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Daily Column (e.g. in newspaper)

Preparation (1)

Preparation is essential to making a job successful.

When I was young, I was a poor salesman. I moved from one section to another, and finally I was assigned to a cut-and-sew company where I was known as the devil’s section chief. I was in a state of self-doubt.
I was in a state of self-doubt and was told, “Go to the cut-and-sew factory in Yoshino, Nara, for training! I was told.

From morning till night, I ironed and visited subcontractors, where the factory manager would often say, “Eight minutes for set-up! If you reply to a sample confirmation like that, the arrangements will go awry! We can’t guarantee delivery time!
Our sewing work is all set up and done in eight minutes! Your section chief doesn’t understand how a factory works! He would often yell at us, “Eight minutes for setup.
He would often yell at us, “Arrangement is the eighth part of the work.
Arrangements mean preparation in advance. Work does not start without arrangements.

When I was not doing well in sales, I was often told by my seniors, “It is important to put in the root of the problem.
You need to lay the groundwork with your clients, with your suppliers, with your bosses, and with many other places in order to get the job done right.
The term “laying the groundwork” was also created because of how much “advance preparation” is necessary. The word “nezawashi” was born from the fact that successful transplanting of a tree requires digging around the tree, cutting most of the roots except for the main roots, and allowing hairy roots to grow out of the cut areas before transplanting the tree.

Professional craftsmen of the past knew how important advance preparation was, and so the term was born.
I think it is safe to say that in all of our jobs, not just sales, there is no such thing as a job that is done haphazardly.

When proposing a project, we need to be able to predict what sold or did not sell last year, what the current situation is for this fall/winter season, and what kind of products will be in high demand for the next summer collection, otherwise our business negotiations with our clients will be out of focus.

In business negotiations with customers, you have to read what they want.
You need to find out what they are feeling inconvenienced about and what they want from us, and then narrow down the list of what they want. If you talk on and on about something they do not want, the customer will get fed up and label you as someone who cannot read the air. The next business meeting will not move forward.

It is difficult to predict what the other party will request without careful preparation.

I was often told by former advisor T that Mr. Y, who was called the mirror of sales at the time, was a great reader.
When a customer said, “I don’t know what I want,” he would say, “This and this should be the products you want,” and the customer would say, “I see! and they bought them, and the products sold well. The customer naturally becomes Mr. Y’s fan, and the next business meeting goes much smoother.

I think the reason why this happens is because Mr. Y has been studying hard to find out what products are selling well in the market, what products will sell well in the future, and what products will sell well in this kind of sales space but not at this kind of price. He then considered the customer’s sales route and gave appropriate advice. That’s why it’s incredible that I know the products they want better than they do. I knew them better than they knew themselves, because I had prepared well in advance.

Sometimes a casual remark can upset the other person.

For example, a customer may say, “Your product is so good that if I buy it and copy it, it will sell well elsewhere,” without knowing that the company even publishes a notice in the newspaper saying that “copying products is a crime. What if he said something flattering and optimistic like, “Your products are great, and if I buy and copy them, they will sell well elsewhere. That statement alone would probably lead to a suspension of business.

Know what kind of company you are dealing with, provide them with information that they will find attractive, recommend products that they will want, and propose plans that will stimulate their interest. I think these are the basics.

If the business meeting does not go well, you leave the meeting early and go on to the next topic of conversation or to the next request. We start preparing for the next step. The courage and wisdom to narrow down the list will be the key to success in planning and sales, and if all we do is explain our planned products, we are no better than an order taker.

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Column (e.g. in newspaper) Daily

Good listener

I recently had the opportunity to meet and speak with the chairman of a well-known company at an event.

He was very friendly and I ended up being very prolific. When the conversation was over, I felt very good. Later, when I asked people who knew him well about his reputation, they unanimously gave him high marks. We all discussed the reason for this and came to the conclusion that he is a “good listener. It was a moment that made me realize how important it is to be a good listener.

It may be common to think that in a business meeting, you have to talk anyway because you have to explain your product and why it will sell. However, I believe that listening is more important than talking. First of all, I think it is necessary to find out what the other person is requesting. To do this, it is important to be a good listener. Once you become a good listener and know what they want, you can focus your conversation on that product. So how do you become a good listener?
If you want people to hate you, you can certainly make them hate you by doing the following

1) Never listen to the other person for too long.
2) Talks only about himself from beginning to end.
3) When he has something to say, he does not hesitate to interrupt the other person in the middle of his speech.

They are people who are intoxicated with ego and think they are the only ones who are great. I am sure you have all met people like that.
To be a good listener, you need to do the opposite.

1) Listen carefully and with interest to what the other person has to say
2) Let the other person do the talking and talk sparingly yourself.
3) Timely timing and phasing make it easy for the other person to speak in a rhythmic manner.

This will make the other party feel comfortable to talk with you, and you will be able to hear their true feelings, which will make the business meeting go smoothly. This will make them feel good about you, and you will become a very good person to them.
Do you know the term “Edo shigusa”?
It is said to be the wisdom of Edo merchants for good communication.
The “Edo shigusa” means to be a good listener.

