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 discreet job searches by executives leading to top positions reveal that board members and entrepreneurs doubt their top performers, seeking replacements for incumbents. Nicolas von Rosty, Heidrick & Struggles' Germany chief, notes that "numerous managers are waiting," some even in a state of shock.
CEOs and business leaders hesitate to make radical decisions amid crises, trade conflicts, and artificial intelligence (AI), such as cutting positions, relocating sites, or redesigning business models. Regardless of whether there is a lack of relevant experience or the right personality, the wrong choices can have disastrous consequences.
Read more: Leadership Professor Bruch: "More than three quarters of companies are collectively overwhelmed" Inadequate placement at key positions hinders organizations, reducing their agility as strategic decisions are not boldly made or changes blocked. Employee turnover rises, talents depart, productivity and innovation plummet.
This article explains why unsuitable leadership appears at the top, and how to improve. Three factors play an important role.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
