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 searches by executive recruiters for board-level positions indicate that boards and entrepreneurs are questioning their top talent and seeking replacements. Nicolas von Rosty, Head of Heidrick & Struggles in Germany, notes that many managers are waiting for their moment and some have even become shockingly rigid.
CEOs and business leaders are hesitant to make radical decisions amid crises, trade conflicts, and artificial intelligence (AI), such as reducing staff, relocating sites, or reshaping the business model. Regardless of lacking relevant experience or suitable personality traits, an inadequate fit in key roles can be catastrophic, as these blunders impede an organization's momentum.
Strategic decisions falter, changes are blocked, employee turnover rises, and talent exits. The underlying reasons for unfit executives reaching the top and how to improve are outlined by managers, headhunters, and insiders. Three crucial factors stand out.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