Do not cross your legs in public. Do not fold your arms.
Listen to them by looking them in the eye and leaning forward.
I’ll minister to you at the point of view.
Even if I know some of the story, I don’t say “I know”.
If you look interested and urge them to go ahead and talk.
An unexpected harvest is inevitable.

It was written. Edo wisdom is a stone’s throw, isn’t it?
The basic techniques of a good listener are actions (mainly questions) and reactions (aizuchi/expressions/movements, etc.) to what the other person says. If the other person does not start talking, you can ask him or her questions.  If the other person starts to speak, you can react to what he or she says. You can do this by using your “aizuchi” (a Japanese word that means “to strike a chord” in Japanese) and matching your facial expressions and actions to it. The following are some examples of aids.

・affirmative :「Yes,” “hum-hum,” “hmm,” “hi,” “I see,” “I see,” “I see,” ….
・ask the leading question :Then what? And then what? What happened? What do you mean? What do you mean? Ask deeply: “Why? What’s going on? What do you think? ….
・approval  :I think so,” “That’s good,” “I think so too.” …
・surprise  :I can’t believe it”, “I can’t believe it”, “I didn’t know that was possible”….
・praise :”Wow,” “great job,” “you’re good,” “good job,” “good job.
・blessing  :I am happy for you,” “Congratulations,” “I am happy for you,” and so on.

I too tend to talk too much, and I am constantly reminded of it, but I think the key to being liked by others is to be a good listener rather than a good talker.
As I am sure you have experienced, people who always take the time to listen to you will be an indispensable person for you.
Most of us are comfortable talking, so the only way to become a good listener is to work on it. Let’s both do our best!

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Column (e.g. in newspaper) Daily

Business improvement (public morals)

Introduction of daily columns by our advisor, Teruo Ichiki

※ The “Company” in the text refers to the former employer of our advisor

During a business trip to Shanghai, the director of a Japanese-affiliated inspection company in China (an alumnus of our company) said to me, “Your employees are not able to greet each other,Someone makes eye contact and doesn’t say hello.”I was told. The Chinese employees of this Japanese-affiliated inspection company are very thorough in greeting customers in a pleasant manner, so they told me, “I feel quite uncomfortable when I see your company’s greeting. No matter what their position is, from the customer’s point of view, they are all employees of our company. Whether they are our clients or suppliers, they are important customers, and I think it is important to express our gratitude in our greetings and make them feel comfortable in conducting business negotiations.

When you go to a company that has a greeting that you think is refreshing, you get the impression that the company is well established and educated.

The more our company’s performance improves, the more we receive backlash for being too cocky when we neglect our greetings and manners.

Customers, especially those in the retail business, are trained by their employees to respond to consumers with sincerity, so they may feel uncomfortable with salespeople who cannot even greet them adequately.

It is natural for a sophisticated member of society to have good greetings and manners.

Although this is a theme that has been said many times before, it is one that is often forgotten and easily faded away. A long time ago, one of our employees was detained by Chinese public security authorities in China. Today, when overseas business trips have become the norm, can we say that a recurrence of such an incident is unlikely?

I would like to make efforts so that wherever and whenever I meet our company’s employees, they will be known for their excellent greetings and manners, good business performance, and excellent human resource training.
Is the morning greeting energetic and proper?→When I warn them that they are not doing it, they say, “I am doing it. From my point of view, that is not a greeting. It is just a mumble looking the other way. Look them in the eye and greet them loudly and clearly! 

Are they polite and courteous to customers with a smile, or do they treat customers in an arrogant or ungracious manner?、→I once flew to Tokyo because a customer was angry with me, saying, “Your sales person is trying to have a business meeting while chewing gum. When I asked him about it, he told me that he had chewed gum during the waiting time because it would be rude if he smelled bad at the business meeting after eating ramen noodles. The gum chewing must have seemed very arrogant.

Is the agency prompt and neat?→On the way back from Shanghai, I called the company before boarding but was told to wait a moment. I called the company before boarding the flight, but they just said wait a minute.

I believe that a proper attitude toward work is only possible when there is a spiritual soil of politeness appropriate for a member of society, and that a person who is not sincere toward others cannot be sincere only in his/her work.

I believe that good communication is necessary in any workplace or work area, and that it is only through good communication that the power of an organization can be demonstrated.

The basics of communication are greetings and good manners.

It is important for us to pay attention to each other in our daily work life to improve this work, and I hope that we will take the initiative in striving to improve public morale.

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Column (e.g. in newspaper) Daily

How to handle complaints

There are always going to be complaints because you are in business.
Needles, poor quality, late delivery, slow replies, bad attitude, and any number of product OEM jobs have the potential for complaints. Therefore, we must be meticulous in our work to prevent complaints from occurring, but if a complaint does occur, we have no choice.
We should aim to minimize the damage and, as they say, “when it rains, the ground hardens,” so we should aim to overcome the complaints and build a stronger relationship of trust.

When I was at Company T, I received a complaint about color fading from Company W’s storefront. The customer was very angry and wanted me to go with him. the general manager of company W repeatedly told me, “I don’t want you to make any excuses, just bow down.

