Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.

TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.

TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.

TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.

不通过受体，直接抑制中枢

诱导生成一种新蛋白质而起作用

作用于苯二氮卓受体，增加GABA与GABA受体的亲和力

作用于GABA受体，增加体内抑制性递质的作用

类似巴比妥类的作用

现在大部分中国市场的销售公司历史都很年轻。

目前中国市场的销售公司主要都是由该国的年轻人创办的。

目前向中国市场销售产品的公司主要针对的是该国的年轻人。

交易双方是亲戚

购买相邻房地产

交易税费都由买方承担

卖方不了解市场行情

不通过受体，直接抑制中枢

作用于苯二氮受体，增加GABA与GABA受体的亲和力

作用于GABA受体，增加体内抑制性递质的作用

诱导生成一种新蛋白质而起作用

让服务做到尽善尽美，无可挑剔

让游客得到替代性、补偿性满足

引导游客往好处想

撤销投诉部门

现在大部分中国市场的销售公司历史都很年轻。

目前中国市场的销售公司主要都是由该国的年轻人创办的。

现在往中国市场销售产品的公司主要招聘该国的年轻人。

目前向中国市场销售产品的公司主要针对的是该国的年轻人。

内存储器

硬盘

光盘

Cache

交易双方曾经有过业务联系

出售方急于出售

交易税费全由买方承担

卖方不了解市场行情

特殊交易方式的交易

交易双方曾经有过业务联系

购买相邻房地产

交易税费由买方负担

卖方不了解市场行情

价格中包含非房地产成份的交易