either training design, training development or training delivery — or any combination of these three.
Training design is for clients who require an end-to-end training solution, from pain points analysis to training delivery. Through pre-training discovery, RedBikeHRD identifies the root causes of your challenges and business needs so we can pinpoint the required solutions.
Training development is for clients who understand their pain points and business needs, but require help creating the content for the training solutions. RedBikeHRD provides the training content — customized or off our shelf — that meets your training purpose, goals and objectives.
Training delivery is for clients who have their own training content or third-party licensed materials, but require external facilitation or training delivery. RedBikeHRD aligns on objectives and messaging with the training owners and then provide dynamic, interactive delivery.
As mentioned above, if you are looking for a keynote speaker on managing across cultures or surviving and thriving in eras of disruption, we have subject matter experts/speakers on these topics.
Lastly, if you need an external consulting partner to help design and develop a holistic learning and development program, recommend external learning partners, or help roll out a strategic change initiative or cultural transformation project, we are experienced on those fronts, as well.
Please contact us to find out how we can help you.
Primarily facilitation, training, coaching and project mentoring (usually for action learning projects within leadership development programs).
We further offer keynote speaking engagements about managing across cultures and surviving — and thriving — during eras of disruption.
We have also consulted and advised on creation of learning and development programs, change management initiatives and organization-wide cultural transformation projects.
Please contact us to find out how we can help you.
As opposed to specific subjects, RedBikeHRD’s area of expertise lies in our methodology. Specifically, designing and developing leadership development and skills training programs that incorporate action and experiential learning to drive training transfer. Our 4A’s of action learning methodology — awareness, accountability, application and action — is at the core of all our client engagements.
We offer a series of established workshops and programs that we have designed, developed and delivered with great success to satisfied clients. We additionally maintain a large library of both original content and licensed third-party content, from general soft skills to more specific skills, that we use to build customized training solutions.
Lastly, all of our facilitators have been and continue to be involved in the ownership and/or management of businesses across various industries, horizontals and verticals and leverage this first-hand business experience in facilitating and delivering training. Our current trainer roster has work experience in consulting, education, finance, F&B, human resources, media and telecommunications.
Please contact us to find out how we can help you.
RedBikeHRD has facilitated and delivered training and coaching across multiple industries, including but not limited to advertising, FMCG, finance/insurance, fintech/insuretech, F&B, governmental entities, healthcare, hospitality, logistics, manufacturing, non-governmental organizations, pharmaceuticals, professional services providers, technology, and telecommunications.
All of the facilitators who make up our trainer roster have been and continue to be involved in the ownership and/or management of businesses across various industries, horizontals and verticals and leverage this first-hand business experience in delivering and facilitating training. They also all have real-world experience working, managing and leading within multinational organizations so understand the very same issues facing our training participants.
Our New Banker Bootcamp program was designed and developed by three former industry professionals, one of whom conducted internal training for blue chip multinational investment banks.
Please contact us to learn more.
RedBikeHRD’s primary requirement for all of our facilitators is a business background, so as to ensure they have empathy and understanding of the issues our trainees encounter in their daily working lives. Second, we require qualification in facilitation and/or training delivery (or equivalent academic teaching experience) to ensure appreciation and understanding of learning transfer principles. Third, we require credentials in change management as we adhere to the philosophy that business is in a constant state of change, therefore all management is change management.
Additionally, all of our facilitators have been and continue to be involved in the ownership and/or management of businesses across various industries, horizontals and verticals and leverage this first-hand business experience in facilitating and delivering training.
Please peruse our current trainer roster to learn more about our individual certifications.
Please feel free to contact us with any additional questions.
In order to stay current and informed on learning and development and human performance improvement issues and trends, RedBikeHRD are members of multiple trade groups and industry bodies, such as the Association for Talent Development (ATD), the International Association of Facilitators (IaF), the World Institute for Action Learning (WIAL), and The Case Centre. This enables us to maintain a culture of continuous improvement with regards to our approach and methodologies.
Please contact us to learn more.
RedBikeHRD has facilitated and delivered training and coaching to all organizational levels, from new hires, to individual contributors, to new managers, to middle management, to executive management, to the C-suite. As part of our client-centric customization process, we create a training mobilization plan that addresses specific challenges identified in the pre-training discovery and training scope confirmation phases. This process enables us to deliver training solutions unique to each client’s organizational layers or silos.
