But think of it like this: Instead of having MULs mostly flounder and "learn on the job," mentorship offers the opportunity to shorten the learning curve by providing more consistent support along the way. Considering that MULs can impact dozens of GMs, hundreds of employees, and thousands and millions of customers, pairing up an established MUL with a new leader for a few weeks seems like a much smaller sacrifice.
2. Round out the Skillset
I'm a firm believer that cultural fit can often trump a candidate's qualifications. However, MULs require an entirely different skillset than GMs, some of which may not be easily teachable. In general, the GM skillset leans slightly more toward hard skills, while successful MULs need a heavier dose of soft skills.
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