Aufstiegschancen: „Excel statt Exzellenz“: Drei Faktoren entscheiden, wer es in deutschen Firmen nach ganz oben schafft

Three factors determine who rises to the top in German firms: promotion career, management versus leadership, and offboarding unsuitable leaders.

Factor one, promotion career, involves loyalty over performance. Promotions in Germany often result from internal career ladders, moving from team leaders to CEOs. In DAX-40 companies like BASF, BMW, Continental, DHL, Rheinmetall, RWE, and Zalando, 66% of CEOs were promoted internally. Success in these careers often comes from deep familiarity with the organization and strong loyalty, but this model is outdated.

It lacks exposure to alternative organizational forms or leadership concepts, and may hinder innovation and creativity.

Factor two, management versus leadership, involves managing tasks rather than inspiring and guiding employees. Successful top managers are technically strong but weak in employee leadership. Focusing on processes, budgets, and following established structures stifles innovation and creativity, leading to stagnation. Effective leaders should focus on vision, values, and employee motivation rather than merely managing tasks.

Factor three, offboarding unsuitable leaders, involves recognizing when leaders are poorly suited for their roles and replacing them. This includes considering external candidates and returning experienced leaders who have gained new perspectives through interim management or entrepreneurship. By introducing more diversity, experience, and innovation, companies can improve their overall performance and adapt to disruptive technologies, global crises, and increasing innovation demands.