How to develop human resources by continuing to create opportunities for growth while facing the dilemma that others cannot be changed

Hello everyone.
This is Nezumi-san's House, an infrastructure engineer and aspiring YouTuber.
The season has changed from summer to autumn, and it's finally starting to get a little cooler.
I'm happy that it's now possible to get by without using the air conditioner.

Now, this time,you can't change others,I'd like to discuss how to develop talent while facing the dilemma that

Our company has become even more lively with the addition of many new graduates in April.
As I think every year, it's truly wonderful that they chose Beyond from among so many companies, as it's not something to be taken for granted.

For new graduates, joining a company is just the beginning.
They don't know left from right, they don't know what to do or how to do it, and they don't even know what they don't know.
There's a fresh feeling of being in a working environment for the first time, but there are also many worries and confusions.

In this context, I see young members who have made the significant choice and decision to dedicate their time to working at Beyond. I believe it is my role, along with that of the Human Resources Department's Training Division, to extend a helping hand.that ultimately, developing people means engaging with the lives of othersI believe

However, the more you strive to connect with others, the more you are confronted with reality.
, "I've told this person so many times, but their behavior never improves," or"I just can't understand this person at all"?

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 you're involved in talent development, you can witness people's words and actions change so drastically that they seem like completely different people. It's incredibly rewarding when someone you've worked with undergoes such a transformation, but it's also quite puzzling why this happens when you can't change other people. I'll share an
episode that explores this mystery, though it will be based on my own experience.

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

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

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's obviously unacceptable for superiors to be able to say anything but subordinates to be intimidated and unable to say anything, and it's also unacceptable for subordinates and juniors to be able to say anything but superiors to be afraid of harassment and unable to say anything.
, is about two-way, honest communication, andeveryone needs to accept that their opinions will be criticized with brutal frankness.

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, we conducted server construction role-playing training for each team.
This training assumed a hypothetical client requesting server construction, and involved teams starting with just the requirements
, creating a configuration diagram, building the server, configuring monitoring, and then presenting the completed server to the entire company.

During the training, only the requirements are communicated. You will need to proactively ask the training instructor questions to determine what kind of server to build to meet those requirements.
Of course, you won't be taught every single skill step-by-step, so if youdon't want to be embarrassed during your presentation because you can't do anything, you need to use your brain to its fullest and transform yourself from someone who knows nothing to someone who can acquire the necessary skills and advance the training. Developingyour own way of thinking during this process 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 experience (gaining a sense of accomplishment from achieving a goal through one's own efforts),
vicarious experience (seeing or hearing about the success of others),
verbal persuasion (receiving praise from others for one's skills and abilities), and
physiological and emotional arousal (essentially, ups and downs in mental state).

These are the four points.
This includes the experience and sense of accomplishment gained through role-playing training, as well as a period where trainees participate in real shifts through on-duty practical training, allowing them to interact with customers and perform actual tasks. (Of course, since it's practical work, supervisors and senior colleagues 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. It is a conversation
between Mr. Sakuragi and Mr. Ino, the homeroom teachers of the advanced Tokyo University class, as they prepare for the next mock exam. The students in the advanced Tokyo University class are receiving a string of E grades on their mock exams, and some students are even saying they want to quit the advanced class.

"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, and therefore, while you cannot change others, you can create opportunities for change
. I will continue to work hard to be a catalyst for someone through talent development.

I also have a YouTube channel (please check it out if you'd like):
Nezumi-san's House - Infrastructure Engineer Dojo