With regards to language competency, all of RedBikeHRD’s workshops and programs are delivered and facilitated in English under the assumption that all participants speak English as a native language or as a second language. However, this comes with the understanding that most of our clients are multinational organizations whose workforces are made up of multinational team members, who are represented in these workshops and programs. As such, we are sensitive to the fact that not all of participants are fluent in English so we adjust accordingly.
RedBikeHRD can offer pre-training preparation in English to build participant confidence and comfort. Additionally, we maintain a network of third-party business partners who specialize in English as a Foreign Language (EFL) and English as a Second Language (ESL), with whom we can liaise to build language components into customized client programs and workshops.
Some RedBikeHRD content can be customized to EFL/ESL participants if the client goal is to expose employees to English-language working environments and equip them with the confidence and basic language and communication skills to do so.
Please contact us to with any questions, or to discuss in more detail.
RedBikeHRD’s preferred standard maximum number of trainees in any program or workshop is 24. More than 24 participants makes the training less interactive and limits the individual participation of all trainees. Exceptions can be made to this standard, but we charge a nominal fee for each participant over 24.
All executive coaching engagements are conducted in a one-to-one (1:1) format with one (1) executive per program paired with one (1) coach.
For team coaching, the maximum number of participants in a program is eight (8) team members to ensure that the coaching engagement can assess and address as many interpersonal challenges as possible. Exceptions can be made to this standard, but we a charge a nominal fee for each participant over eight (8).
Please contact us with any questions, clarifications or requests.
RedBikeHRD believes that in-person, face-to-face training yields the best training transfer, but we have embraced various digital training delivery platforms as well.
Please contact us to discuss options.
Yes, we can arrange private demonstration lessons depending upon location and availability. Please contact us with inquiries.
RedBikeHRD also conducts open demonstration sessions quarterly, generally in Tokyo and/or Singapore. Please contact us with inquiries, or check our open events calendar for dates and times.
RedBikeHRD’s pricing structure varies depending on the engagement type. Most importantly, the length of the engagement (i.e., hourly rate, half-day rate, daily rate, weekly rate), whether an existing workshop or customized program, volume discount agreement, etc. Facilitator preference and availability, customization requirements, delivery location, preparation time, project management requirements, and currency billing preferences also impact pricing.
As a general rule, RedBikeHRD tries to ensure consistent pricing across client locations. As such, we do not usually charge travel costs for full-day engagements within four hours of any of our offices (Bangkok, Tokyo or New York City).
Please contact us to for a quotation, to discuss pricing in more detail, or to inquire about volume discounts.
RedBikeHRD requests engagement contracts to be signed at least 31 calendar days* prior to training delivery.
If any scheduled engagement is cancelled for non-force majeure causes:
- 32 calendar days or more before delivery, there is 0% charge and no fee for re-scheduling.
- 31 calendar days or fewer before the delivery, there is a 50% charge but no fee for re-scheduling.
- 10 calendar days or fewer before the delivery, there is a 100% charge but no fee for re-scheduling.
Need help? Please contact us to re-schedule or cancel an engagement.
*Calendar days are based on the location of the training delivery.
The key elements of
RedBikeHRD's approach.
Our approach is rooted in the ADDIE instructional design model [Analyze ⇒ Design ⇒ Develop ⇒ Implement ⇒ Evaluate], but shifts to agile facilitation in the training room in order to adapt to and maximize alignment with the participants and stakeholders by maintaining flexibility.
Our training delivery utilizes action and experiential learning. Specifically, we believe in and embrace a learn-by-doing ethos and incorporate it into all of our training and coaching engagements via our 4A’s of action learning methodology — awareness, accountability, application and action.
In order to properly align potential training solutions with specific client business needs, we employ advanced three-step pre-training process: (1) problem acknowledgment, (2) training scope confirmation, and (3) training mobilization plan. Post-training, we utilize the four-level Kirkpatrick Model™, the global standard for leveraging and validating L&D investments by evaluating reaction, learning, behavior and results.
Please contact us to learn more.
Action learning has proven to be the most effective method for generating training transfer as it creates ‘mental muscle memory’ that equips trainees with the experience and confidence to apply the training takeaways in their daily working lives.
Action learning itself is a training and problem-solving methodology that involves taking action to address specific issues and then immediately reflecting upon the results in order to create real-time feedback loops that drive better understanding and improved application of the solution approach. This methodology of ‘learn by doing’ nurtures a mindset of creativity, innovation, challenging the status quo, willingness to fail and – most importantly – learning from failure. We implement this methodology through our 4A’s of action learning methodology [awareness, accountability, application and action], which creates actionable takeaways that address pre-defined organizational pain points and business needs. We have dubbed this ‘Think Tank Training’ because the output of the training addresses actual organizational challenges.
