What It Means to Nurture People

When you hire new people, the first step is new employee training. This is where you help them understand the company's systems and corporate culture, but teaching and nurturing are two different things.

Teaching is the one-way transmission of information, whereas nurturing is the act of encouraging someone's growth through that teaching. Many people mistakenly believe that if someone doesn't grow after being taught, it is the other person's fault, but people do not grow just by being taught. Just as with plants, you cannot expect them to grow well without putting in the effort—not just watering them, but also fertilizing them, exposing them to sunlight, and weeding around them. If a subordinate is not growing, it may be because you yourself have neglected these efforts.

Therefore, let us consider what it means to nurture people.

<What Nurturing Means>

First, the act of nurturing is the attempt to bring someone who does not meet a certain standard closer to that level. Reaching that "ideal standard" is what it means for a person to have grown.

<The Ideal Candidate Profile>

Therefore, the first issue is how to set this target "ideal standard." It means thinking about what kind of talent the company needs.

However, a point of caution in setting this goal, just as with setting sales targets, is that it should not be too high. If a goal seems completely unattainable, it will not spark the motivation to try. You must ensure that you do not get too caught up in ideals and drift away from reality. This goal is, after all, the minimum required standard.

When hiring new people, you should keep this in mind and look for someone closer to this standard—in other words, someone who seems likely to grow quickly.

First, what kind of person you want to nurture them into is an important point.

<Employee Capabilities>

Once that is decided, the next step is to grasp the current situation.

You must know what type of person each employee is, and what talents, strengths, and weaknesses they possess. This is because the way you teach will naturally change depending on these factors.

People have various strengths and weaknesses. You need to approach the target skill level from various angles. You cannot treat everyone the same way in a uniform manner.

There is a quote by Sun Tzu: "If you know the enemy and know yourself, you need not fear the result of a hundred battles." This means that you cannot win a battle unless you fully understand both your own capabilities and those of your opponent.

<What Strategy to Use>

Once you understand the other person a little better, you can think about a teaching method that suits them.

This includes scheduling based on how quickly they grasp things, choosing an approach that matches their level of understanding, and recognizing that while some people learn easily through classroom study, others struggle with academics and learn better on the job. Thinking about how to allocate time and which points to prioritize for each individual is ultimately the shortest path to success.

<How far have you come?>

Human growth is not a steady, linear progression; it happens in stages. It is a cycle of growing a little, stagnating for a while, and then growing again.

Do not miss these moments when they have moved up a level, and make sure to praise them each time.

By not overlooking small signs of growth, you provide a sense of security that someone is truly watching them, which in turn motivates them to take on the next challenge. A hands-off, laissez-faire approach is not good.

Observe their growth closely and make sure to acknowledge it.

<Do not hold back>

Often, when teaching others, some people hide the most important parts. Are they trying to maintain an advantage by keeping information to themselves? Stop such petty behavior. Do not hold back what you know; share everything you have and pass it on.

This behavior is a manifestation of the fear that the person you are teaching might become more capable than you. If you have such fears, you should simply improve yourself so that you are not overtaken. Neglecting to do so is nothing more than laziness. Preventing someone's growth in this way results in a significant loss for the company.

Motivate yourself.

<Growing yourself>

People often say, 'Teaching others helps you learn, too.' This refers to reconfirming your own knowledge. While it is fine to say, 'I made new discoveries and learned something myself,' this is not enough. It is merely 'remembering things you had forgotten' or 'noticing things you hadn't realized before.'

You might think, 'But I don't know how to improve myself.'

In such times, remember the proverb, 'Learn from others' mistakes.'

By observing others' failures, analyzing the causes, and thinking about how to avoid repeating them in your own practice, you can grow as if you had experienced it yourself.

If you are currently in a position where you are mentoring others, you must be seeing many of their failures. In other words, this is a unique opportunity for you to find a catalyst for your own growth.

In this way, hints are hidden everywhere. Let's be greedy and look for fuel for our own growth.

If you grow alongside the person you are teaching, it will become enjoyable to watch them grow.

I have shared my thoughts on what it means to nurture people. Thank you for reading until the end.

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