Boss promotion should be divided into three stages, start-up period, development period and expansion period.

In the start-up stage, who are the leaders looking for? Leaders are looking for people who can replace themselves, because leaders are very comprehensive, and leaders can achieve 80 or even 100 points in every aspect, but at this time you will find that it is very difficult to lead a doppelganger. In the start-up stage of the company, each founder has to be exquisite, all-encompassing, but what is to be solved at this time? If one of the eight sides can be assigned to one person, if the eight sides can be divided into eight people, then these eight people will inevitably be promoted, which is the initial period of the company.

Why? Because the company's start-up period, the company's business is the boss, the company's culture is the boss culture, the company's future is the boss's future, when you pass the start-up period, the company has been built, the company has begun to develop, then this time is the development period, and the development period is the people who enlarge the boss.

Amplify the will of the boss, amplify the boss's thinking, amplify the boss's intention, at this time we need to have a very important vocabulary, and you must remember it, what is it called? It's called Strategic Intent!

Can you spot the strategic intent of your boss? When the company is in the development period, the boss is not doing one thing for money, the company has solved the production problem, then the next thing is to solve the speed problem, speed is that you have to have strategic thinking, so at this time you have to amplify, the past is to copy, you can do 100% on the line, but now you can do 200%, 300%, at this time what you have to do is to surpass the boss, but when the company has reached the expansion period, when the rapid expansion period, what do you have to do?

What you want to do is to replace the boss, that is to say, whether you are at this point, you don't need the boss to use your brain at all, it's not the boss who gives you advice, but you give the boss advice, and you will find out why we say that the bigger the company, the more meetings there are? The smaller the company, the less likely it is to have a meeting? Because the boss of a small company can make decisions alone, but a large company needs countless top heads to work together to make suggestions, and finally the boss will make the decision.

If, at this time in the expansion period of a company, your ability can only replace the boss, then sorry, this company does not have your opportunity at all, why? Because all the executives of the company are beyond the boss, and they are all people who are stronger than the boss in a certain professional field. Therefore, stepping into different identities at different stages and solving different problems is a fundamental logic for the boss to promote different people.

Therefore, in the initial stage of the company, leaders need to look for people who can replace themselves. Because at this stage, the company's business and corporate culture are closely related to the personal characteristics and abilities of the boss. At this stage, the boss needs to gradually translate his abilities in all aspects into the capabilities of the team, so that he can better control the overall situation. Those who are promoted at this stage need to have comprehensive abilities and qualities to be able to handle a variety of tasks and roles to help the company get through the start-up period.

In the development period of the company, leaders need to look for people who can amplify themselves. At this stage, companies need more professionals to support the rapid expansion and complexity of their business. The person who is promoted needs to have the professional ability and strategic thinking to surpass the boss, and be able to become the core strength of the company in a certain field or aspect. At this stage, leaders need to give more autonomy and decision-making power to the people being promoted, so that they can drive the progress and development of the business autonomously.

During the company's expansion, leaders need to look for people who can lead the company's future growth. At this stage, the company already has a stable business and corporate culture, and leaders need to think about how to keep the company ahead of the curve and continue to grow in the future. Those promoted need to have innovative thinking and forward-looking strategic vision, and be able to play a leading role in the company's future development. Therefore, at different stages of development, leaders need to promote different types of talents to meet the company's development needs.