Driving Dramatic Mindset Shifts from General to Comprehensive Roles: Mercury Ad's Mai Hamada Launches Hands-On Support Program for Major Construction Materials Company

Mai Hamada, an HR consultant at Mercury Ad Inc. (Headquarters: Kita-ku, Osaka), has begun serving as the lead instructor (alongside two sub-instructors) for the "Role Transition Training" conducted by a leading domestic construction materials company, leveraging her experience in recruitment and development.

Going beyond traditional skills and mindset training, this program provides six months of hands-on support to help employees acquire the mindset and skills needed to flourish in their new roles with confidence. It aims to transform employees who have shifted from general to comprehensive roles into individuals who can "solve problems autonomously and take that first step forward."

■ Background: Redefining the "Comprehensive Role" in the Construction Industry

In the construction industry, where infrastructure maintenance and DX are accelerating, comprehensive staff are expected to proactively identify and solve issues rather than simply performing tasks accurately. Employees transitioning from general roles often possess high practical skills but may struggle with uncertainty and a lack of confidence in their new functions. Hamada designed this training to remove these psychological barriers and maximize the potential of transitioning employees based on her 18 years of HR experience.

■ Four Features of the Program

This training marks a significant shift from a structure centered on logical thinking to an experiential approach designed to enhance the "self-efficacy" of participants.

1. From "Analysis" to "Experience": Practical Workshops
Focuses on setting "business improvement themes" that can be applied immediately in the workplace, rather than learning difficult theories. By accumulating small wins, it stimulates proactive action.

2. Six-Month "Hands-On" Targeted Training and Group Coaching
Instead of a one-off session, it transitions to small-group problem-solving, supported by continuous online progress-sharing meetings and group coaching in a three-instructor structure led by Hamada.

3. Knowledge Sharing via "Parallel Page"
Utilizes "Parallel Page," an internal web page where employees can search and share knowledge and past successful initiatives, effectively expanding best practices.

4. Mindset Support through Executive Messages
Fosters motivation and provides a sense of security by having the company president personally communicate expectations to participants and their supervisors.

■ Comment from Mai Hamada
"Transitioning from a general to a comprehensive role is a major challenge that updates one's personal 'definition of work.' This training was designed to remove psychological hurdles and help participants maximize their potential, fostering a sense of excitement and the belief that 'I can make a difference, and I am capable of doing so.'"