Aufstiegschancen: „Excel statt Exzellenz“: Drei Faktoren entscheiden, wer es in deutschen Firmen nach ganz oben schafft
Viele Unternehmen befördern stets die gleichen Menschentypen und lassen die Belegschaft frustriert zurück. Experten erklären die entscheidenden Mechanismen – und was sich ändern muss.
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.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
