從資本流動(dòng)的角度來(lái)講，資本總是會(huì)進(jìn)入更有吸引力的行業(yè)；從人才流動(dòng)的角度看，人才也總是會(huì)從競(jìng)爭(zhēng)激烈的行業(yè)向新興的行業(yè)轉(zhuǎn)移，向更有利于人才發(fā)展的朝陽(yáng)行業(yè)轉(zhuǎn)移。這就是人才的行業(yè)梯度轉(zhuǎn)移。過去經(jīng)濟(jì)高速發(fā)展10年，一些行業(yè)快速地進(jìn)入高度集中的競(jìng)爭(zhēng)時(shí)期，這是行業(yè)競(jìng)爭(zhēng)的必然。同時(shí)這些行業(yè)高度集中的企業(yè)的人才在本行業(yè)甚或本企業(yè)發(fā)展受限的時(shí)候，除少部分人開始尋求創(chuàng)業(yè)之路外，更多的人開始放眼更廣闊的行業(yè)，被迫選擇跳行。這也是人才發(fā)展的要求和必然。 

The progress and development of marketing personnel we usually talk about are more based on promotion and progress within the enterprise.

Although the same marketing system different positions for ability matching requirements are different, but for most of the enterprise marketing personnel development, still follow the grass-roots business representatives to regional managers, and then to the district manager, marketing vice president and other positions promotion path.

For industry or enterprise, it can be called the growth rule of talents.

For most talents, the opportunity to grow into the vice president of a business is very small. In addition to continuous improvement in the position of regional managers, internal opportunities or even occasional factors become the ceiling of individual career development.

The basic marketing disciplines we can see in textbooks are the same.

In other words, the general theory of marketing in universities is the same. It summarizes the general rules of marketing in all walks of life.

When marketing personnel are applied, they should combine the industry characteristics and the present situation of enterprises.

In other words, it is understood that different industries and enterprises have some common marketing principles and laws, which must surpass the general phenomenon of industry or enterprise.

What are these laws?

It must be based on the functions of marketing management, human resource management, leadership, organization, coordination and so on, and it can be applied to most enterprise management.

This is why we often see that some large conglomerates often dig up other industries when hiring senior managers.

The hiring and selection of the executive level (the next level of the district manager) is more likely to be employed within the industry.

This can be used in a Chinese saying to describe the above truth: "intercourse is not unreasonable" is relative to the top management of enterprises, "interlacing is like mountain separation" is more for the executive level.

In this way, there is a paradox: a marketer wants to further develop, in terms of career planning in the medium term, skipping is the necessary choice; and if a salesperson wants to skip, he must sacrifice some of the original vested interests, including duties and income.

This is the confusion of most "successful" marketers.

If the above choice is made, the career development curve will be low, and whether or not we can go smoothly to the leading position still need to work hard and work hard.

It is difficult for ordinary marketers to decide to challenge themselves.

If the mindset is not adjusted, it can not start from scratch. In fact, the success may be very small.

In this case, how should marketers choose to jump?

Are there any other paths that are more efficient or higher?

Methodological speaking, there are bound to be other options.

Choose one: jump to the marketing management department or marketing department of other enterprises.

This is one of the better paths.

By working in the management department or marketing department of the new industry, we can learn and understand the knowledge and characteristics of the industry quickly, and help form a good communication with the horizontal management department of the enterprise.

Once they are well prepared, the CEOs will give priority to selecting reliable people around them to "put in an extra term" to achieve their strategic will, and they can "re emerge".

More importantly, when working in the departments of traditional Chinese medicine, they can also make up for their deficiencies in the level of marketing implementation, and learn and grow quickly.

These knowledge and abilities are exactly what the boss must do, such as strategy consciousness, general view, writing ability and coordination ability.

A person who has worked as a district manager and has been a manager of strategic department is one of the candidates of marketing manager.

Choose two: be a marketing vice president to a smaller company.

For highly competitive industries, the demand for talents of different brand status is different.

Large enterprises may emphasize more about strategy and brand operation, while small businesses emphasize more on learning management norms for large enterprises.

No doubt, the appointment of excellent regional managers in large enterprises as their vice president of marketing can rapidly improve the overall management level of marketing within the enterprise.

Small businesses need talents.

For regional managers, it is undoubtedly a good chance to enhance their own marketing opportunities if they have the opportunity to take charge of the entire marketing work in the enterprise.

Although the sparrow is small, it has five zang organs.

In the marketing vice president position of small businesses, it is also possible to get a general marketing management principle which is interlaced and unreasonable. This is what is necessary for jumping.

For employers in the new industry, if there is a lack of practical skills in some industries, he is sure that the newcomers are better at management or strategy.

No one can be perfect, but no advantage.

This is the mentality of selecting and employing people.

    上述兩種選擇都是可以達(dá)到曲徑通幽的目的的，如果你還在困惑，請(qǐng)你堅(jiān)定地選擇一條路走下去，你肯定是成功的！