自戒の念を込めて。（店長＝聖職者！）

プライム・リンク代表時にFC報に書いた内容です。

現在展開しているビジネスで再度思うところあり、書きしたためます。

↓

１、良い店長の仕事とは？

《ビジョンをしっかり持っている》

SVが訪問し店舗理念についてお話させて頂いているかと思います。

店長が店舗をどうしたいのか？どんな理念で運営したいのか？

ということが決まっていないと良い店舗経営はできません。

こんな店舗にしたいという強烈な店長の意識が店舗やパートナーを動かします。

またそれは店長によって影響を受けたパートナーが顧客に影響する原動力になっていきます。

その思いは顧客の心に響き、そしてその結果固定客が増えていくのだと思います。

《ミッションが明確に浸透している》

会社に対する、オーナー様に対する、パートナーに対する使命感がどれほど大きく持っているか？

４０００万円以上の初期投資をかけて作っている店舗です。

如何にミッションと責任感を持って運営しているかが店舗の数字にもでてきます。

会社に対する、オーナーに対する使命感、責任感を強く持ってほしいと思います。

２、店長は経営者

オーナー様と数字について対等に話せますか？

店長は一企業を任されているというイメージで運営にあたってほしいと思います。

TMシートは日々入力いただいていると思いますが、毎日店舗にかかる経費がいくら位なのか把握していますでしょうか？リース料は減価償却は？

オーナー様から店舗に電話があって｢昨日までの累計売上と累計利益はいくら？本日段階で予算対比では何％？｣と電話があったときにすぐに回答できますか？

｢ちょっと待ってください｣といってパソコンを見て返答していませんか？

数字に対する感覚は日々の意識付けが非常に大切です。

提出しないといけないからTMをつけるのではなく、積極的に意識的にTMを分析して自店の状況をきちんと把握してください。

そこから自店の次の施策がでてくるのだと思います。

３、店長は聖職者

《パートナーに対して、店長は聖職者？》

どんな場所で仕事するかということは、パートナーの人生に大きな影響を与えます。

そのパートナーの仕事に対する価値観が大きく変わってしまうのです。

店長は非常に大きな影響力を持っていると言わざるを得ません。

パートナーに自分の考えを理解いただくのに特別な能力は必要ありません。

店長が自分のすべてをさらけ出して、自分の身内のようにパートナー教育にあたっていくと店舗が変わってきます。

弊社で東京と大阪でそれぞれ月に２回づつ行っておりますパートナー懇親会（私とパートナーの会）で使用しているテキストを以下に抜粋します。

｢感動の源泉はなんなのか？ということを最近良く考えます。

感動の源泉は人によって様々だと思うのですが、アプローチされる側（感動を受ける側）の心のあり方、受け方だと最近考えています。同じ環境でも、同じ状態でも受ける人によって感動の大きさも違えば感動の深さも違うのです。