The product was color-faded colored jeans that were labeled as color-faded, so I felt unconvinced, but it was a request from an important client, so I went along with the person in charge.
I went to a coffee shop near the storefront where we were to meet, and there was a person who looked like a typical thick-skinned Osaka woman. She told me, “The color of my pants had transferred to the tote bag that my beloved grandfather had bought for me. The person in charge at Company W apologized in a low, flat tone of voice.
Eventually, when the customer’s anger had subsided, he said, “I am truly sorry, and I apologize for the inconvenience. This is just a token of our apology. I’m not asking for these things, I’m complaining about your slow reply and poor response. I understand. I know you won’t forgive me for this, but I would be happy if you could use it,” the W Company representative said with a bow, and the lady smiled and said, “I’m sorry to get such a cute product from you, but I want you to do well because my daughter loves this brand. Please do me a favor,” she said, and after a lot of bragging about her daughter, she left the coffee shop in a good mood.
I thought she was a kind of complainer, but then I realized that retailing is a tough business.

What this case shows is thatTo expedite the initial action of the claim.Listen to complaints politely and in good faith.is that it is important to

The truth is that the storefront could have ended the situation with just a quick response, but because of the lack of a quick response, they wanted the person responsible to come out and apologize directly to the consumer, with the general manager of Company W and the manager of the manufacturer’s section going out and apologizing directly to the consumer. That and an immediate investigation of the facts. In my experience, in the cases where needles were issued, there were many misunderstandings by the consumers and also misunderstandings by the clients.

The following is the Chief’s response.

1) Understand their feelings and listen carefully and politely to their complaints well.
2) Check the facts about what is at stake.
3) Provide a solution to the problem with an alternative proposal for the product.
4) Apologize and thank both the manufacturer and the customer for the complaint.

If a claim is madeFirst, an apology.Do. What they have to say.After listening carefully until the end of the story.、It is important to explain our circumstances.

While the occurrence of a complaint is unfortunate, sincere efforts to deal with complaints can lead to a stronger relationship of trust and increased business than before the complaint occurred.
Rather than avoiding complaints, I believe that they are an opportunity to train yourself, and that you should look at the problem head on and do your best to address it.

If a client is making unreasonable demands, you must consider why they are making unreasonable demands. If your boss is asking you to “get a discount,” no matter how reasonable you may be, a zero answer will cause the conversation to become vexed, so you need to find a way to settle the matter.
However, we should take a firm stand against the one-sided unreasonable demands of the person in charge of the client in order to make a profit.

Although the company has already gone bankrupt, I have had the bitter experience of being confronted with a claim for triple the contract amount for a one-month delay in delivery, and due to my poor response, the president of the client requested a meeting directly with the honorary chairman, and the honorary chairman of Company T accepted the entire claim.
Although I received an outrageous claim, you should not respond in a way that goes far beyond socially accepted norms. An outrageous claim means suspension of business. Many customers wish to continue doing business with us, so we often do not receive that many complaints. The president, who went bankrupt about a year after this claim, was in financial trouble and took advantage of the delayed delivery date to bite the honorary president in the spirit of “biting the cat that bites the mouse.

Making and selling things is a very risky business. I was also reminded that selling to a company with poor financial condition is an extremely high-risk business.

Another important aspect of claims is to report, communicate, and consult (hōrensō) within the company. Especially when there is a bad story, the company needs to promptly communicate with the customer.
Napoleon said, “Good stories are fine the next morning, but bad ones knock me out.”He said. It’s hard to talk to your boss about something that grates on your ears, but your boss wants to hear the bad news as soon as possible.

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Column (e.g. in newspaper) Daily

man of spirit and tenacity

On August 13, Mr. T, a former senior employee of mine whom I respected very much, passed away.
Because I have fond memories of him, I feel a great sense of loss that I will never see him again.
I feel sad that I will never see his smile again.

We used to play golf together.
He usually liked jokes and puns, and we had a great time playing golf together.
He would say, “Ichigo-kun, there’s a pond! There’s a pond there! Do you understand?”
When I put the ball in the pond, he laughed so happily that even I, who was supposed to be frustrated because I put the ball in the pond, couldn’t help but burst out laughing.

He was usually a pleasant person, but I think he was a man of uncompromising conviction in his work,
I did not have much time to work with him, but I heard a lot about him.

This is an episode from when he had just become a section manager.

The episode featured a friend of mine, Mr. Y, with whom I often play golf now.

