老同志们不仅注重操作技能的精准传授，更将安全意识、作风养成、情景意识构建等支撑技术能力充分 发挥的"软实力"贯穿始终，通过反复练习、即时讲评、案例复盘等方式，帮助见习人员厘清技术要点、 规避操作误区，深化对程序管制工作内涵的理解，缩短成长周期，不同于常规的跟班见习，提供了更多 主动操作和深度思考的空间，能够在贴近实战又相对宽松的环境中大胆尝试技术运用、及时纠正技术偏 差，对建立指挥信心、理顺工作思路，快速提升核心技术应用能力起到了至关重要的加速作用。 由资质建设小组策划组织、全员响应的程序模拟机专项培训，是科室加强"三基"建设、以技术能力提升 夯实安全根基的具体体现。空管技术能力的持续提升是航空业高质量发展的必然要求，不仅有效提升了 见习人员的业务技术能力，帮助他们快速具备独立上岗的技术底气，也为放单管制员提供了教学相长、 反思巩固技术要点的平台，进一步梳理了技术应用中的优化方向，实现了全员技术能力的协同提升。同 时，培训进一步浓厚了比学赶超、互帮互学的团队学习文化，为技术经验的传承与创新奠定了良好基 础。 长期以来，青海空管分局持续探索和创新培训模式，聚焦空管技术发展前沿，将"传帮带"精神融入资质 能力建设 ...

后巷支行通过"师徒传帮带"，让老员工的匠心与经验得以延续，助力新生力量成长，使服务"三农"的精 神薪火相传。 朱迪 "没有不会办的业务，只有不愿学的态度。"陈建明常以此勉励年轻同事。面对业务转型、服务升级与风 控强化的挑战，他深知扎实基本功的重要性。从单据规范、系统操作到客户沟通、应急处理，他将多年 经验凝练为易懂要点，耐心指导，尤其注重培养新员工的合规与风险意识，让"准确性为首"深植于心。 备赛期间，陈建明为新员工量身定制训练计划，利用班后时间组织点钞、传票翻打、对公及零售业务等 专项练习。他将心得编成易记口诀，助力新人快速掌握要领。获奖员工感慨："陈师傅指导细致实用， 总能指出关键问题，他不仅是业务导师，更是职业引路人。" 江南时报讯 在丹阳农商银行后巷支行，主出纳陈建明虽临近退休，仍坚守一线。他是行里公认的"业务 全能手"，更是一名乐于奉献的传带者，将三十余年经验悉心传授给年轻员工。在丹阳农商银行第十三 届业务技能比赛中，陈建明指导的后巷支行新员工团队表现突出：朱迪获零售业务第一名、翻打传票第 二名，朱迪与庞津同获"新人奖"。这份佳绩，正是陈建明"传帮带"理念的生动写照。 ...

无私分享传经验，带动团队共提升 中国民航网 通讯员王俊锟 报道：在首都机场安检现场，安检员刘世雄是同事眼中"快准狠"的图像识别 高手——面对X光机屏幕上飞速流转的行李影像，他总能精准捕捉违禁品的"蛛丝马迹"，2025年，他凭 借屡居前列的查获量三次获评"公司级月度岗位技术能手"。从入职时的"安检小白"到一致认可的"业务 标杆"，他用执着钻研练就过硬本领，以无私分享带动团队共进，在平凡岗位上书写着民航安检人的责 任与担当。 "一个人的优秀不算真优秀，团队过硬才是真安全"，成为业务标杆后，刘世雄主动扛起"传帮带"的责 任，把"刘氏判图法"和实战经验毫无保留地分享给同事。他牵头组建"图像识别兴趣小组"，定期开展专 题研讨和对抗比赛，改变以往枯燥的培训模式，让大家在互动中提升技能；收集各类新型违禁品图像， 整理制作《新型禁限带物品识别指南》，在科室范围内推广教学；针对"三新"员工判图慢、易混淆生活 物品的问题，他推行"一对一师徒结对"，手把手带教分区扫描、特征锁定等技巧，还把自己的"识别对 照表""错题本"供大家参考学习。在安检现场，遇到复杂疑难图像时，他会主动和同事共同分析，拆解 识别思路；每逢技能比武前，他还会分 ...

