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 hidden job searches by top-ranking personal recruiters indicate that boards and entrepreneurs doubt their top performers, seeking replacements for the incumbents. Nicolas von Rosty, the head of Heidrick & Struggles in Germany, observes that "many managers are waiting," some even in a state of shock.
CEOs and business leaders hesitate to make major decisions amid crises, trade conflicts, and artificial intelligence (AI), such as reducing staff, relocating sites, or restructuring business models. Whether it is a lack of relevant experience or an unsuitable personality, the wrong individuals can cause disastrous consequences. "Read also: Leadership Professor Bruch: 'More than three quarters of companies are collectively overwhelmed'"
Mismatches in key positions hinder organizations, as they lose their momentum due to reluctance to take bold strategic decisions or block changes. Employee turnover rises, talent retention decreases, productivity and innovation decline. The article explains that three factors play a significant role in this issue.
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