I read 『人生の経営戦略――自分の人生を自分で考えて生きるための戦略コンセプト20』(Life Management Strategy: 20 Strategic Concepts for Thinking About and Living Your Own Life), so I’ll introduce it here.
I became interested in reading this because けんすうさんがおすすめ recommended it, and it was also introduced in ReHacQ−リハック−のYouTube動画. Addition: イセオサムさんもnoteでおすすめ also recommended it on note.
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経営において選択肢＝オプションの縮小は最も避けるべき悪手ですが、これは人生の経営戦略＝ライフ・マネジメント・ストラテジーの実践においても同様です。
In management, reducing options is the worst move to avoid, and this is the same in practicing life management strategy.
📝 In management, reducing options is the worst move to avoid.
ステージが変わっているにもかかわらず、従前のステージの働き方や生き方を継続していれば、やがては環境が求める役割や期待を満たすことができなくなり、その人の社会資本は毀損されていく
If you continue the working style and lifestyle of the previous stage despite the stage having changed, you will eventually be unable to meet the roles and expectations demanded by the environment, and that person’s social capital will be damaged.
📝 Can I change myself?
この「役割や貢献のシフト」には、社会的な条件と身体的な条件の2つが絡んでくることになります。社会的な条件というのは、組織や社会における職位や期待される役割の変化のことであり、身体的な条件というのは体力や知力の変化のことです。
This “shift in roles and contributions” involves two factors: social conditions and physical conditions. Social conditions refer to changes in position and expected roles in organizations and society, while physical conditions refer to changes in physical strength and intellectual capacity.
📝 I feel this with my own body.
つまり、20代の半ばでキャリアをスタートさせた人であれば、40代の半ばから後半・・…つまり、本書の枠組みで言えば「人生の夏」の後半期に、減衰が始まるということです。よく言われる、「中年の危機」は、この知的生産能力の減衰と大きな関係があります。
In other words, for people who started their careers in their mid-twenties, decline begins in their mid-to-late forties—that is, in the latter half of what this book calls “life’s summer.” The oft-mentioned “midlife crisis” has a significant relationship with this decline in intellectual productivity.
📝 Intellectual productivity declines from the late 40s.
さらに指摘すれば、加齢によって訪れる変化はネガティブなものだけとは限りません。先述した通り、人間は中年期に入ると前頭前皮質の働きが低下し、素早い分析や創造的な発想＝流動性知能は低下していきますが、既知の概念を組み合わせたり、複雑な概念を他者にわかりやすく表現したりする能力、結晶性知能の水準は逆に向上するということがわかっているからです。
Furthermore, the changes brought by aging are not limited to negative ones. As mentioned earlier, when humans enter middle age, the function of the prefrontal cortex declines and rapid analysis or creative thinking—fluid intelligence—decreases, but the ability to combine known concepts or express complex concepts in ways others can understand—the level of crystallized intelligence—actually improves.
📝 Should I delegate fluid intelligence to AI?
オプション・バリューとは、文字通り「選択肢の価値」のことです。企業経営ではさまざまな意思決定を行うわけですが、その際、意思決定の対象となる選択肢には経済的な価値があると考えます。
Option value is literally the “value of options.” In corporate management, various decisions are made, and we consider that the options subject to decision-making have economic value.
📝 Option value, always have multiple options.
「経験」が学習の起点であり、さらに「経験」が「想定外の結果に出会って困惑すること」なのだとすれば、私たちが望ましいと考えている「何もかも想定通りにうまくいっている」という状態は「学習の停滞した状態」と言い換えることができるからです。
If “experience” is the starting point of learning, and furthermore “experience” is “encountering unexpected results and being confused,” then the state we consider desirable—“everything is going well as expected”—can be rephrased as “a state where learning has stagnated.”
📝“Everything is going well as expected” is “a state where learning has stagnated.” A state without experience.
それまで米国で優勢だった「支配型リーダーシップ」が有効に機能しない時代がやってくることを指摘し、権力に頼らない「支援的なリーダーシップ」としてサーバントリーダーシップという概念を提唱しました。
He pointed out that an era was coming when the “dominant leadership” that had been predominant in the United States would no longer function effectively, and proposed the concept of servant leadership as “supportive leadership” that does not rely on power.
📝 A concept I’ve been particularly conscious of recently.
支配型リーダーシップの最大の問題は、このスタイルが「長期的に持続可能ではない」ということです。具体的には「30〜40代の人生の夏」から「50~60代の人生の秋」への移行に伴って発生する組織的・身体的な変化によって、多くの場合、支配型リーダーシップのスタイルは機能不全に陥るのです。
The biggest problem with dominant leadership is that this style is “not sustainable in the long term.” Specifically, due to organizational and physical changes that occur with the transition from “life’s summer in the 30s-40s” to “life’s autumn in the 50s-60s,” the dominant leadership style often becomes dysfunctional.
📝 Very understandable.
流動性知能とは「過去の経験や学習に依存せず、論理的に考えたり、パターンを見つけたりする知的能力」のことで、例えば「複雑なパズルを解く」「未経験の問題に対処する」「スピードを要する案件に対して論理的に判断する」際に有効です。
Fluid intelligence is “intellectual ability to think logically and find patterns without depending on past experience or learning,” which is effective when “solving complex puzzles,” “dealing with inexperienced problems,” or “making logical judgments on matters requiring speed.”
📝 Fluid intelligence. Peaks around age 20 and rapidly declines after the 40s.
革新的なアイデアや製品を生み出す人は、概して高い流動性知能の持ち主であることがわかっています。知能テストを専門としていたキャテルの研究から、流動性知能は20歳前後にピークに達し、40代以降は急速に低下することがわかっています。
People who generate innovative ideas and products are generally known to possess high fluid intelligence. From Cattell’s research, which specialized in intelligence testing, fluid intelligence peaks around age 20 and rapidly declines after the 40s.
📝 Crystallized intelligence. Improves with age, peaks in the 50s-60s, and is maintained.
結晶性知能とは「過去の経験や学習によって蓄積された知識やスキルを活用する知的能力」のことで、例えば「複雑なアイデアをわかりやすく説明する」「混乱した状況で適切な意思決定を行う」「専門分野で熟達した判断を行う」際に有効です。 結晶性知能は経験や幅広い分野の知識の蓄積に依存するため、年を追うごとに向上し、50〜60代にピークを迎え、その後も高原状態を維持します。』
Crystallized intelligence is “intellectual ability to utilize knowledge and skills accumulated through past experience and learning,” which is effective when “explaining complex ideas in an understandable way,” “making appropriate decisions in confusing situations,” or “making expert judgments in specialized fields.” Because crystallized intelligence depends on the accumulation of experience and knowledge across broad fields, it improves with age, peaks in the 50s-60s, and maintains a plateau state thereafter.
📝 Servant leadership + crystallized intelligence. Performance doesn’t decline even in the 50s-60s.
つまり「年長者でありながらも支援者」というサーバントリーダーシップのスタイルは、50〜60代の「人生の秋」のステージから高まってくる結晶性知能と、非常にフィットするのです。
In other words, the servant leadership style of being “a supporter despite being an elder” fits very well with the crystallized intelligence that increases from the “life’s autumn” stage of the 50s-60s.
📝 Servant leadership fits very well with the 50s-60s.
That’s all from the Gemba—I want to formulate strategy based on life management strategy.