Y, who was still in his mid-20s, was in charge of Gifu in the fabric department. He was noted among young salespeople as the best seller of Mrs. Y’s products. However, the section he belonged to was not making money. This was because they were selling Mrs.’s materials at a low price in the face of competition.
Unprofitable sections were either shut down or replaced by new section managers.
The new section manager, Mr. T, came in and planned a new product that was a little younger than the traditional Mrs.’s material, and tried to get everyone to sell it at this price. However, Y, who was in charge of Gifu, had only Gifu’s Mrs. customers, so she complained, saying, “This kind of product will not sell. The new section chief says, “Only you don’t have to sell it!” and becomes somewhat emotional.
The rebellious Y, perhaps frustrated at being told she did not have to sell, desperately searches in Gifu for a client who will buy the new, slightly younger product.
Soon it is Y who sells the most of the new product.
The new manager praised Y and told him the cost of the new product. The profit margin was incomparably higher than before.
The new manager was impressed by the new product and learned the secret of business. He then decided that he wanted to sell his products in Tokyo, and eventually became involved in product planning and began to instruct his seniors in planning and sales, even though he was still a young man. The surprisingly ambitious Y one day becomes executive director, and the new section chief becomes vice president, creating a golden age for the fabrics department.
I believe it was the “spirit and persistence” of these people that led to Company T’s fabrics being said to be the sole winner.
The new section manager, Mr. T, with his “grit and determination” to turn an unprofitable group into a profitable group. Inspired by his determination, he told me, “You don’t have to sell.” Young man Y, with his rebellious spirit and persistence, said, “I’m going to sell it, no matter what it takes.

Looking back on my time at Company T, there were many people with “grit and tenacity. In particular, I think that almost all section managers had spirit and persistence.
Perhaps it would be more correct to say that they were compelled to have them.
The times were different, and most of the executives at that time were high school graduates who had worked their way up, although there were some university graduates as well,
It seems to me that the executives who graduated from high school were more talented.
It might be better to say, “Management is not about academic background, but about grit and persistence.
But why were there so many people with “grit and persistence” at Company T?

I think one of the reasons was the management’s belief that “competition nurtures human resources.

At that time, we had the Nagoya head office and the Osaka branch compete with each other, consciously making them do the same products to compete.
There was a similar section in the Osaka branch office, and we had them compete with the section.
Every month, sales targets and results for all salespeople are distributed to all sections, and
Once a half year, a sales performance chart ranked from No. 1 to No. 200 is distributed to all sections.
Of course, the results of each section were distributed monthly to the entire company, and the results of Nagoya were also distributed monthly, which stimulated me.
If the performance was bad, as a matter of course, we had to explain why it was bad and how we could make it better,
I had to explain why it was bad and how we could make it better.

Management would stimulate the section managers by raising the commonalities between good sections and bad sections.
In any case, there is a climate of competition in the company, whether it is positive or negative,
There was an atmosphere that forced us to be obsessive about numbers.
Some salespeople work hard under this tension and grow, while others drop out.
I think it is true that competition encourages friendly rivalry among employees and fosters human resources with “spirit and persistence.
The other was a divisional independent accounting system.

This system was based on the idea that each division was responsible for completing everything.
Of course, purchases and sales were made by each division, but expenses were allocated to each division, not only the expenses of the division, but also the non-operating expenses.
Location fees are also allocated based on how much space is used by the section, and interest is also allocated.
This was a system of independent accounting by section so that the performance of each section was clearly reflected in the performance of the company.
The section manager’s authority increases, but so does his/her responsibility.
It is the section manager’s responsibility if a section member’s performance is poor, and it is also the section manager’s responsibility if expenses and interest rates increase.
The system was such that it was impossible to say that it was the department head’s fault or the staff member’s fault if things did not go well; it was the staff member’s fault.
Under this system, bonuses were paid according to semiannual performance results.
Some people received a lot of bonuses, while others received zero (0).
Naturally, section managers had to work hard to increase sales, increase profit margins, and reduce expenses.
If the section manager becomes desperate, the section members will also become desperate. A group of “spirit and persistence” will naturally be formed.
I was taught the importance of spirit and perseverance by my late senior Mr. T.
I learned the importance of spirit and persistence from my late senior Mr. T. Thank you very much!

Mr. Ichigori-kun! There is heaven and there is hell! Do you understand?

Yes, I understand, but a little later …..

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Column (e.g. in newspaper) Daily

closing

As long as you are in the business of selling products, no matter how good your product is, if it does not sell, people will not even know if it is a good product or not.
Even a valuable product is worthless if it is not bought.
It is important to think thoroughly about why a product does not sell.

During my sales period, I have experienced many failures due to lack of preparation, misunderstanding, or oversimplification.
The previous year, faux-leather jackets sold well, and as a result of rooting around with our clients, we prepared to double the production this year, and as a result, we failed to sell them in stores, even though we got a contract. The same failure occurred the following year when chemical jeans sold explosively. This was a failure to propose what would sell next because we were blinded by what was currently selling and misreading its longevity. However, it is important to always think about what products will sell next and to read the lifespan of current products.

You cannot prepare with a high degree of accuracy unless you constantly survey the storefront on a daily basis and develop an eye for what is selling now and what is likely to sell next. If you are not constantly studying, you will not notice and miss opportunities that are right in front of you. I believe that the best buyers at our clients are interested to see if our suppliers’ salespeople have such sensitivity and are studying.

It is the planning proposal that determines whether a business meeting will start or not, and it is the careful preparation that makes the proposal persuasive. When I was in sales, I once asked a client about our No. 1 sales person, “Why do you buy from that sales person?” Why do you buy from him? The answer was: “Because he is the best.