意味着这一传统将衍生至教练席，对于功力深厚的老马而言，培养一位全新的接班人，或许是比带领上 海女足重回国内足坛领先行列，更大的挑战。 放眼世界足坛，老帅选择接班人的难度，从来都比想象中更大。弗格森选择的莫耶斯，在曼联未能执教 满一个赛季；接班温格的埃梅里，在阿森纳黯然下课；接替安切洛蒂执教皇马的阿隆索，正遭遇伯纳乌 球迷的质疑……这些都证明，当教练不易，肩负选择未来接班人任务的老帅，更不易，能在一个四大皆 空的赛季后接过上海队教鞭，还要兼顾一个难度比很多人想象中大不少的任务，明年将满69岁的马良行 教练，值得更多的掌声与支持。 老帅马良行勇挑重担，上海女足的年轻教练们，也需要努力把握机会。毋庸讳言，当今的足坛，不论男 女足主帅都呈现出年轻化趋势。上海女足此番邀请马良行出山，除了力争在短时间内帮助球员提升技术 水平和精神力，让球队早日找回昔日荣光外，也有一些为年轻教练铺路的意思。对于年轻教练，以徐根 宝、马良行为代表的老帅，从来都关爱有加。孙雯和水庆霞上任上海女足主帅初期，马指导都在背后甘 当绿叶，为新帅出谋划策。此番有老帅"冲锋在前"，为后辈遮风挡雨，新生代教练更应该珍惜难得的机 会，功成名就前的穆里尼奥，曾 ...

教育帮扶的暖流，同样浸润着语文教研组。很多个深夜，科右前旗中等职业学校教师范蕾蕾的手机屏幕 依然亮着，对话框中是北京市海淀区中关村中学支教教师张洁发来的密密麻麻的教案修改意见。为备战 全盟教学基本功大赛，一堂45分钟的课，教学设计经过20多次推敲直至完善，最终范蕾蕾在强手如林的 盟级比赛中荣获一等奖。 "张老师教我的，不是某一篇课文怎么讲，而是一种'深度教学'的思维范式。"范蕾蕾说，在张洁的指导 下，她跳出逐字逐句讲解的局限，以《念奴娇·赤壁怀古》为范例，引导学生掌握提炼诗词的情感逻辑 与鉴赏方法，掌握可迁移的学习能力。更可贵的是，范蕾蕾将这套方法论认真地传授给年轻教师，形成 了"名师传骨干、骨干带新人"的"传帮带"闭环。 张洁的言行也深深感染着身边每一位教师。她连续两年将个人有限的团建经费用于为语文组选购专业书 籍，并常常分享："书不在多，在于有用；读不在泛，在于精透。"日常教研中，张洁积极营造"随时研 讨、相互激发"的浓厚氛围。"以前有热情却不知如何发力，现在有了方法指引，更有了团队支撑。"年 轻教师萨如拉说。 "帮扶老师终会离开，但理念和方法已经在职校生根发芽。"北京市信息管理学校援派校长花峰表 示，" ...

Core Viewpoint - The article highlights the importance of mentorship and talent development at the State Grid Shanxi Electric Power Research Institute, emphasizing the launch of the "1363" development plan aimed at enhancing the skills of young employees through structured mentorship programs [1][2]. Group 1: Development Plan - The "1363" development plan focuses on enhancing the capabilities of six talent tiers: researchers, scientific experts, craftsmen, professional masters, young talents, and young experts [1]. - The plan is built on three mechanisms: mentorship, nurturing, and error tolerance, which serve as foundational support for talent development [1]. Group 2: Mentorship Program - The "Hundred People Nurturing" initiative was officially launched in July 2025, involving 103 young employees under 40 years old, with less than 10 years of service, who signed mentorship agreements [1]. - Among the participants, 75 are identified as young backbone personnel, and 28 are advanced researchers with doctoral degrees, representing 86% of the young employees under 40 [1]. Group 3: Learning Environment - Since the initiation of the mentorship program, young employees have actively sought guidance from their mentors, fostering a positive interactive atmosphere [2]. - Notable mentors have emerged, including masters in various fields such as Wang Wenquan in relay protection and Yu Hua in substations, recognized for their rigorous scholarship and strong sense of responsibility [2]. Group 4: Cultural Impact - The publication of the commemorative book "Passing on the Torch—Guides in Time" aims to create a strong culture of respect for teachers and education, motivating employees to strive for excellence in electric power technology [2].

