Facing Change with "Ambidextrous Management" and "Multi-Skilled Workers"
Hello, this is Okayama Toyota System Service.
In this post, I would like to introduce OTSS's new initiatives related to the buzzwords "ambidextrous management" and "multi-skilled workers".
I hope you read until the end...!
▼ The Importance of Self-Improvement
As mentioned in the "Bullshit Jobs" article, if you continue a specific task for a long time, your growth may stop without you realizing it. You may fall into the trap of believing that the task is "something only I can do" and unconsciously mistake this for "I am providing sufficient value in this job."
While it is true that engaging in the same work for a long time allows you to acquire highly specialized skills, there is a risk that your perspective will narrow and you will lose the flexibility to take on new challenges or adapt to change. Companies introduce job rotation so that employees can experience multiple tasks and departments, allowing them to understand the company as a whole from a broader perspective. This broadens their skill set and promotes career growth.
Self-improvement is particularly important in our industry. If you neglect self-improvement, the likelihood of being unable to adapt to other tasks when the skills required for your job change increases. If you convince yourself that "everything is fine as it is," you will miss out on opportunities to upgrade your skills.
▼ Ambidextrous Management: Grasping the Future and the Present with Both Hands
By the way, are you familiar with "Ambidextrous Management," proposed by Professor Charles O'Reilly of Stanford University and Professor Michael Tushman of Harvard University?
"Ambidextrous Management" is a management strategy that simultaneously performs "exploitation" of existing businesses and "exploration" of new businesses. It is a highly sophisticated management strategy that secures stable revenue while nurturing new businesses.
Because it is necessary to secure human resources and assets from existing businesses for new ventures, it can sometimes lead to opposition or concerns from executives engaged in existing businesses. However, it is said that "business models that have become industry standards generally have a lifespan of 20 years," anddeveloping human resources capable of adapting to change is the lifeline of corporate survival.
Examples of companies that have put this theory into practice include Fujifilm and AGC.
Fujifilm deepened its original film technology to develop "Astalift," a line of cosmetics that helps prevent skin aging. Furthermore, by applying film-less technology, they have developed medical imaging systems, advancing business diversification by utilizing conventional technologies in new fields.
AGC is the world's largest glass manufacturer and is also a "materials company" with many top-share products. To make new businesses successful, the company carefully considered the skills, knowledge, and experience required of its employees, and built an organization and culture capable of practicing ambidextrous management. They have also achieved success by introducing a clear evaluation system to maintain a balance between innovation and stability.
While there are few success stories among small and medium-sized enterprises, there is, for example, Yoshida Dental Mfg. Co., Ltd., which manufactures and sells dental equipment. In addition to conventional dental equipment, Yoshida is focusing on the development of new technologies and products, taking on the challenge of developing dental treatment robots and building new medical examination systems that utilize digital technology.
These companies are achieving sustainable growth by entering new business fields while leveraging their existing strengths.
As the economist Schumpeter, known for the concept of "innovation," stated,"Innovation is not born from revolution, but from evolution"—this quote symbolizes the success of these companies.
▼ Multi-Skilled Workers: The Era of the Generalist
Multi-skilling refers to training personnel who can handle multiple tasks by themselves. Multi-skilled workers can also be referred to as having "multi-skills" or being capable of "multi-tasking." By promoting multi-skilling, the following benefits can be achieved.
Elimination of the personalization of tasks, cultivation of a perspective that views tasks from multiple angles, and improvement of team flexibility
Deepening of mutual understanding among employees and improvement of organizational teamwork
Standardization of tasks and enabling efficient personnel allocation
On the other hand, there are challenges. Training takes time, and forcing it can lower motivation. It is important to create an environment where employees can achieve high results.
In the modern era, products and business models become obsolete quickly, and we must constantly face the risk of rapidly losing market share. Therefore, relying on "only a single technology or task" is extremely risky. It is essential to never be complacent with our own success and to maintain aposture of continuously pursuing the possibilities of innovation.
▼ OTSS's Challenge Toward Creating New Businesses
At OTSS, we are taking on the challenge of new business fields by leveraging our development experience across various industries and users to evolve our existing technologies.
For example, we are engaged in initiatives to create new "customers" and "solutions," such as providing in-house developed systems specialized for the automotive maintenance industry and supporting operational efficiency in the nursing and welfare fields through co-creation with group companies and venture companies.
Furthermore, utilizing the programmer training program we have been working on for some time, we are focusing on the multi-skilling of engineers who can handle design and upstream processes. To ensure engineers can adapt to evolving technologies, in addition to conducting training and study sessions, we encourage activities that generate ideas through knowledge updates and new encounters. As a company, we are committed tocreating an environment that fully supports employee self-improvement and fosters skill enhancement.
The IT industry changes at a rapid pace, and it is necessary to constantly keep learning new things, but that is also what makes it so rewarding. Why not grow with us in this challenging environment?
Thank you for reading until the end.
See you in the next article.
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