When coupled with experiential learning and gamification, action learning methodology has the additional in-training benefits of:
- Relieving stress: Play is fun and can trigger the release of endorphins, the body’s natural feel-good chemicals. Endorphins promote an overall sense of well-being.
- Improving brain function: Playing games, completing puzzles or pursuing other fun activities that challenge the brain can help improve brain function and prevent memory loss.
- Stimulating the mind and boosting creativity: Children often learn best when they are playing — a principle that applies to adults, as well. New tasks are easier to learn when the training is relaxed, fun and playful. Play can also stimulate imagination leading to adaptation, more flexible thinking and more creative problem-solving.
- Improving relationships and connections to others: Sharing laughter and fun can foster compassion, empathy and trust with others. Play does not have to include a specific activity; it can also be a state of mind. Developing a playful nature can help loosen up stressful situations, break the ice with strangers, build rapport, make new friends, and form new business relationships.
- Keeping participants feeling young and energetic: In the words of George Bernard Shaw, “We don’t stop playing because we grow old; we grow old because we stop playing.” Play can boost energy and vitality, and even improve resistance to disease, helping people function at their best.
Please contact us to learn more.
A think tank is a research or policy institute that performs research on and makes policy recommendations on specific topics. We strongly believe this same concept can be applied to leadership development programs.
As part of our action learning approach, training can be used to address real problems with real solutions, particularly within leadership development programs. Instead of telling the participants our perceived answers to their organizational challenges, we facilitate our training sessions so that the participants themselves produce the potential solutions to these challenges via their own self-generated output. And that’s why we call it ‘Think Tank Training’ — because it is designed to simulate the think tank methodology. This is a natural extension of our core training transfer philosophy, the 4A’s of action learning methodology — awareness, accountability, application and action.
Please contact us to discuss how we can help you turn a problem, challenge or business need into a ‘training think tank.’
Action learning is a training methodology that focuses on creating real solution to real problems to drive training transfer.
Experiential learning is similar in that it is also a learn-by-doing training methodology, but generally utilizes hypothetical or theoretical situations such as role plays and speculative challenges.
Whereas an organization’s mission, vision and values form the DNA of a company culture, RedBikeHRD firmly believes that leadership development is the cement that connects this DNA with the institutional knowledge, memory and legacy that drives corporate behavior.
We liken leadership development to the construction of the great Egyptian pyramids, which were built on wide, stable foundations. Upon these foundations, each pyramid rose stone by stone and brick by brick into the structures that still stand today — almost 5000 years after their original construction. Within these pyramids lie the historical and cultural legacies of Egypt’s early rulers and many of the foundational elements of modern Egyptian history and culture.
A well designed, developed and delivered leadership development program can help drive the future history and cultural legacy of an organization by creating the cement that binds generations of leadership together into a single corporate culture.
RedBikeHRD’s delivery of customized leadership development programs utilize our 4A’s of Action Learning methodology. The participants through the stages of awareness, accountability, application and action, which at the end of the program yields a mindset and motivation aligned with organization’s mission, vision, values and strategy.
Our leadership development programs are embedded with two simultaneous learning journeys: 1) the action learning project, which allows the participants to immediately apply and practice new skills identified in the pre-training business needs within a group environment, and 2) the individual development plan, through which each participant pre-identifies leadership competencies that will be their personal focus points during the overall leadership development program.
Please contact us to learn more about our unique, innovative approach.
Organizations must acknowledge that we are all currently operating in an unprecedented world of disruption. Whatever buzzwords or jargon are used, the new realities brought about by the VUCA, BANI, RUPT or TUNA world, and the advent of Industry 4.0 or Society 5.0, next-generation business leaders must address these challenges – and opportunities – head on. As such, our leadership development programs always begin with external market analysis and internal organizational assessments, with the actual output produced by the participants. From there, we forge a mindset that challenges biases and the status quo so that new perspectives dominate future decision-making. This led to the creation of our Wargaming Strategic Management Workshop.
We cannot guarantee your organization’s future success, but we can assure you that the participants in our leadership development programs will be challenged and exposed to new perspectives to help equip them with the awareness, knowledge and skills to help guide decision-making rooted in new realities but with a keen eye on the future.
Please contact us to discuss how we can help you prepare your leaders to be future ready.
Yes, RedBikeHRD loves incorporating social impact into leadership development programs! We work closely with our non-governmental CSR partners, whose missions, activities and challenges can be embedded into our programs. We are also happy to collaborate with our clients’ CSR/ESG partners and make them a part of a customized leadership development program.
