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 – A growing number of secretive job searches by top executives, who are potential candidates for leadership roles, indicate that boards and entrepreneurs doubt their top talent and are seeking replacements for incumbents. Personal recruiter Nicolas von Rosty, Head of Germany at Heidrick & Struggles, states that "numerous managers are waiting," some even in a state of shock.
CEOs and business leaders hesitate to make drastic decisions amid crises, trade disputes, and artificial intelligence (AI), such as cutting jobs, relocating sites, or restructuring business models. Regardless of whether the lacking element is expertise or the right personality, the wrong choices can have catastrophic consequences.
"More than three-quarters of companies are collectively overwhelmed," notes leadership professor Bruch. Misplacements in key positions slow organizations down, as strategic decisions are not boldly made or changes are blocked. Employee turnover increases, talent goes missing. Productivity and innovation plummet. This article explores why unsuitable leadership comes to the top and how it can be improved. Three factors play a decisive role.
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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