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.
Nezumiya is an infrastructure engineer and budding Youtuber. is.
The season has turned from summer to autumn, and the weather is finally starting to cool down little by little.
I'm glad that I can now spend my time without using the air conditioner.

Well, this time, I would like to summarize how to develop human resources that continue to create opportunities for growth while facing the dilemma of not being able to change others

Our company has become even more lively with the addition of many new graduate members in April.
I think about it every year, but it's not a given that someone chooses Beyond over so many other companies, so I'm really grateful.

From the perspective of new graduate members, joining the company is just the beginning.
I don't know right from left, I don't know what to do, I don't know what I don't know.
There will be a fresh feeling of being placed in a working environment for the first time as a member of society, but there will also be many worries and confusion.

In such a situation, there are young members in front of me who have made a big choice and decision to use the time of their lives to work at a company called Beyond. I believe that it is the role of me and the Education Division of the Human Resources Department to lend a helping hand. I believe that nurturing people ultimately means facing the lives of others

However, the more ambitious you are with others, the more you are faced with reality.
Have you ever thought that no matter how many times you say something, this person's behavior never improves , or you can't understand each other at all

It goes without saying, but when you work, you have to work with people who were born and raised in different environments. However, the fundamentals of ideas and values ​​are different, so although it is possible to work together, it is frankly impossible to bend the fundamentals of the other party.

However, when training human resources, you can see the words and actions of other people change as if they were completely different people. I'm very happy when something happens to someone I've been involved with, but I can't change other people, so I'm quite puzzled as to why something like that happens.
I would like to introduce an episode that unravels this, although it is my own content.

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

I have a teacher who I met when I was in high school.
haven't been able to meet him since I was transferred to another school when I was in my third year of high school, but if
I hadn't met him, I definitely wouldn't be working as an engineer or in human resources development today.
I believe that he was the person who gave me the opportunity to decide on my life's career.

At that time, I didn't have anything I wanted to do in the future, nor did I particularly want to work hard, so I just went to school because I had to. I wasn't involved in any club activities, and my test scores were terrible.

I think we learned sine, cosine, and tangent in math, but I used to seriously argue and say, ``You won't use these in society!'' My parents were summoned to school every time I took a test. It was so bad that I had a three-way interview with my homeroom teacher. (Well, I was at the bottom of my class, so it can't be helped.)

Despite all the comments I received from those around me, the one person who continued to treat me the same way was my teacher, who was in charge of the information processing subject at the time. He was a very honest person who would get angry when he got angry, teach thoroughly and clearly until he could do it, and rejoice with him when the results were achieved.

Before I knew it, I started to enjoy studying, and thanks to him taking the time to teach me individually, I was able to obtain an IT passport and gain confidence.I wanted to learn more deeply, so I decided to go to an information school. That's what I decided.

what was happening at that time

Looking back now, I believe that my mentor provided me with the following three things. (I don't know if he did it consciously or not)

How to use it in in-house training

Regarding psychological safety, we purposely divided new graduate members into teams during the training and encouraged each team to reflect voluntarily at the end of the day, and we intentionally encouraged all members as part of the formal curriculum. We set aside time for personnel to gather and reflect.

Psychological safety is a term that has become popular recently, and it is said that it is desirable to have a two-way situation where everyone can openly express their opinions.

If your boss can say anything, but if your subordinates feel intimidated and can't say anything, then of course it's out, and if your subordinates or juniors can say anything, but your boss can't say anything for fear of power harassment, it's out.
Since this is a two-way, candid communication, everyone has to accept that their opinions will be subject to brutally honest criticism, which is the true meaning of psychological safety .

During training reviews, new graduate members share their own actions and thoughts, and always provide direct feedback. Good parts are acknowledged, and actions and ideas that don't meet standards are ruthlessly criticized. At least it doesn't mean "I'm doing my best so it's okay." That's what happens in a lukewarm workplace.

Regarding the real production environment, we conducted server construction role-playing training for each team.
This training assumes that a fictitious customer has requested the construction of a server.The training
begins by conveying only the requirements and creating a configuration diagram, then constructing and monitoring settings, and then delivering the product in front of all employees. The content is that you will be asked to give a presentation.

Only requirements are communicated during the training process. In order to determine what kind of server should be built to meet the requirements, it is necessary to proceed by asking the training staff about any unclear points.
Of course, you won't be taught the necessary techniques step by step, so if you don't want to embarrass yourself by presenting without being able to do anything, try to think at full speed and learn the techniques and proceed with the training even if you don't know anything. You need to transform into the person you can be. The process of acquiring your own way of thinking at this time is essential for a person's growth.

Regarding self-efficacy, psychologist Bandura's four factors that increase self-efficacy are probably well-known.

Direct experience of achievement (the experience of achieving a goal gives you the feeling that you accomplished it on your own)
Vicarious experience (seeing or hearing about the success of a third party)
Verbal persuasion (recognizing one's own skills and abilities) receive praise from others)
Physiological and emotional arousal (in short, mental ups and downs)

These are the four.
In addition to gaining experience and feeling of accomplishment through role-playing training, we also have employees work on real shifts in the form of on-duty training, and we also have a period of time where they can actually carry out practical work while interacting with customers. (Of course, since this is a practical job, I closely follow up with my superiors and seniors.)

Self-efficacy is a core part of our training programs, so we plan the content in advance to ensure that all four curriculums meet at least one of the four.

summary

Changing the topic, there is the following passage in Dragon Zakura.
This is a conversation between Mr. Sakuragi and Mr. Ino, the class teachers who are preparing for the next mock exam at the University of Tokyo, as the results of the mock exams for the students in the University of Tokyo's special promotion class continue to receive E grades, and some students are even saying they are quitting the class. .

"Suddenly, this is the ocean, and there are hungry students lying in front of you. You have a fishing rod. You know how to fish. What are you going to do? ?”

"Huh? Well...I'll catch you some fish."

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

"Why? Because you're hungry and can't move, right? Isn't it only natural that you should take care of it?"

“Then what do they do after they graduate from high school? Look, your argument seems to be filled with humanity, It may seem like you care about your students, but deep down you actually underestimate them and don't recognize their abilities. Are you planning on fishing for them for the rest of your life? Or, once they graduate from high school? Don't you think it's important to teach them how to fish properly so they can make a living on their own, instead of trying to catch fish on a makeshift basis?

“Listen, a good teacher is one who trusts that the student will be able to do it, even if he or she can't do it now, and provides the bare minimum support.Then the teacher leaves the rest to the student's independence.The student is a good teacher. Don't be easy on yourself; instead, if you make a little effort, you can overcome it. I will provide a wall where they can think for themselves, make their own decisions, and act on their own.The upcoming University of Tokyo mock exam is one wall for that purpose. , go and deliver it to all the students.''

What I learned from looking back on my own episode

was people cannot change unless they take action themselves, so although you cannot change others, you can create an opportunity for them to change We will continue to do our best to become an inspiration to others through human resource development.

I'm also on Youtube (please check it out if you like)
Mouse House. infrastructure engineer dojo