Most qualified managers in companies can generally do selection + deployment + management, but only a few managers will pay attention to the training link, because many managers with low vision are worried that “teaching the apprentice will starve the master” or “teaching the employees may become future competitors”, so these managers are often unwilling to train employees, but use employees as a hired labor force.
“Excellent managers” must have “growth potential” and at the same time, the team must have “collective growth potential”, and “growth potential” requires the training link to achieve. For example, you were originally an Internet operation practitioner at the executive level, and you were promoted to a supervisor because of your outstanding performance. At this time, many newly appointed supervisors have finally learned the three major links of selection + deployment + management, but made mistakes in the training link. They often dare not share the business skills and knowledge they have accumulated and learned at the executive level with team members, worrying that they will squeeze out their positions after learning these methods. This is the lack of training concept.
In this case, when your superior promotes you to be a supervisor, your responsibilities are no longer pure business execution, but management + execution. On the one hand, you need to use your business experience to maintain performance, and on the other hand, you need to learn management to help the company cultivate more business talents. As a business expert, you don’t want to teach team members business knowledge, which is a manifestation of lack of professionalism. However, many people are very worried about “what should I do if I teach others”. If you have been worrying about this problem, it means that you do not have a “growth mindset”, because in the process of teaching team members, you are exercising the ability to “cultivate the growth of others”. Assuming that you can train more supervisors for the company as a supervisor, you will soon be promoted to a manager. Similarly, assuming that you can train supervisors into middle-level managers who can stand on their own as a manager, then you can be competent for the position of director, and so on.