Core Points - Guangdong team won the gold medal in the men's synchronized 3m diving event at the 15th National Games with a score of 447.54, marking the fourth gold medal for the team in diving at this event [2] - Athlete Xie Siyi expressed the challenges of competing at 29 years old and the difficulty of returning to form after a break post the Paris Olympics, highlighting the physical demands of the sport [2][3] - Xie Siyi dedicated the gold medal to his son and emphasized the importance of family support in his career [2] - The Guangdong diving team has already secured four gold medals in the current National Games, showcasing the team's strength and unity [3] Athlete Insights - Xie Siyi hopes to extend his professional career and maintain his competitive state, acknowledging the ups and downs of an athlete's journey [3] - He selected Huang Bowen as his partner due to his hard work and determination, emphasizing the importance of synchronization and technical compatibility in partnerships [3] - Xie Siyi aims to pass on his experience to younger team members, fostering a supportive environment within the Guangdong diving team [3]

Core Viewpoint - The Shanxi Electric Power Research Institute emphasizes the importance of mentorship and talent development through a program called "Passing on the Flame," which aims to enhance the professional skills of its employees and foster a culture of technical innovation [1][3]. Group 1: Mentorship and Talent Development - The "Passing on the Flame" initiative is a traditional method for accelerating talent cultivation, which has gained new significance as the electric power industry evolves rapidly [1]. - The institute has launched the "1363" development plan to create clear growth pathways for various talent categories, focusing on enhancing six tiers of talent within three sequences: research, technology, and youth [3]. - A total of 103 young employees under 40, who have been with the institute for less than 10 years, have signed mentorship agreements with their professional mentors as part of the "Hundred People Mentorship" initiative [5]. Group 2: Implementation and Impact - The mentorship program has fostered a strong learning culture, with mentors actively teaching skills, methods, and experiences to young employees, who are eager to learn and often seek guidance beyond working hours [7]. - The institute has published a commemorative booklet titled "Passing on the Flame—Guides Through Time," which includes 47 articles reflecting on past mentorship experiences, further promoting a culture of respect for teachers and education [9][10].

Core Viewpoint - The company emphasizes the importance of mentoring and personal development for new employees, aiming to integrate them into the broader context of reform and development [1] Group 1: Employee Development Initiatives - The company organized a mentoring event for new employees to help them identify career paths and personal growth opportunities [1] - New employees participated in a signing ceremony for the "Mentor-Mentee Contract," symbolizing their commitment to learning and development [1] - The event included the distribution of welcome gifts to new employees, reinforcing the company's supportive culture [1] Group 2: Mentorship and Leadership - The company highlighted the role of experienced mentors in guiding new employees, focusing on political leadership, personal support, and career development [1] - Mentors shared their insights on being effective guides and supporters, emphasizing the importance of high-quality party building in talent development [1] - The "transmission and assistance" mechanism was established to create a growth platform for new employees, showcasing the company's commitment to nurturing young talent [1]

Core Viewpoint - The article highlights the dedication and professional growth of He Yali, a key operator at Qixiang Tengda Chemical, emphasizing her contributions to safety, efficiency, and team development in the chemical industry [1][2][3][4] Group 1: Professional Development - He Yali joined Qixiang Tengda in 2010 and recognized the knowledge gap between herself and her colleagues, prompting her to actively seek learning opportunities and participate in training [2] - She has accumulated extensive practical knowledge and has been involved in the construction and commissioning of significant projects, including a 450,000-ton/year dehydrogenation unit [2] Group 2: Safety and Operational Excellence - In her role at the chemical plant, He Yali focuses on critical indicators to ensure the safe operation of the dehydrogenation unit, likening the importance of the reaction unit compressor to that of a human heart [3] - Her meticulous attention to detail allowed her to identify and address a potential safety issue with a heating furnace, demonstrating her commitment to operational safety [3] Group 3: Innovation and Cost Efficiency - He Yali is recognized for her innovative approach to optimizing production processes, which has led to significant cost savings, such as reducing steam consumption by approximately 55 tons per loading cycle, saving over 42,000 yuan monthly [4] - Her proactive suggestions during team discussions have been well-received, showcasing her ability to balance safety with efficiency improvements [4]