How to develop human resources that continues to create opportunities for growth while facing the dilemma of not being able to change others

Hello everyone.
I'm Nezumi-san, an infrastructure engineer and budding YouTuber.
As the seasons change from summer to autumn, it's finally starting to get cooler.
I'm happy that I can now get by without using the air conditioner.

Well, this time we cannot change other people , by introducing some stories from my own life.

Our company also welcomed many new graduates into the company in April, making it even more lively.
I think this every year, but it's not something that's taken for granted, and I'm truly grateful that people choose Beyond out of all the other companies out there.

For new graduates, joining a company is the start of a new life.
They don't know what to do, they don't know what they don't know, and they may feel a
sense of freshness as they enter a working environment for the first time, but they may also have many worries and confusion.

In the midst of all this, I see young members who have made the big choice and decision to use their time in life to work at a company called Beyond. I believe that it is my role as the HR Department's Education Section to lend a helping hand. I believe that developing people ultimately means facing the lives of others

However, the more ambitious you are with others, the more reality hits you. Have
you ever felt like you just can't understand someone , or no matter how many times you tell them, their behavior never improves

It goes without saying, but working means that you have to cooperate with people who were born and raised in different places and in different environments, and even if you and other people are doing the same thing, your fundamental thoughts and values ​​are different, so while you can work together, it is frankly impossible to bend to the other person's fundamentals

However, when I work on human resource development, I get to see how the words and actions of others change, as if they were a completely different person. I feel very happy when someone I've been involved with changes like this, but it's quite strange why this happens when other people can't be changed. I'd like to share
an anecdote that explains this, though it's my own story.

A teacher who never stopped believing and teaching, no matter what

I had a mentor when I was in high school.
I haven't seen him since he was transferred to another school in my third year of high school, but if I hadn't met him, I
'm sure I wouldn't be working as an engineer or in human resource development. I believe that
he was the person who gave me the opportunity to decide on my career path.

At the time, I didn't have any idea what I wanted to do in the future, nor anything I particularly wanted to work hard at, but I just went to school because I had to. I wasn't in any clubs, and my test scores were terrible

I think we learned sine, cosine and tangent in math, but I would argue quite seriously, saying, "You're never going to use these in society!" It was so bad that my parents were summoned to the school every time there was a test, and I had to have a three-way meeting with my homeroom teacher. (Well, I guess it can't be helped, since I was at the bottom of my class.)

Despite all the criticism from those around me, the one person who treated me the same was my mentor, who taught me information processing at the time. He was a very honest person who would get angry when he needed to, teach me thoroughly and clearly until I was able to do it, and celebrate with me when I got results

Before I knew it, I had begun to enjoy studying, and thanks to the time and individual instruction I received, I was able to obtain my IT Passport and gain confidence. Wanting to learn more, I decided to go on to a technical college related to information technology

What was happening at that time?

Looking back now, I believe my mentor provided me with the following three things (although I'm not sure if he was doing it consciously):

How to use it in in-house training

Regarding psychological safety, we deliberately divided the new graduates into teams during the training and encouraged each team to spontaneously reflect on the experience at the end of the day. We also intentionally set aside time for all members and HR to gather together to reflect on the experience as part of the formal curriculum

Psychological safety is a term that has become popular recently, and it is said that the most desirable situation is one in which everyone can freely express their opinions in a two-way manner

It is obviously a no-no if superiors can say anything but subordinates are too intimidated to say anything, and it is also a no-no if subordinates and junior colleagues can say anything but superiors can't say anything for fear of power harassment.
Since it is ultimately two-way, honest communication, the true meaning of psychological safety is that everyone needs to accept that their opinions will be subjected to brutally frank criticism .

During the training review, new graduates share their own actions and thoughts, and always receive direct feedback. The good parts are acknowledged, and if their actions or thoughts do not meet the standards, they are mercilessly criticized. At the very least, it's not like "You're doing your best, so it's okay." That's what a lukewarm workplace looks like

For the actual production environment, each team underwent server construction role-playing training.
In this training, we assumed that a fictitious customer had requested the construction of a server, and after first communicating the requirements, we
had the team create a configuration diagram, build the server, configure monitoring, and then deliver the server, which they then presented in front of all employees.

During the training process, you are only told the requirements. To determine what kind of server you should build to meet those requirements, you will need to ask the training staff about any unclear points you have as you go along.
Of course, you won't be taught the necessary technology step-by-step, so if you don't want to embarrass yourself during your presentation, you need to use your brain to the fullest and transform yourself from someone who doesn't know anything to someone who can acquire the skills and progress through the training. This process of developing your own way of thinking is essential for personal growth.

When it comes to self-efficacy, psychologist Bandura's four factors that increase self-efficacy are probably well-known

Direct achievement experiences (the feeling of having accomplished something through one's own efforts after achieving one's goal)
; vicarious experiences (seeing or hearing about the success stories of others);
verbal persuasion (receiving praise from others for one's skills or abilities);
physiological and emotional arousal (in other words, mental ups and downs)

These are the four points.
In addition to the experience and feeling of accomplishment gained through role-playing training, we also ensure that trainees take part in on-duty training, where they work on real shifts and actually communicate with customers while carrying out their work. (Of course, since this is work, superiors and seniors provide ample support.)

Self-efficacy is a core part of our training programs, so we plan the content in advance so that all of our curricula can meet one of the four criteria

summary

On a different note, there is the following passage in Dragon Zakura:
The students in the advanced class for Tokyo University are getting a lot of E grades in their mock exams, and some students are even talking about quitting the advanced class. This is a conversation between the class's homeroom teachers, Mr. Sakuragi and Mr. Ino, as they prepare for the next Tokyo University mock exam.

"Suddenly, you're in the ocean, and some hungry students are lying in front of you. You have a fishing rod. You know how to fish. What will you do?"

"Well, I'll catch a fish for you."

"That's why you're no good!"

"Why not? I mean, you're too hungry to move, right? Surely you should take care of it?"

"So what will you do after they graduate from high school? Look, what you're saying may seem at first glance like you're full of love for people and that you care about your students, but deep down you actually underestimate them and don't recognize their abilities. Are you going to spend the rest of your life fishing for them? Or are you going to ignore them the moment they graduate from high school? Rather than just catching fish for them, isn't it more important to teach them how to fish properly so that they can support themselves?"

"Listen, a good teacher is someone who, even if their students can't do it now, trusts that they will be able to do it, and provides the minimum amount of support. After that, they leave it up to the students to become independent. They don't spoil their students, but instead provide walls that they can overcome with a little effort. They cultivate the independence to think for themselves, make their own decisions, and act on their own. The upcoming Tokyo University mock exam is one such wall. If you understand it, copy this and deliver it to all your students."

Looking back on my own experiences, I learned that
people cannot change unless they take action themselves, so while you cannot change others, you can create an opportunity for them to change
. I will continue to work hard to be someone's catalyst through human resource development.

I also have a YouTube channel (please check it out if you're interested)
Nezumi-san's Infrastructure Engineer Dojo