He reads what I want, what I feel inconvenienced by, and what I want from him. Above all, his preparation for the meeting is excellent.”

The product is good and ready, but it does not sell.
Sometimes a product does not sell because the final product is not well prepared.
This is called a closing failure.

According to Hiromi Wada’s book, “The Secret of 98% closing rate,” closing is
Do you want to buy? Do you want to buy? and “Please decide now” by giving the customer a choice. This book is written as a sales technique for cosmetics, insurance, and real estate.

Unsuccessful salespeople are stuffy.
I believe that unsuccessful salespeople are often too short on time. When the sales meeting reaches its climax and the customer is trying to make a decision, they cannot stand the silence and start talking about something unrelated, such as how great Ukraine is or how great Otani is. The customer becomes unable to think straight and says, “Let’s move on. If we decide now, we can meet the delivery date, but if it is tomorrow, the delivery date will be delayed one week. If the delivery date you want is absolutely certain, could you make a decision today? It is not possible to close the deal in a timely manner.

Not afraid of rejection
When a salesperson says, “I can’t sell even though I am a good and earnest person,” or “I am trying my best but my performance is not improving,” the situation is almost always that the salesperson is not making the closing call. Why can’t they close the sale? He says it is because they are afraid of rejection. All they have to do is ask questions that encourage them to make a decision with confidence, but those who can’t, can’t.
Cut unnecessary information for customers.
Some people are “good talkers, but for some reason they don’t sell.” Such people probably talk too much. Talking while intoxicated does not benefit the customer.
You are well aware that talking is not always a good thing, but it is better to minimize information that is unnecessary for the customer.

be a good listener
I had a top salesperson at Company T, even though he was a quiet type. He was a good listener. He looked the other person in the eye and used his whole body in conversation, listening to the customer with his whole heart and soul, so the customer would be in a good mood.
Then, the taciturn person says one word that the customer likes, and the customer becomes a fan at once.

Liked by customers
Carnegie’s book, “Motivating People,” introduces principles for getting people to like you. The first principle of being well-liked is “sincere interest. The taciturn sales person may not be a prolific speaker, but he or she has all of these principles in place to be well liked.
It is natural that being well-liked by the customer makes closing easier.
I believe there are certain prerequisites that make closing easier, and one of them is to be liked by the customer.

fall in love with the product
I would like to consider other sales techniques that make it easier to close the sale. One of them is to become infatuated with the product you are recommending.
It is important to do your research, read the customer’s needs, and as a result, become infatuated with the product you are proposing.

Have product knowledge about the products you sell
Of course, it is necessary to prepare as much product knowledge as possible. The reason why customers are unsure of their decision is that they are not sure if this product will sell or if they can believe what the salesperson says. It is important to confidently tell the customer what the market price of the product is, that the price you are offering is not too high, and that you have done your research and can sell the product on your sales floor for this reason. If you and the customer are wondering whether the product will sell or not, you will not be able to make a decision.
No pressure.
While it is important to make a recommendation with confidence, do not force it. If the product that the sales person forced you to buy does not sell, your trust in the sales person will be damaged, and this will certainly affect your next business meeting. When people make a decision, they are not sure what to do. They leave the option of “not buying” until the last minute. If a customer is uncertain, listen to all of their concerns without forcing them into a decision. It is important to make them feel that they have made their own choice after much deliberation.

Follow-up is important.
When products are delivered, they may or may not sell, but we should also be interested in the digestion rate on the sales floor, and products that we had so much confidence in did not sell. I think you should verify with the customer what the problem was. And then use that experience in the next business meeting and in product planning. Such a sincere attitude will be well received by customers.

I don’t lie.
No matter how much you want to sell, there is one thing you should never do. That is lying. Refusing to do what you cannot do in terms of delivery date, quality, etc., will lead to trust. Even if you think you have successfully negotiated with your counterparty by changing to a cheaper and inferior material in response to their severe price negotiations, or by sending the product to a subcontractor’s factory you have never used before in order to meet a tight delivery schedule, the result will always be a delay in delivery or poor quality, which will cause trouble for the customer, and you will lose their trust.

I have written a lot, but to summarize,
We will detect what is inconvenient and what they want from us, and we will persuade them with confidence and sincerity.”Will this be the case?

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Daily Column (e.g. in newspaper)

How to train junior staff

ichiki

When I was still an active section chief, I was once asked at a morning meeting in my department, “What do you keep in mind to keep up with your hectic workload?” I immediately replied, “It is to train my subordinates.
If you can train someone who can do it for you, then you can take over your own work and take on new projects or new projects that you have always wanted to do. The subordinates that I have trained…
By nurturing these subordinates, the organization can continue to expand steadily. In order for you to continue to grow, you need to train your junior staff to become excellent junior staff members.
However, it is not an easy task.
It is one of the most difficult tasks of communication in the workplace.
How can we train junior staff?

I am sorry to tell you about myself, but I was a country boy from Miyazaki in southern Kyushu.
I had never left Kyushu until I came to Osaka, so I had a thick accent,
I was often teased by my seniors about my accent.
I worked as a delivery driver for a year after joining Company T. I started working in sales in my second year.
During my time as a delivery person, I felt that I was not suited for this job and wanted to return to the countryside if I had the chance.

