Opportunities for advancement: "Excel instead of excellence": Three factors determine who makes it to the top in German companies
Many companies always promote the same types of people and leave the workforce frustrated. Experts explain the key mechanisms - and what needs to change.
Düsseldorf – An increasing number of subtle job searches by top-level executives reveal that boards and entrepreneurs doubt their star performers and seek replacements. Personal advisor Nicolas von Rosty, global head of Heidrick & Struggles in Germany, notes that "many managers wait", even becoming "completely frozen with shock".
Company leaders and CEOs hesitate to make drastic decisions amidst crises, trade conflicts, and artificial intelligence (AI), such as downsizing, relocating operations, or redesigning the business model. Regardless of whether lacking relevant experience or suitable personal qualities, the wrong people in key positions can derail organizations, reducing agility through reluctance to take bold strategic decisions or blocking necessary changes.
Employee turnover rises, talent retention suffers, productivity and innovation plummet. The report identifies three critical factors determining who ascends to the top in German companies.
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