Translated from 日本語 • View original Nice to meet you! Another new employee, Takumi Aoki. On behalf of Keishi, I would like to report on the second day of the discovery training from my perspective, which has changed to contact and has become refreshed!
Click here for the entrance ceremony https://blog.colorkrew.com/2019new_member/
If you haven't seen the first day yet, check it out here! https://blog.colorkrew.com/discovery_01/
Premonition of turbulence!? Day 2
The second day started with the train timetable in a mess, and only about half of them were gathered at the scheduled start time. Still, discovery training is not a waste of time.
The facilitator, Mr. Imanari, waited for the rest of the people and talked about the previous day's review while chatting so as not to waste time.
In fact, one of the things I learned the most from this training was Mr. Imanari's facilitation.
With a loud voice and sometimes a kind face, he only "thinks" and understands many episodes and group discussions. Facilitation never gives an answer.
As I listened to the story while carefully observing the gestures and facial expressions, people gathered, and the second day started the main day.
Independence in Work and Team
Now, on the second day, as a mindset to make use of the "independence" I learned on the first day in my work and team,
- Purpose and significance
- Solution
- Potential
I learned.
On the first day,
**One "fact" can be recognized as a completely different "result" depending on the way of looking at things (= paradigm). Therefore, it is important to be able to continue to produce good results by consciously changing that paradigm (= paradigm shift). **
I learned that.
Paradigm is the same as being important for work, and having a purpose = "paradigm" that can be enthusiastic about work and find value will lead directly to high performance.
In the training, I learned to set the purpose and significance in a place where the expectations of customers, the company, and society are aligned with the meaning of the work for me.
Next, once I found the goal and significance of my work, I found methods and ideas to realize it in my individual and team work, and learned the means to solve problems and issues = "solutions". In particular, the following four things are necessary to create the best performance in an organization.
Define your goals : You need to clarify the direction of your team and understand when and what needs need to be answered.
Contribute to the team You must think about what you can do to achieve the goal and always prioritize the team's goal achievement.
Have role awareness : Discover your role and take ownership of it to achieve the team's goals. At that time, prioritize the tasks that lead to results.
Respect diverse perspectives : Accept and respect perspectives and ways of thinking that are different from your own. Respond appropriately to and accept this.
So far, we have summarized the purpose, significance, and content of the solution. I wrote it lightly, but compared to the first day, there was nothing new, and I felt confused all the time.
Is it a cliché?
Is it because it's normal?
At ISAO?
"It's something we always do at ISAO."
ISAO's Independence Is Amazing
It was a shock. Most of what I learned today was ISAO, just like what I was doing with Goalous.
Define the goal : Kuramime's goal, Mamoru's goal, and all the other team's goals can be seen in an instant by looking at Goalous.
Contribute to the team : Individual actions are always actions against some goal. You can't do the job you like on your own, and you need to think of what you can do as ISAO and find a job.
Have role awareness Similar to contributing to the team, in ISAO you have to find work towards the goal yourself. This is the same for those of us who joined as new graduates, for example, we set goals and on-the-job training for training and work on what we think is necessary.
Respect for diverse perspectives Because the action is 100% open, the environment where you can listen to the opinions and advice of various people is firmly established around Goalous. And I feel that the atmosphere that makes this good is also created by ISAO as a whole. I don't feel like I can easily get the opinions of people around me so easily at other companies.
**ISAO has an environment where not only independence is respected, but also independence is required, or rather, independence is brought out. ** So today's content may have been a little more sensitive.
What I want most right now is "trust"
And the last was the story of "potential". This is the ability and personality required to gain the trust of "leaving it to others". Here, another shock ran. We participated in the training and set such goals and collaborated this term.
"Two new graduates will improve each other to work in a way that is trustworthy!"
Suddenly the story began.
Now, there are two types of potential: "personality" which is classified as sincerity and intention, and "ability" which is classified as ability and results. Personality and ability are compared to the roots and leaves of a tree, respectively, and it is said that if you do not grow the root of personality, the leaf of ability will not grow, and on the contrary, even if you produce great results for a while with the leaf of ability, if you do not have the root of personality, the same leaf will not grow next year.
There are 13 actions that express this potential and increase trust, and I thought they were very important, so I will list them all.
- Speak openly
- Respect others
- Increase transparency
- Correct mistakes
- Show loyalty
- Produce results
- Aim higher
- Face reality
- Clarify your expectations
- Fulfill accountability (ownership)
- Listen first
- Stay committed
- Trust others
Amazing. Our TKR (the most important thing to do to achieve a goal) is to "decide on your basic behavior". In other words, in order to be able to do these 13 items, it is our most important mission now to decide on specific habits that we should do in order to be seen by those around us.
What is transparency?
It would be nice if you could be aware of these things now, but the one that seems to be the most difficult is
- Increase transparency. "There are no two sides, and I sincerely greet and respond to the other person."
is. I felt a contradiction in this "two sides of the other" and "respect".
I am often told that emotions tend to show in my attitude and face. I think this means that there are no two sides and cannot be hidden, but it is clearly shown in your attitude towards people you don't respect or dislike. I couldn't convince myself if I needed to treat such people with respect, so I consulted with Mr. Imanari and my seniors at ISAO. Then the answer came back, "There is a difference between not being respecting and not having respect."
**Because we are human beings, there are people who don't fit in and people who don't like it. You don't have to respect that person, because not all people live a life that they can be proud of. However, there is almost nothing wrong or wrong for everyone in the world. It's wrong to deny the way of life itself and not show respect because that person just doesn't suit you, but that person has a suitable environment for others. Therefore, even if you don't respect someone, you have to treat them with the same courtesy and manners as everyone else. **
I think it will take time to become able to do it properly, but first of all, I was glad that I was able to understand the words correctly. There is currently no one who doesn't like ISAO, but I think I will meet many people in society who are not compatible with me in the future, such as business partners. At that time, I want to remember to "increase transparency".
This is the end of the training! I would be very happy if you could feel the difference between what you learned in two days and what Keishi and I thought while receiving the same training. If you haven't read the blog on the first day yet, please read it.
Bonus
Keishi and I have completely different occupations, but I'm glad he was the only one in the same class.
Keishi also asked me to have a strong sense of purpose for the training, so I decided to write this blog before the training, but when I said that, Keishi's eye pressure was already full of motivation and a sense of purpose.
In fact, in a group discussion during the training, I looked at it on the theme of "What would you think if your classmates declared a rival?" (Keishi is a different group. Most of the opinions were that they didn't like it, kept their distance, or didn't want to get involved, which was a mild culture shock for me.
I was worried that Keishi might think so too, and I remembered that I was quite confused at first, but now that he is directing this kind of eye pressure, I can't get enough of it.
It's only been about a month since I joined the company, but the two of us will continue to work hard towards our goal, so I would like to write a retrospective blog again at the end of this term.
Thank you all for reading.