My first year in sales I joined the bedding department, but I just didn’t like the products. I gave up hope and became a sales representative in the Kyushu region, hoping that I might have a chance to return to the countryside. I did not like the job of carrying a heavy carry-on bag in both hands and walking from one place to another in Kyushu to sell the products. Once again, I put in my hopes and was placed in the women’s clothing bottom section. By this time, I had come to realize that I was no longer a good salesman.

A year passed without a peep and I was thinking about quitting every day when a new employee joined the company and for the first time I had a subordinate named U-kun. However, he was an employee who was rumored to be an excellent new hire. He always had a glazed look in his eyes and seemed to be a very strong-willed junior employee. I hesitated when I was assigned to be U-kun’s trainer. At the welcome party, he asked me a lot of ambitious questions about my work, but when I got down to it, I found him to be a good young man with a passionate heart, and I came to like him.
I began to strive to be a role model for my junior colleagues. I began to study hard, read books on the job, and meet my quotas so that I would not be ridiculed by my junior colleague. I was unable to respond to the guidance of my seniors, but I began to engage in friendly competition with this passionate Mr. U. We went out drinking every weekend and worked hard together. We went out for drinks every weekend and talked not only about work, but also about family, love, and life. He would stay over at my house when it was late and we would talk passionately.
From that time on, my section manager began to appreciate me more and more, and even said to me, “Your planning ability is impressive.
Before U joined the company, I think I was passive about my work. It was an encounter with U-kun that changed the way I approached my work.
Teaching is learning. I was assigned as a trainer, but I learned a lot by teaching U-kun. Looking back, I think I was thinking and acting from the same perspective as U-kun. I trusted him and he trusted me.
Later, I became the manager of the bottom section and he became the manager of the blouse section and we competed with each other in performance.

No matter how much a senior may want to mentor a junior, if that junior does not want to listen to what the senior has to say, it will result in a face-saving attitude, and it will be difficult to mentor him. But of course, if you don’t say anything because your junior doesn’t want to listen to you, you will not be teaching him.
I think the reason the juniors don’t want to listen to their seniors is because they don’t respect their seniors.

1) Set an example.

Subordinates watch their superiors very closely. Even if you say admirable things with your mouth, your subordinates will not listen to you if your actions do not accompany your words.
The first step is for seniors to do it and set an example.
In the words of Isoroku Yamamoto, “Show them what you can do. Say it, do it, let them do it, praise them, or they will not move.” These words are very famous, and I believe this is because they are the very heart of what he said.
I believe this is because this phrase is at the core of what it means. In order to nurture junior staff members, you must set a good example yourself.
Only when you are satisfied with your actions, words, and deeds, will your junior staff listen to you.
In the end, the act of nurturing your subordinates will lead to your own personal growth.

2) Transfer of authority

As with driving a car or a bicycle, even if you know what you are doing theoretically, there is no way you will be able to drive unless you try it. The quickest way to learn a skill is to have them actually drive.
I believe that only when you let them try it, they will realize how difficult and enjoyable the job is. If you think, “It’s too early to let them do it,” you will never be able to entrust them with the job. On the other hand, throwing all the work at the junior staff will destroy them. It is important to hand over work with the feeling that you will take full responsibility for your junior’s failures. If you do this, your juniors will be able to take on the challenges of the job with all their might.

3) Give appropriate instructions and attention, and praise achievements honestly.

Whenever a junior tries his or her hand at a job, there is always some failure. At that time, we think together about why they failed and give them appropriate instructions and attention.
and give them appropriate instructions and warnings. Never get angry over their heads. You do not want them to be discouraged from trying again by the fear of being angry.
On the other hand, when a junior staff member achieves an accomplishment, I am happy with him or her and give 100% praise.
When I was still young and lacking in confidence in my work, I was so pleased when someone praised me, saying, “Your planning ability is a big deal.
I remember that this made me work hard at my job.

4) Improve communication
Have the junior staff report on the work they have been entrusted with. While asking and answering questions about their reports, give them advice.
Communication improves when seniors also report and consult with them. Juniors who grew up under aggressive seniors are afraid of getting angry, which leads them to hide their failures and fabricate reports. Raised under passive-aggressive seniors.
Juniors lose motivation because of the lack of response from seniors, and they lambaste seniors.
The more reporting, liaison, and consultation become a habit, and the better the communication
The better the communication, the better the environment is for junior employees to grow.

There is more to the words of Isoroku Yamamoto.

If we do not discuss, listen, approve, and entrust, people will not grow.
If we do not watch with appreciation and trust what they are doing, they will not bear fruit.

5) Trust.

If they feel appreciated and trusted, junior employees will have a stronger sense of responsibility, and they will suddenly become more motivated.
I remember when the president of Company T lectured me and gave me strict instructions, saying, “I am telling you this because I expect that you will eventually become the leader of the Product Department,” and I accepted his strict instructions.

6) Let the junior staff think about it.

