Why are senior leaders often not promoted from middle-level cadres, but airborne from outside?

In fact, I have always been puzzled by this question. Because my previous enterprise also had such problems, I have been paying attention to laying off more people, but I have been hanging the information of recruiting marketing directors and scientific research directors. At the same time, I continued to participate in many job fairs for high-end talents, and there was still no progress. The director of scientific research introduced by the attracted branch from colleges and universities is also facing the situation of parting ways because he does not keep pace with the enterprise. Despite the rapid development of the country in recent years, high-end talents in various fields are relatively scarce; All kinds of companies are sprouting like small bamboo shoots, the self-employed elites are cocky, and people from all walks of life flock to start companies; The relative shortage of high-end talents and the relative overcapacity of the company lead to the divergence of high demand for high-end talents;

Other companies like to dig up high-end talents, so if their own companies don't do that, they look like dirt. Many people enter other companies for promotion and salary increase by leaving their jobs, creating an atmosphere. Therefore, this situation will undoubtedly exist for a long time in a short time. Although there is a lot of direct evidence that the cost of upgrading and training from the internal structure is relatively high, this situation will exist for a long time because the current environment and the company's own problems cannot be properly handled. Everyone should look at it objectively and understand the company's practices from another angle. The survival rate of executives in many companies comes from defining it as a victory or defeat problem. In fact, recruitment management is not a recruitment problem, but a problem of system evolution and upgrading. In fact, everyone who enters the management team has an influence on the team and must be optimized at all levels.

For example, the first position must improve the imagination of discerning people and elite teams; Reflect on yourself, whether your call for life is attractive to others. The success of Zhaocheng management depends on the external adaptability, that is, whether there is a strategic direction to think about the management requirements. When there is a sense of urgency and expectation of success, the management will accept the current new record management. Including whether the real management can ignite themselves/surpass themselves and have the ability to develop strategic business. This kind of management is easier to operate in new enterprises. Whether they are responsible for the whole process of co-creating corporate vision's values, whether they have good rights and interests/* * * the same fate. For example, it is better to divide the money and get a lot of time to complete the integration. By introducing the same topic and scientific methodology, we can discuss technical professional issues.

Therefore, improving the survival rate of hired management also needs comprehensive consideration. Everyone's excellent talent strategy is to promote a group of smart people at low cost by introducing a few smart people with high cost. Recruiting some smart people plays a very important role in optimizing the elite management team. An enterprise may seem to have many problems, but it has its philosophy and it can develop to a certain stage. When new leading cadres come back, they usually only see the problems and ignore the advantages. It is very easy to spoil the old enterprise values. Based on this culture and art, the team atmosphere, way of doing things, code of conduct, and even small elite teams and circles are powerful friction resistance for new leading cadres to promote their work. The new leading cadres are likely to be banned, but in the final analysis, it will be someone else, if everything goes well. Once there is a problem, it is very easy to become a street mouse. When it comes to leading cadres, they will do experiments in reform and innovation. Once reform and innovation are blocked, it is relatively simple to be abandoned.