同じ映画をみても、涙をぼろぼろ流してなく人もいれば、ケロッとしている人もいる。

何故こんなことが起こるのかといえば、やはり受ける側の感受性、姿勢なのです。

そのように考えると

人を感動させるのは相手の人間的なもの（感受性）を向上させていくプロセスなのかなと

思います。気付きを得にくい人にも、サービスと気付きを得られるようなアプローチでそ

の人を幸せにしてあげる。

このような気付きを得にくい人ほど感動受けたときの喜びは反動もあって非常に大きいは

ずです。

人に影響し、人を幸せな気分にさせる、喜ばせる。

まさしくプライム・リンクの店舗は舞台です。社員やクルー全員が男優、女優で顧客に感

動を与えていく。ただし一方通行のアプローチではなくて顧客とコミュニケーションし

ながら、感動を形成し共有していく。

映画を見た後も、舞台を見た後もすがすがしい素直な感動がありますよね。

顧客にそんな気分になってもらい、店舗でのひとときをすごして頂いて帰っていただく。

きっとまた来たいとおもいますよね。

プライム・リンクの理念は“感動共有”ですから主観的に見た場合、自分自身の人間的な

ものも高められなければ相手と共有できません。

共有するという意味はそういうことです。提供するのではなく共有するためには自分の人

格も高めていないと共有できないのです。

自分も相手も人格的なもの、人間的なものを双方が高めていく過程が、この感動を共有し

ようという中にあるのではないかと思います。

自分の人格形成を行いながら、他人の人格形成のお手伝いをする、他人の人生に良い意味で影響できる人間になる。

おもしろい仕事ですよ。プライム・リンクの仕事は。｣

といったものです。

一期一会で、何かの縁で牛角の店舗で仕事をしていただくわけですから、パートナーがい

つの日か、

｢自分が牛角でバイトしていたあの大学３年の時に一番人生の勉強をしたな！！｣

といわれるような店舗にしたいですね。

牛角での仕事はパートナーの人間性や人格を作っていく非常にやりがいのある仕事だと思います。

アルバイトをして頂いている間だけ付き合えば良いという考えからは、良い店舗風土は決

して生まれないでしょう。

人生の究極の目的は｢社会に如何に貢献するか？｣です。

自分たちの業務が如何に社会貢献しているか？

を店長自ら理解し、咀嚼してパートナーに浸透させているかどうかです。

パートナーがそれを真に理解したときにパートナーが自発的に、そして積極的に業務に取

り組むという素晴らしい店舗風土が出来上がります。

《ヒューマンスキルで客を呼ぶ》

上記のような考えで店長がパートナーに接していくと個々のパートナーのヒューマンス

キルが向上してきます。

入ったばかりのパートナーには勿論オペレーション教育も必要ですが、人間教育（生き方

の教育）みたいなものを店長が行っていくようになると非常に強い組織風土が出来上がる

ように思います。店長が仕事に対する姿勢や生き様をしっかりと見せてください。

以前にも話をしましたが、“頭”と同じように“心”も鍛えていかないと素晴らしいヒューマンスキルは醸成できません。

人間力で人を呼べるような店舗を全国に作っていきたいと思います。

といったものです。

パートナーに対する姿勢、再考です。

アセンティア･ホールディングス

土屋　晃

Assentia Holdings,Inc.

Akira Tsuchiya

English　↓

A reminder to self. (Manager = Clergy!)

This is what I wrote in the FC newsletter when I represented Prime Link.

I am writing this again because I have some thoughts about the business I am currently developing.

↓↓.

What is a good manager's job?

A good manager has a clear vision.

I believe that the SV visits the store and talks about the store's philosophy.

What does the manager want to do with the store? What kind of philosophy do you want to operate the store with?

Without a clear vision, good store management is not possible.

The store manager's strong awareness of what he or she wants the store to be like drives the store and its partners.

It also becomes a driving force for the partners who are influenced by the manager to influence the customers.

This desire will resonate with customers, and as a result, the number of fixed customers will increase.

The mission is clear and pervasive.

How big a sense of mission do you have for the company, for the owners, and for your partners?

This is a store that is being built with an initial investment of more than 40 million yen.

The numbers of the store will reflect how well it is managed with a sense of mission and responsibility.

We want them to have a strong sense of mission and responsibility to the company and to the owners.

1. Store managers are managers.

Can you talk with the owner about the numbers on an equal footing?

I would like store managers to manage the company as if they are in charge of the entire company.

I understand that you input TM sheets on a daily basis, but do you have a grasp of how much money is spent on the store each day? What about lease payments, depreciation?

When the owner calls the store and asks, "What were your cumulative sales and profits up to yesterday? What is your percentage of budget as of today? Can you answer immediately?

Do you just say, "Wait a minute," and look at your computer?

It is very important to be aware of numbers on a daily basis.

Please do not submit TMs because you have to, but rather actively and consciously analyze TMs to properly grasp the situation of your own store.

I believe that this is where the next measures for your store will come from.

1. The store manager is a clergyman.

Is the store manager a clergyman to the partners?

What kind of place you work in has a great impact on your partner's life.

It can drastically change the partner's sense of values about work.

It must be said that the manager has a great deal of influence.

You don't need any special skills to make your partner understand your ideas.

If store managers expose everything about themselves and educate partners as if they were their own relatives, the store will change.