If you give the answer to everything right away in order to nurture your junior staff, they will not think for themselves, but will ask their seniors about everything.
They will ask their seniors for answers. It is important to give them hints to develop their ability to think for themselves. Why is it necessary to have a proposal sales team? What are the tastes of our clients’ products?
What are our core products? We must nurture salespeople who can think for themselves.

7) Get to know your juniors better.

People like people who are interested in them.
Getting to know your junior well outside of work, such as their hobbies and family, will help you communicate better.

8) Education is a perseverance work

It is relatively easy to know as knowledge, but it takes many years of training to truly acquire and implement. You should be prepared for the fact that it takes persistence and perseverance to train.

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Daily Column (e.g. in newspaper)

Self-improvement and self-development

I feel that everyone at InfoEye wants to grow themselves and do a good job every day when I interview them. I believe that “self-improvement and self-development” are necessary for growth. Today, I would like to think about “self-improvement and self-development.
The fashion industry, which is our specialty, is a change-response industry.
How we respond to changing clothing trends and how we can accurately respond to a changing industry is the key to success. If we remain attached to our past successes, we will not be able to respond to change. We need to constantly evolve.

I have also seen several companies go bankrupt: the decline of wholesalers, the decline of specialty mass merchandisers, and the decline of department stores. The same is true for brands. Products, brands, and companies are constantly changing as they grow and decline. We are the ones who must change in a changing environment. Growth and decline are both the work of people.
Therefore, we need to continue our self-improvement and self-development.

Some may have overcome their weaknesses and become great managers, and others may have succeeded by making the most of their strengths, but in any case, we need to look at our strengths and weaknesses and work on self-improvement and self-development.

●An example of a failure to stick to one’s own theory.

I became section manager, and after a number of years, we had an excellent cutthroat section manager.
He was smart, good at sales, and confident.
He had a fresh eloquence and was highly regarded by the Chairman, who intended to develop him as a rival to me.
He was promoted to deputy manager at the same time as I was promoted to deputy manager, and I also highly valued his abilities.
The yen continued to appreciate. At that time, foreign exchange was left to the section chiefs, and we were instructed to buy dollars as much as we purchased.
His strategy was to mass-produce and mass-sell products by planning early and placing orders early, and the strong yen was a tailwind that helped him achieve good results.
The early mass production and mass sales strategy of early planning and ordering allowed him to make a good profit.
However, in 1996, the yen suddenly began to depreciate, and it continued to depreciate for more than a year.
The orders that had been placed at $100/$100 would be converted to $110 to $120/$120/$ when the two were connected, and due in part to the early ordering and mass production planning, profits were no longer generated at all.
Still, his pride and unwillingness to bend his own opinion led him to a dead end and he resorted to cheating.
As a result, the fraud was discovered and he was forced to leave the company.

Past successes give you confidence, but overconfidence can be fatal. I too have experienced a major failure the year after achieving great success in denim.
I lost confidence and reflected on my own self-satisfaction, so I began to entrust my subordinates and actively listen to the opinions of my subordinates, my boss, and my clients.
I changed my way of doing things and was able to get back on my feet. Confidence is important, but being overconfident and not bending on one’s own principles can be fatal.

●Aim for people you respect.

When I was in my mid-30s, I admired Chief Ito of Takihyo, a company that had made a name for itself in the women’s pants industry. He had a great reputation among both manufacturers and customers, and was well respected by employees. He was a successful man who had changed jobs from KENWOOD, an audio equipment manufacturer. He was soft-spoken for a man of great ability and had a sense of humor, having belonged to a rakugo (comic storytelling) club at Sophia University. I became more and more of a fan of his soft image, which I could not imagine from his strong arm. I decided to compete in the pants industry and catch up with him.
I think it is no exaggeration to say that my passion for my job started when I met Chief Ito and was influenced by him. I know that the people who influence us may be presidents, senior employees, people in other industries, great people, major executives, or athletes, but I believe that setting one’s sights on the people one admires and developing oneself is an effective way to continue one’s efforts at self-improvement.

Each person may have a theme of wanting to be this kind of person with respect to his or her work. If you want to become a person who excels at planning and proposal, or a person who learns to work fast, or a master communicator, you should study books and target people who excel in that field.
Nowadays, if you search the Internet, you can find any number of books and stories that can be used as references.

●Three types of employees

President Nagamori of Nidec says, “There are three types of employees. The first type is the self-motivated type who can burn themselves at work. The second type is the type that sees others burning up at work and is inspired to burn up as well, and the third type is the type that does not burn up at all or refuses to burn up. The third type is the type that does not burn at all or does not try to burn at all,” he says.
Only a few are self-fueled, and the majority are the second type.

Shohei Ohtani, who is considered a baseball genius, is a member of the Angels, Adam . Shohei Ohtani is a baseball prodigy,” said Adam Cetko, director of public relations for the Angels.

Shohei Ohtani amazes me with his preparedness. I take notes in the clubhouse after games. When he is not in the clubhouse taking notes, he is in the weight room working out. I am always preparing for the real thing.”

And Shohei Ohtani says. Life is short, time is short, and I don’t have time to play.”

