News
Our latest column is now available.
What You Want to Know About PM Global’s Immersive Reality Training™ — Addressing Your Concerns Before Adoption
Trying something new always requires courage. Because immersive, role-based experiences are still uncommon in corporate training, we often hear comments like, “I’m interested, but I’m not sure if it will really work for us.”
In this article, we introduce some of the most frequently raised concerns and explain how PM Global’s Immersive Reality Training™ addresses them.
Q: Can this training work for an organization of our size?
- A: Yes, absolutely. Before designing the program, we conduct a detailed interview to understand your goals and context. Based on this, we create:
・A role-immersion design,
・A branching scenario structure, and
- ・An experience plan that anticipates participants’ emotional responses.
For larger groups (e.g., over 30 people), decision-making speed and immersion can be affected. In those cases, we adjust the schedule, role allocation, and logistical setup to ensure a smooth and engaging experience.
Q: I’m worried participants might feel uncomfortable or confused.
A: That concern is completely understandable. Most people have never joined an immersive, improvisational training before. It is only natural that participants feel unsure about “playing a role,” “free-flow interaction,” or “responding spontaneously.”
This is why we carefully design the synopsis—including role definitions, scenarios, and settings—after reviewing participant attributes such as age, work experience, and communication style. Rather than forcing people to “act,” we focus on creating a structure where participants can naturally step into their roles.
Q: Does it take a long time before we see results?
A: It varies by individual, but many participants experience immediate shifts.
A core strength of this training is that it creates clear triggers for:
- ・Awareness,
- ・Perspective-taking, and
- ・Behavioral and communication changes.
Many participants report, “I could apply the insights right away,” or “My mindset when interacting with others changed.”
Post-training surveys often mention that the experience was “unforgettable” and “deeply resonant.”
To maximize the effect, we recommend planning how to apply the learning once participants return to their roles, and reviewing progress after several weeks or months.
Q: Our budget is limited. Can we still expect ROI?
A: Yes. To evaluate the ROI effectively, we recommend focusing on three points:
1. Define objectives and KPIs in advance
Clarify what you want to change before participating.
Small, visible indicators—such as “weekly meetings begin occurring spontaneously” or “1-on-1 frequency increases”—make it much easier to measure impact afterward.
2. Build in follow-up
Training without follow-up rarely leads to sustainable change.
Set aside time for ongoing reflection and long-term tracking of behavioral shifts.
3. Start small and validate
Before rolling out a large-scale program, you can run a pilot version with a small group or a short session.
This allows for fine-tuning and increases the likelihood of lasting impact.
Challenges can stem from many sources—organizational size, time constraints, psychological barriers, or uncertainty about results.
Through careful pre-session interviews, customized design, and the option to start small, we can adapt the approach to match your needs.
Because this training combines immersion with behavioral learning, it may feel unfamiliar at first. Feeling hesitant is completely normal.
If you’d like to explore a small-scale trial, please feel free to reach out.
If you're interested in learning more about how this program works or how it could support your team’s growth, click here to contact us.