[Next Leader Development Training] What is a senior employee?

Hello!
I'm Inoue, the Persian cat at Beyond Shikoku office.

On February 5th (Friday), I attended the 4th SO Next Leader Development Training Session.
The theme this time was "Putting it into Practice."
Even if you understand it intellectually, when it comes to actually "putting it into practice,"
don't you sometimes feel anxious, wondering, "Can I really do it?" or "What if I fail?"
I often feel anxious.
I thought about the question, "What should I do in this situation?" when dealing with junior employees. I encourage
you all to think about what you would do in this situation as well.
By the way, there is no right answer.

Subordinate Guidance Case Study 1

My department head tells me, "I'll leave this job to you," but then
keeps nagging me, "What about a report?" every single time.
I have to interrupt my work each time, and it often makes it difficult to get things done.
I report properly when I finish the work or when something comes up, so he
should be less neurotic and delegate more.

In this case, I would report any progress to my supervisor.
Because my supervisor, who entrusted me with the work, also bears responsibility,
I believe they are concerned, and therefore I think reporting, contacting, and consulting is necessary.
If I report each time, I won't feel like I have to interrupt my work
, and since I'm reporting each time, it will be quick and easy.
Constantly reporting, contacting, and consulting isn't that difficult.

Subordinate Guidance Case Study 2

I understand the manager's approach to guiding his subordinates, but it seems a bit rough.
His method is to "let them practice, let them fail, and let them learn by doing."
I don't think it's entirely wrong, but I think there might be a better way.

than simply pushing them to practice
believe that creating an atmosphere and fostering positive relationships among subordinates is far more important
If they practice and fail, and their superiors or workplace criticize
them for it, won't they become afraid to practice and stop practicing altogether?
Especially at our company, where much of our work directly impacts our clients' content, we
cannot afford to let them fail. I would
first have them practice in a test environment I have built, and if they fail,
I would work with them to identify the problems or offer advice.

Subordinate Guidance Case Study ③

Lately, I just can't get motivated at work.
I feel like I'm not getting any sense of accomplishment.
No matter how much I work, I can't reach my goals. And there's no end to the work.
January ends, and then it's already February.
No matter how much I do, it feels like more and more work keeps piling up.

First, I thought that if they're not feeling a sense of accomplishment, it might be because their need for recognition isn't being met.
So, if I were in their shoes, I would praise my subordinate specifically for even small things they've done well over the past month.
Also, as a supervisor, I think I should have noticed that they weren't feeling a sense of accomplishment and were unmotivated. They seem worried about
not reaching their goals, but
I think it's necessary to break down the goals into smaller steps and spend time thinking with them about how to build up small successes and a sense of accomplishment. Set the
of what needs to be done to achieve those goals
work with your subordinate to figure out the process

Lecture [Challenge Thinking] by Mr. Mitsuru Yamagishi

"Challenging Mindset: What an Eccentric Who Took on Rural Relocation, Starting a Business, and Running for Mayor Wants to Convey,"
we listened to the story of Mr. Mitsuru Yamagishi, who moved from Tokyo to Sabae City, Fukui Prefecture.
Mr. Yamagishi's Three Major Challenges

• I-turn migration to rural areas
• Quitting your job and starting a business
• Running for mayor

[18.3%] What do you think this number represents?
It's actually the number of people who answered "yes"
to the question "Do you think you can change your country or society?" asked 1,000 Japanese people aged 17-19.
If I were asked this question, I would answer "no" right away.
What about you? Would you say "yes" or "no"?
Ms. Yamagishi and I are the same generation, and I was truly amazed by her adventurous spirit.
For me, moving to another country, starting a business, or running for office is unthinkable.
For me, "challenge" is synonymous with "something scary."

The day after the lecture, I visited the website of "Wado," the company founded by Ms. Yamagishi.
It seems that many local mothers are active at Wado, and that
it is possible to bring children to work, and that there are babysitters at the company...
Don't you think a company where mothers who have finished marriage and childbirth can thrive is very appealing?
Moreover, I thought this kind of company atmosphere was new.
Being able to spend time with your precious child while working
will also help solve the problem of children on waiting lists for daycare!
This means that the younger generation can get married and raise children without anxiety!
Wado Co., Ltd.
Finally, I would like to include Ms. Yamagishi's words here.

A challenge is a series of small changes in behavior

Finally

This concludes the four SO Next Leader Development Training sessions held this year. I am truly grateful to Mr.
for giving me ample time to think and helping me grow
, the organizer of the SO Next Leader Development Training,
Nishimura of Anfang
I may have come a little closer to being called a senior employee, even though I was always just a "low-ranking employee."
keep the lectures from each session, tailored to the theme, in mind and put them into practice every day.
It was also a meaningful time, as I was able to inspire and encourage my fellow trainees.
I have also written blog posts about past SO Next Leader Development Training sessions, so
I hope you will take a look.

Growing every day, moving forward every day.
I must update myself every single day!!!
Thank you for reading to the end.