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 discreet job searches by senior personnel consultants reveal that board members and entrepreneurs doubt the competence of their top talent, leading them to seek replacements. Nicolas von Rosty, Head of Heidrick & Struggles in Germany, explains that "several managers are holding back," even going so far as to become "deadly shocked."
CEOs and business leaders hesitate to take decisive actions amid crises, trade conflicts, and artificial intelligence (AI), such as reducing staff, relocating facilities, or restructuring the business model. Regardless of whether there is a lack of relevant experience or appropriate personality, the wrong individuals can cause catastrophic consequences. "Three factors determine who reaches the top in German firms."
Failing to place the right people in key positions hinders organizations, reducing their agility due to the absence of bold strategic decisions or changes being blocked. Employee turnover rises, and the loss of talented individuals occurs. Productivity and innovation decline. This article explains why unsuitable leadership emerges and offers insights on how to improve the situation.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
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