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 concealed job searches by senior executives, who are in charge of appointing new executives, reveal that supervisory boards and entrepreneurs doubt their top talents and seek replacements for those in office. Nicolas von Rosty, Head of Heidrick & Struggles in Germany, notes that many managers are waiting out the storm and have become shockingly immobile.
Company executives and business leaders are hesitant to make radical decisions amidst crises, trade conflicts, and Artificial Intelligence (AI), such as downsizing, relocating, or restructuring the business model. Whether it's a lack of relevant experience or the wrong personality, the wrong individuals can cause disastrous consequences.
"More than three quarters of companies are collectively overwhelmed," says leadership professor Bruch. Misplacements at key positions stifle organizations by reducing their agility, as strategic decisions are not boldly made or changes are blocked. Employee turnover rises, talent is lost, productivity and innovation plummet. This article explains why unsuitable leadership emerges and how it can be improved, detailing three pivotal factors.
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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