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

German companies are facing a talent crisis, with many top executives uncertain about their capabilities and hesitant to make radical decisions amid crises, trade conflicts, and artificial intelligence. Personal recruiter Nicolas von Rosty asserts that many managers are waiting for their turn and are in a state of shock. Business leaders and CEOs are reluctant to take bold actions, such as cutting positions, relocating sites or changing business models, fearing the consequences of missteps.

Three factors play a crucial role in determining who rises to the top in German firms: career progression, management versus leadership, and the need for more openness, particularly for candidates who switch between large corporations and mid-sized companies. Career progression, or "Kaminkarriere," is common in Germany, with many CEOs promoted internally from lower positions.

This path often results in a homogeneous group of white males aged between 50 and 60 with business degrees and German citizenship. However, this approach has limitations, as those who internally advance may lack exposure to alternative organizational forms or leadership concepts.

Management versus leadership is another critical factor. Many top managers are highly skilled in their technical roles but lack the skills needed for effective employee leadership. They often focus on managing processes, controlling budgets, and following predetermined structures, rather than inspiring, innovating, or taking risks. This approach can stifle creativity, motivation, and the sense of purpose among employees.

The third factor is the need for more openness, especially for candidates who move between large corporations and mid-sized companies. Private financial investors like Blackstone and KKR are increasingly valuing external executives who can make decisions without being influenced by internal networks. Similarly, returning employees who have gained new experiences as interim managers or entrepreneurs are often given more opportunities.

Encouraging more movement within the workforce, including between corporations and mid-sized companies, can bring diversity, experience, and innovation to German firms.