What are Collective Efficacy and Generation Z Management!?

1. The Importance of Collective Efficacy

• Explanation using the example of Slam Dunk
o The sense that "I can do it with these teammates" is crucial for a team.
o Awareness of contribution potential: Clearly communicating that "your role leads to the team's victory" improves individual motivation.
o Hanamichi Sakuragi's roles in rebounding and jump shots in Slam Dunk are great examples.

2. Difference between Self-Efficacy and Collective Efficacy

• Self-efficacy: The confidence that "I can do it."
• Collective efficacy: The trust that "this team can do it."
• Even if individual ability is high, if collective efficacy is low, members are likely to leave (e.g., the phenomenon of talented people leaving startups).

3. Relationship between Developing Young Talent and Collective Efficacy

• Mastery experiences
Visualize and verbalize that individuals and the team are growing.
• Social persuasion
Evaluate "effort and process" rather than results, making success reproducible.
• Vicarious experiences
Create an environment where people think, "If that person could do it, I can too."
o Conversely, showing off that "I have special abilities" hinders the growth motivation of young people (e.g., bosses who emphasize past heroic tales).

4. Why do talented people leave organizations?

• Collective efficacy declines during a company's plateau (stagnation period of growth)
o Feeling that "there is no need to continue at this company" leads to turnover.
o Companies with high collective efficacy create an environment where people feel "I can do it with these teammates."

5. How to increase collective efficacy?

• Visualize collective mastery experiences
Regularly look back and say, "We are growing compared to three years ago."
• Sharing information on strengths
By sharing the strengths of other teams and departments, recognize the value of the entire organization.
• Foster awareness of contribution potential
Clearly state, "This role of yours is essential for achieving the company's goals."

6. Key points for organizational management

• Job crafting
Give work meaning through your own ingenuity rather than just treating it as tasks.
• "Psychological flexibility" over psychological safety
The ability to adapt to situations without holding onto fixed ideas is important.
• Network-style management
Utilize multiple leaders and mentors rather than a single boss, and have diverse management styles.

7. How should organizational change be promoted?

• Consistent common language
Instead of adopting superficial, trendy management methods in a fragmented way, systematically learn theories suitable for the organization.
• Understanding by management is key
There is a limit to what can be done by efforts on the front lines alone; top-down culture formation is essential.

Summary

It is necessary to change not only individual abilities but also the consciousness of the entire organization. By fostering collective efficacy like in Slam Dunk, where you feel “We can do it with this team” it leads to the retention of young talent and the sustainable growth of the organization. Management is required to support individual growth while enhancing a sense of unity as a team.