I think the issue of skill growth (call it training, professional development, or just 'experience') is fundamental. Too often (in my humble experience), managers have some performance metric that is taken as the gospel truth, and direct their efforts to moving that metric in whatever direction suits their bonus. This has the effect of creating a 'production line' mentality, focusing on short term results and the 'quick fix'. Instead, providing workers with the opportunities to deepen their understanding, and then find new ways to apply their learnings, creates innovative solutions to problems that will improve the metrics by default.