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.
German firms are struggling to find top talent, with hidden job searches by executives revealing doubts about current leaders and a search for replacements. Personal advisor Nicolas von Rosty explains that "many managers are waiting," becoming "shockingly immobile" in the face of crises, trade conflicts, and artificial intelligence. The search for the right person to lead is crucial, as ineffective leaders can bring a company to its knees.
Three main factors influence who makes it to the top in German firms: 1) career progression through internal promotions, often called "Kaminkarriere," which is common across various sizes of companies, from DAX-40 corporations to mid-sized firms. 2) the contrast between management and leadership, where many top managers are strong in their field but lack the skills to inspire and lead their teams.
3) the composition of successful leaders, which tends to be male, aged 50-60, with a background in economics and a German citizenship. This trend is changing as companies begin to prioritize openness, diverse experiences, and innovative thinking.
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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