The following is an excerpt from the text used in the partner get-togethers (meetings between partners and myself) that we hold twice a month in Tokyo and Osaka, respectively.

I have been thinking a lot lately about the question, "What is the source of inspiration? I have been thinking about this question a lot lately.

I believe that the source of inspiration varies from person to person, but I have recently been thinking that it is the way the person being approached (the person receiving the inspiration) should be and the way he or she should receive it. Even in the same environment and under the same conditions, the magnitude and depth of the emotion will differ depending on the person receiving the message.

Even when watching the same movie, some people may burst into tears, while others seem to be at ease.

The reason why this happens is the sensitivity and attitude of the recipient.

When you think about it this way

I think that to impress people is a process of improving their human sensitivity.

I think it is a process of improving the other person's human nature (sensitivity). I believe that we can make people happy through service and an approach that helps them become aware of themselves, even if they have difficulty becoming aware of others.

I think it is a process of improving the human sensitivity of those who are hard to notice.

The more difficult it is for people to become aware, the greater the joy they feel when they are touched.

The harder it is for them to be aware of this, the greater the joy they feel when they are moved.

Influencing people, making them feel happy, and making them happy.

The Prime Link store is truly a stage. All employees and crew members are actors and actresses who

We are not a one-way approach. However, it is not a one-way approach.

The customer is not taken through a one-way approach, but through communication with the customer, the impression is formed and shared.

After watching a movie or seeing a play, you feel refreshed and honestly moved, don't you?

We want our customers to feel that way and to leave after spending a moment in our stores.

They will want to come back again.

Since Prime Link's philosophy is to "share emotions," from a subjective point of view, we cannot share with others unless we can improve our own personal qualities.

If you can't improve your own human nature, you can't share it with others.

That is what we mean by sharing. In order to share rather than provide, you must also enhance your own personality.

In order to share, not to offer, you must also enhance your own personality.

I believe that the process of both parties enhancing their own personalities and those of the other party is part of this sharing of emotions.

I believe that the process of both of us enhancing our own personality and the other person's personality lies in the process of sharing these emotions.

While building your own character, you can help others build theirs, and become a person who can influence their lives in a positive way.

It's interesting work. Prime Link's work is.

This is what it is all about.

It is a once-in-a-lifetime encounter, and since you are asked to work at a Gyukaku restaurant by some fate, it is important to have a partner who will be a good friend and a good worker.

One day?

"I learned the most about life during my junior year of college when I was working part-time at Gyukaku!

I want to make Gyukaku a restaurant where people say, "I learned the most about life when I was working part-time at Gyukaku during my junior year of college!

I think that working at Gyukaku is a very rewarding job that builds the character and personality of our partners.

A good store culture will never be created by thinking that it is enough to just get along with people while they are part-timers.

The ultimate purpose of life is to "create a good store culture that is socially responsible.

The ultimate purpose of life is "How can I contribute to society? How can our work contribute to society?

How does our business contribute to society?

The store manager himself/herself understands how his/her business contributes to society, and whether or not he/she has digested it and disseminated it to his/her partners.

When partners truly understand this, a wonderful store culture will emerge, in which partners voluntarily and proactively take on their work.

When partners truly understand this, a wonderful store culture will be created in which partners work voluntarily and proactively.

Bringing in Customers with Human Skills

When a store manager treats each partner with the above mindset, the human skills of each partner will improve.

The store manager treats each partner with the above philosophy, and the human skills of each partner will improve.

Of course, operational training is necessary for newly hired partners, but it is also important to provide them with a kind of human education (education on how to live).

However, if the store manager can provide a kind of human education (education on how to live), a very strong organizational culture will be created.

I believe that this will create a very strong organizational climate. Store managers need to show their attitude toward work and their way of life.

As I have mentioned in the past, we cannot develop excellent human skills unless we train our "heart" as well as our "head.

I would like to create stores across the country that can attract people with their human skills.

I would like to build stores across the country that can attract people with their human skills.

I would like to reconsider our attitude toward our partners.

Ascentia Holdings Corporation

Akira Tsuchiya

Assentia Holdings,Inc.

Akira Tsuchiya