Definitely someone who finds challenges on their own and overcomes them on their own,
This is the typical self-fueled type.

However, many people are the type that burns from a second other, so they need to constantly seek stimulation from other people, from books, and from the Internet.

●What needs to change and what does not need to change

However, there are also many bad stimuli in the world. As the saying goes, “Reddish with vermilion, reddish with red.
People can be good or bad depending on the people they interact with. Sometimes bad stimuli can be attractive, so it is important to avoid bad people and bad information as much as possible.
It is important to choose what should be changed and what does not need to be changed, and to link this to personal growth. For example, catching a ball is basic baseball practice. It is just to get used to playing with one’s shoulders.

●Allow thoughts to permeate the “subconscious”.

Many people will want to reform themselves, but some will succeed in reforming themselves and others will not.
I believe the difference is the strength of thought.
In his book “How to Work,” Kyocera Honorary Chairman Inamori says

Thoughts always come true.
This is because if a person strongly desires to be this way, that desire will always appear in the form of action, and the person will naturally move in the direction of realization.
However, it must be a strong desire.
It must be a desire or dream backed by strong thoughts such as “I want to be this way no matter what it takes” or “I must be this way.
If you think about it so much that you forget to eat and sleep, and keep thinking about it over and over throughout the day, it will gradually penetrate into your “subconscious mind.
The “subconscious” is a kind of consciousness that lurks deep within a person without his or her being aware of it. It does not usually come to the surface, but it can appear unexpectedly or at the most inopportune time and exert an immeasurable power.”

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Column (e.g. in newspaper) Daily News

Columns

We are pleased to announce that our advisor    Teruo IchikaraThe following is a collection of columns that have been written by Mr. Ichirai was a top executive at a well-known textile trading company for many years, and after retiring from the company, he established his own office and continues to be active as an advisor to our company. The articles are written from Advisor Ichiki’s point of view on how to think at work, how to perceive things in daily life, and even examples to guide you in your life. It is updated monthly. Please take the time to read it. To read the column, please click on “Columns” in the upper menu or the button at the bottom.
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Daily

Path to Growth

I once wrote a column on the subject of how to increase sales. In the end, it is about developing new products and cultivating new customers, but I would like to introduce it below as a possible reference for your way of thinking.

It is difficult to increase sales, but it is easy to decrease them, so I think it is important to make regular efforts to increase sales. This means that it is important to make efforts to increase sales on a regular basis, for example, by searching for new customers, developing other brands within the same customer base, and developing new products.
It is often said that offense is the best defense. Increasing sales to new customers by constantly looking for new customers and potential suppliers is an offense. It is a defense to not reduce transactions with current clients.
Of course, defense is important, but I believe that a skillful combination of a strong defense and a bold attack is necessary.
I think it is important to think about sales based on the premise that there is always a possibility of a decrease, rather than thinking that there will never be a decrease.

When I used to be a section manager, I could predict that our sales would be cut in half within a couple of years if we listed our clients with credit concerns during the bad economy. Even if we wanted to withdraw from our current clients, it would take time to develop new clients because of the business with those clients.
Ideally, we would like to reduce the number of new clients while increasing the number of current clients, but this is not going well. Therefore, we set a target for reducing the number of transactions with the main customers that each person was in charge of, and started by reducing the number of transactions with those customers that should be withdrawn.
Salespeople then tried desperately to find new clients to stop the decline in their personal business performance. In doing so, the number of new clients increased.

In the end, if salespeople in the field are serious, they can do things that seem impossible. In order to share information on new business development with each other, we reported to each other at our weekly Monday meetings what efforts we had made and what results we had achieved in the previous week in order to do business with new clients.
I think we also need to be creative in maintaining and increasing sales with our existing clients, which is our defense.
In the course of a long business relationship, we inevitably get stuck in a rut. Since we know what they are thinking, it is easy to adapt to them. I think that is where the pitfall lies.
If our customers’ storefronts become obsolete and their business performance slumps, it will eventually affect our transactions with them.
The spirit of “sampo yoshi,” or “good for the buyer, good for the seller, and good for the world,” as the Omi merchants used to say, is important. We must always observe the storefronts of our clients and make proposals to them while identifying the differences between competing stores and healthy stores, and questioning the plans of our clients.
I believe that it is through these daily sales activities that we can build a relationship of trust.

Sometimes my mistakes can lead to a reduction in business. However, in such cases, I think it is important to follow up on the mistake with sincerity, make every effort to minimize the damage, and build a relationship of trust that outweighs the mistake. If the transaction is not terminated, it should not be difficult to establish a “rain or shine” relationship.

In conclusion, there is no such thing as a miracle of recovery in business, and the only miracle is to make steady efforts on a daily basis.
When wholesalers were prosperous, we went to wholesalers, and when SPA apparel became prosperous, we went to SPA apparel. They predicted which business categories would grow next and attacked those categories, and I was making efforts while watching them side by side.

There is no guarantee that a client who is doing well now will do well forever. It is important to collect information on what type of business will be next and where the customers are, and to make efforts to increase sales while constantly exchanging information.