Please contact us to learn how we can collaborate to build social impact into a customized leadership development program.
“Change in business is constant. Therefore, all management is change management.” — Harvard Business Review
We take this sentiment to heart and embed the logic and language of change management into all of our training. This enables the training participants to more easily absorb the training takeaways and, more importantly, equips them to cascade these same takeaways through your organization after they leave the training room. Not only does this help seed organizational change and strengthen corporate culture, these participants act as force multipliers that make the training more scalable and impactful, thereby increasing return on training investment.
To do so, we focus specifically on the communication elements of change management. For example, utilizing the Prosci ADKAR Model [Attention ⇒ Desire ⇒ Knowledge ⇒ Action ⇒ Reinforcement], we emphasize binging attention to the need for change, establishing a willingness and desire on behalf of the participants to change behaviors and habits, and identifying the knowledge and skills needed to move forward with the change initiative(s). We then create opportunities within the training to apply and take action with this new knowledge and these new skills. Post-training, we provide opportunities for reinforcement with the participants by debriefing on their successes and failures in applying the takeaways.
This powerful model is based on the understanding that organizational change can only happen when individuals within the organization are guided through change by openly and honestly addressing any roadblocks or chokepoints along the way with an emphasis on continuous and clear two-way communication.
Please contact us to learn more.
RedBikeHRD executive coaches are credentialed in the ATD COACH Model and the Marshall Goldsmith Stakeholder-Centered Coaching framework.
We embrace the simplicity and effectiveness of the COACH Model, which provides a practical tool for creating a roadmap for people development, and can be used for self-development or coaching direct reports. As such, we incorporate it into many of our leadership development programs. It is an updated version of the ubiquitous GROW Model developed in the 1980s and follows a similar format to achieve (a) specific goal(s):
-
- Current situation
- Objectives
- Alternatives
- Choices
For more senior executives or troubled teams, we are qualified and licensed to conduct Marshall Goldsmith Stakeholder-Centered Coaching (MGSCC) to both individuals and teams.
MGSCC-certified RedBikeHRD executive coaches utilize this methodology to ensure measurable leadership growth supported by the famous Marshall Goldsmith money-back guarantee. It defines a focused leadership growth area important to the executive coachee, stakeholders and the organization. The executive coaching program then enrolls actual stakeholders who become part of the process that utilizes these stakeholders’ suggestions and input for action planning on the part of the executive coachee. It promotes change by creating monthly feedback loops and suggestions from these stakeholders before measuring the coachee’s growth as perceived by the stakeholders using a mini-survey instrument.
Please contact us to learn more, or find out how the MGSSC money-back guarantee works if there is no measurable growth!
Facilitation is a goal-oriented, process-based approach that guides a group through a structured course of action, such as brainstorming, collaborative learning, conflict management, decision-making, problem solving, root cause analysis, strategic visioning or team-building. As opposed to imparting specific knowledge or skills, the aim is to enhance collective understanding and action. Workshop output is designed to uncover latent knowledge, skills or solutions that already exist within the trainee group to provide answers or solutions to a pre-defined goal.
Training is a goal-oriented, skills-based approach that builds competence and consistency by utilizing a structured process aimed at imparting specific knowledge and/or skills to individuals or groups. It is designed to impart and equip participants with the tools and expertise required to perform certain tasks or roles effectively by closing as-is and to-be gaps. Up-skilling focuses on extending an employee’s current understanding of an existing skill; multi-skilling focuses on training and equipping employees on new or related knowledge and/or skills to broaden work areas and usability in the organization. Both hard and soft skills can be addressed via training.
Coaching is a personalized, goal-oriented performance-based approach that focuses on enhancing an individual’s skills within a certain context, such as a leadership role or within a unique corporate culture or team environment. The process addresses and emphasizes short-term outcomes and solutions by identifying precise goals, taking personal accountability and accepting constructive feedback throughout the process in order to improve the coachee’s individual performance. As with training, effective executive coaching strives to narrow as-is and to-be gaps.
Team coaching follows the same individualized process for all members of a specific team, with a focus on how the members interact with one another.
Mentoring is a personal, goal-oriented, relationship-based approach in which a more experienced individual (the mentor) provides advice, guidance and support to a less experienced individual (the mentee). The process is generally less structured and built on a relationship of mutual trust and respect and a willingness by the mentee to be challenged and critiqued in order to achieve both personal and professional mid- and long-term goals. As opposed to improving specific skills, mentoring addresses issues such as mindset, personal growth and work-life balance and often leverages the personal experiences of the mentor.
