What has changed and what has remained the same

I'm Akamine, director of Monosus Thailand. I've been living in Thailand for two years now. I've been thinking about what has changed in my perspective since I came here, and what hasn't.

I've been living in Thailand for almost two years now, and thanks to the generosity of the Thai staff, I'm able to work in a comfortable environment that I never felt in Japan. In this article, I'll tell you the reason why the Thai office is so comfortable, and share my honest thoughts about what I do every day while working, whether in Japan or Thailand.

Are the stereotypes about Thai people actually wrong?

When I was working in Japan, not a day went by without seeing people angry or being scolded in public. As you all know, anger is contagious. It's even more troublesome when you are the one in charge. However, in the Thai office, you rarely see someone angry or being scolded. However, I recently began to think that this is not because there are no mistakes at work, but because the methods of anger management and resolution are different from those in Japan. I think that the stereotype of Thai people who often shirk responsibility is a misunderstanding in its true meaning.

In Japan, when something goes wrong, there is a tendency to look for the person who is to blame, but in Thailand, it is not important who is to blame, and the emphasis is on sharing the problem by talking about why it happened. Even if a problem occurs, it is seen as a problem for everyone, and in the shared forum, people talk about it as if it were their own problem, and talk about it naturally. In this way, the person may know that they are responsible, but I think it makes them feel at ease, knowing that they are not the only one, that everyone has the same problems.
When a problem occurs, of course it is necessary to know the cause and take measures, but the image is one in which you do not depend on others (and do not allow others to do so). In that case, it does not naturally develop into blaming someone else.

Another thing is that people from different countries, languages, and values cannot understand each other from the beginning, and this assumption leads to trying to understand others. There is no assumption or expectation that Japanese people should "read the mood" or "understand the other person's feelings," so they have no choice but to compromise in order to understand others. In Japanese society, where there is a "front and back," this structure may be prone to give rise to contradictions and misunderstandings. Personally, I think it is this kind of compromise in Thailand that makes it so comfortable.

Being around someone you can be crazy about

It was when I joined Monosus that I first entered the so-called web world.
All the companies I have worked for so far have been in different industries (food service, manufacturing, IT ← here and now)
When I think about it, I've always thought that "working" means first having a passion to become something, to try something, to become a specialist in something, and then you have to become that thing.
If you don't do that, you won't be recognized as a full member of society.

However, no matter how much time passed, I never found that thing, and every time I jumped into a different industry, I had a faint hope that this time I would finally find it.
However, the one thing that has remained the same throughout my work at all workplaces is, "How can I help people who are passionate about something?" It's hard to put into words, but I think that's what makes my work rewarding.

For example, one of my favorite TV shows is "Ame Talk."
In the show, comedians who are crazy about something talk about why they love it and what makes it so great! I love watching people who love something so much that they talk about it with such gusto.
Another thing is that I like watching sports programs and the Olympics, and I can spend forever watching people who are serious about sports working hard.

Essentially what I'm trying to say is that my greatest joy is to be able to help someone who has a desire to do something.

Many of you may already know this, but there is an article that clearly expresses this feeling.

I definitely fall into the "Fulfillment Group" mentioned here.
There are rare cases of people who combine elements of both the "Dream Group" and the "Fulfillment Group," but in terms of whether you like them or dislike them, I think they can probably be classified into one of two categories.
The article mentions mixing "people who have things they want to do" with "people who don't have things they want to do," and I believe this balance is extremely important. I feel that in workplaces where the proportion of "dream group" is inevitably high (I think workplaces with engineers are one example of this), there needs to be a certain number of "fulfillment group."

There may also be people in jobs that require them to play two roles, one as a "dream group" and one as a "fulfillment group." If you know which type of person you are, you will be able to identify the people and support you need, and you may be able to work more easily.
Once you know which one you are, you'll surely feel better. Which one are you?

Unchanging habits, analysis

For some reason, I always ended up working in analytical roles wherever I worked.
Although I initially joined the company in a different position, before I knew it, I was analyzing people and things to gauge their suitability, such as demand forecasting and interviewing. However, I think I have a habit of analyzing things naturally in my daily life, rather than as part of my job. Of course, analyzing numbers is difficult without actual work experience, but I think I have had the habit of analyzing people for a long time.

To manage tasks, I categorize them from a lot of information and then work out solutions for each category. I do solo brainstorming sessions several times a day. Then I work on them according to priority.

A person's suitability depends on the intensity of your interactions with them, but you can build up a common language with them by observing their reactions, behavior, and actions, and building up a process and timing for speaking that suits them, what they can and cannot tolerate, and what they are good at and bad at. This is true not only for staff who work with you, but also for customers. So, with repeat customers, you have a common language, so it's quick to understand what they are trying to say, but on the other hand, with people you only interact with for a short time, it's difficult to get a grasp on them right away, so you may have to try things out and fail.

As I mentioned in my previous article , I never stop exploring language, so I find it fascinating that even among Japanese people, we all have different common languages. However, I analyze even the smallest gestures and sense of distance, and I am sensitive to human relationships, so at times like that I try not to think too much about it and try to be optimistic. By the way, I am really good at the "Werewolf Game," which tests your observational skills (laughs).

After all, the days of analysis continue.

And now, by chance, I have started working on the suitability of people and projects. What kind of projects are suitable for whom, and who is the best team for them? What is the cause of this problem, what kind of category is it categorized into, and how should it be solved? The solution requires knowledge of the web, so I am being taught and supported by the Yumegumi members.

The next challenge is how to build a relationship where you can talk positively and constructively. Since this involves the other person, it asks how you should change.
It starts with gathering information to understand the other person and the background of the problem, and after the usual analysis, what actions and words should I take? Perhaps it starts with looking back at the path I have taken so far to see if there are any clues and searching for unknown means and methods.
It looks like the analysis will continue for a few days.