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.
The article "Aufstiegschancen: „Excel statt Exzellenz“" discusses the factors that determine who rises to the top in German companies. Personal consultant Nicolas von Rosty, head of Heidrick & Struggles in Germany, notes that many managers are waiting, sometimes in shock, to be replaced due to crises, trade conflicts, and artificial intelligence (AI).
Failing to appoint the right person can have disastrous consequences for the organization, leading to a loss of momentum, blocked changes, and declining productivity and innovation. Three factors play a significant role in this situation: firstly, career progression, which often results in internal promotions from team leader to chief position over years.
Nearly two-thirds of North German DAX-40 CEOs were internally promoted, including those at BASF, BMW, Continental, DHL, Rheinmetall, RWE, and Zalando. Secondly, the discrepancy between management and leadership, where many top managers are highly skilled but lack the ability to inspire and lead employees. Thirdly, the importance of open-mindedness and flexibility, suggesting that companies should consider external candidates more and allow for movement between corporations and the middle market to bring more diversity, experience, and innovation to the workplace.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