RedBikeHRD provides both training and coaching. However, we believe that mentoring is best accomplished in a less structured, more informal environment. While we do not offer mentoring as a service, we can advise on establishing a mentoring program within your organization.
Project Mentoring is a niche service that primarily exists within RedBikeHRD-delivered leadership development programs. However, we do mentor other projects, such as change management initiatives, intrapreneurial buildouts, presentation preparation, or even action learning projects within internal or third-party leadership development programs.
Generally speaking, these differences do not have firm boundaries, resulting in some fluidity and redundancy. As such, many training programs also include coaching, and even mentoring, elements. For action learning, facilitation is critical. With RedBikeHRD’s emphasis on action and experiential learning, much of our delivery utilizes facilitation as opposed to traditional training.
Please contact us to learn more or discuss in further detail.
The benefits of
RedBikeHRD's approach.
RedBikeHRD, at its core, is a genuine bespoke consultancy that focuses on quality over quantity. Specifically, we are less about selling modularized volume and more about selling solutions to specific client challenges and business needs. In fact, our raison d’être was continually recognizing a lack of alignment between training needs and training solutions in the marketplace.
Our solutions-based approach is reflected clearly in our mission statement:
- To design, develop and deliver training and coaching that inspires awareness, accountability, application and action.
Our client-centricity focus is an echo of our vision statement:
- To align training and people development with client needs, company values and corporate strategy.
We’re more than just training — we exist to help clients solve people development challenges. To do so, we have to challenge ourselves and push outside the comfort zone of our pre-existing training programs to ensure our engagements address the specific challenges unique to each client. We don’t just sell training, we collaborate on people development solutions.
Please contact us to discuss further and learn how we can help.
RedBikeHRD has a menu of existing programs that can be modified according to client needs and requests, on which we can align during our pre-training needs analysis and training mobilization phases.
We further maintain an extensive library of original and third-party licensed content that is completely customizable, which we call content buckets. We can mix and match various modules from these buckets* to craft customized training solutions that best address your organizational pain points, challenges and business needs. We can build these training solutions to be delivered in full-day, half-day, or 1- and 2-hour modular formats, either virtually or in person. We can further build bespoke programs specific to your organization that align directly with your mission, vision, values and strategy.
Please contact us to discuss how we can help you craft truly customized training solutions.
*Please be advised that some modules require specific trainers.
In addition to designing, developing and delivering leadership development programs and skills training customized to business needs, corporate strategy and company values, we set out to develop and deliver productive client partnerships. We do so by focusing on delivering solutions to challenges, as opposed to relying on the comfort zone of our pre-existing training programs.
Our goal at the end of every engagement is to be mistaken as in-house employees as opposed to an external vendor. We achieve this by learning as much as can about our clients, from their mission, vision, values and corporate culture, to the issues and problems they face both internally and externally. This collaboration enables us to craft custom solutions and bespoke programs for each client’s unique people development challenges.
Please contact us to discuss how we can help you craft truly customized training solutions.
This obviously depends on the nature and scope of the workshop or program. RedBikeHRD can deliver a customized training solution modified from an existing program within 30-45 days, dependent upon availability, scheduling and timing.
For more complex training needs, we would likely require a runway of 90-180 days to properly design, develop and deliver a customized training solution. This ensures we can properly advance through our pre-training process: (1) problem acknowledgment, (2) training scope confirmation, and (3) training mobilization plan.
For advanced leadership development journeys, which may last between 6-12 months, or large-scale training programs (> 30 participants), we often start designing such programs up to one year in advance to ensure nothing falls through the cracks.
Please contact us to discuss how we can help you craft truly customized training solutions.
RedBikeHRD utilizes the four-level Kirkpatrick Model™, the global standard for leveraging and validating L&D investments by evaluating reaction, learning, behavior and results. It has evolved through over six decades of application by learning and development professionals around the world and is a critically important tool in our training toolbox.
As pat of our approach, we work with the stakeholders pre-training to identify what needs to be measured to ensure the training solutions are helping close the as-is and to-be gaps. Post-training quizzes, participant surveys, one-to-one debriefings and participant case studies are tools we use to measure training effectiveness. The more feedback and data collected, the easier it will be to quantify participant satisfaction and your company’s return on training investment (ROTI).
Please contact us to learn more and discuss options.
Yes! RedBikeHRD has a library of client case studies examining and explaining our training success stories.
Please contact us to learn more, or if you have any questions.
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Copyright by RedBikeHRD 2017-2025
Copyright by RedBikeHRD 2017-2024