Full-scale launch of 'Kizuki Dialog', an interactive program that improves the quality of employee learning
Schoo Inc. has launched 'Kizuki Dialog', an interactive learning program that consistently encourages everything from 'verbalizing learning' to 'behavior change' for employees.
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- 📰 Published: March 31, 2026 at 20:00
- 🔍 Collected: April 1, 2026 at 13:39 (17h 39m after Published)
- 🤖 AI Analyzed: April 22, 2026 at 02:25 (492h 46m after Collected)
Schoo Inc. (Headquarters: Shibuya-ku, Tokyo, President & CEO: Kenshiro Mori, hereinafter 'Schoo'), which drives social change originating from learning and education on the Internet, will fully launch 'Kizuki Dialog' (Awareness Dialog), an interactive learning program that consistently encourages everything from 'verbalizing learning' to 'behavior change' through dialogue.
This program combines prior video viewing and individual work with workshops on the day of the event, encouraging participants to personalize their learning through dialogue with each other and supporting awareness and behavioral changes that connect to practical business. Over 1,000 people, mainly from large companies, have already experienced it, and 93% of respondents to the participant survey answered that 'peer learning was fun,' which is leading to the formation of motivation for continuous learning.
Background of Service Provision
With the rapid spread of generative AI, the prerequisites for work and required skills are being updated in short cycles. Companies are now being asked how to cultivate mechanisms as an organization that connect learning to practical business, where employees continue to learn and try out what they have learned in the field.
On the other hand, group training and e-learning tend to be input-centric, and there are deep-rooted issues such as 'what is learned is not utilized in the field' and 'training becomes a mere formality.' In addition, HR departments often cannot spare enough time for planning and operating new measures due to stakeholder coordination and balancing with other duties.
What is required in this situation is to shift to autonomous learning by capitalizing on the advantages of training that efficiently teaches 'correct answers,' while employees verbalize their learning, acquire 'diverse answers' through dialogue with others, and gain insights that lead to behavior change.
This program has been provided exclusively to some adopting companies and has undergone repeated practice and improvement. Over 1,000 people, mainly from large enterprises, have experienced it, with '93% answering that peer learning was fun.' We have also received feedback indicating a strong response to behavior change, such as 'I think I can apply what I learned to my practical work,' demonstrating solid learning effects and outcomes in behavior change.
Now that we have systematized our know-how and completed the service creation in a form that is easy to adopt, we have published a dedicated website and officially started providing it to all companies as the interactive learning program 'Kizuki Dialog'.
What can be achieved with 'Kizuki Dialog'
'Kizuki Dialog' provides a 'peer learning experience' that does not end with knowledge input but deepens learning through dialogue and connects it to action.
1) Update thinking from the perspective of others
By borrowing the perspectives of others (other's brain) instead of thinking only within one's own thinking framework (own brain), it becomes easier to get new ideas not bound by prerequisites and insights that lead to the next step.
2) Draw out independence through the process of 'Verbalization -> Dialogue -> Acquisition -> Action'
We design a flow of 'Verbalizing learning' -> 'Dialogue' -> 'Acquiring others' perspectives' -> 'Behavior change', creating an opportunity for employees to regain ownership of their learning.
3) Establishment of learning culture and strengthening of 'connections'
Own...
This program combines prior video viewing and individual work with workshops on the day of the event, encouraging participants to personalize their learning through dialogue with each other and supporting awareness and behavioral changes that connect to practical business. Over 1,000 people, mainly from large companies, have already experienced it, and 93% of respondents to the participant survey answered that 'peer learning was fun,' which is leading to the formation of motivation for continuous learning.
Background of Service Provision
With the rapid spread of generative AI, the prerequisites for work and required skills are being updated in short cycles. Companies are now being asked how to cultivate mechanisms as an organization that connect learning to practical business, where employees continue to learn and try out what they have learned in the field.
On the other hand, group training and e-learning tend to be input-centric, and there are deep-rooted issues such as 'what is learned is not utilized in the field' and 'training becomes a mere formality.' In addition, HR departments often cannot spare enough time for planning and operating new measures due to stakeholder coordination and balancing with other duties.
What is required in this situation is to shift to autonomous learning by capitalizing on the advantages of training that efficiently teaches 'correct answers,' while employees verbalize their learning, acquire 'diverse answers' through dialogue with others, and gain insights that lead to behavior change.
This program has been provided exclusively to some adopting companies and has undergone repeated practice and improvement. Over 1,000 people, mainly from large enterprises, have experienced it, with '93% answering that peer learning was fun.' We have also received feedback indicating a strong response to behavior change, such as 'I think I can apply what I learned to my practical work,' demonstrating solid learning effects and outcomes in behavior change.
Now that we have systematized our know-how and completed the service creation in a form that is easy to adopt, we have published a dedicated website and officially started providing it to all companies as the interactive learning program 'Kizuki Dialog'.
What can be achieved with 'Kizuki Dialog'
'Kizuki Dialog' provides a 'peer learning experience' that does not end with knowledge input but deepens learning through dialogue and connects it to action.
1) Update thinking from the perspective of others
By borrowing the perspectives of others (other's brain) instead of thinking only within one's own thinking framework (own brain), it becomes easier to get new ideas not bound by prerequisites and insights that lead to the next step.
2) Draw out independence through the process of 'Verbalization -> Dialogue -> Acquisition -> Action'
We design a flow of 'Verbalizing learning' -> 'Dialogue' -> 'Acquiring others' perspectives' -> 'Behavior change', creating an opportunity for employees to regain ownership of their learning.
3) Establishment of learning culture and strengthening of 'connections'
Own...