{
  "id": 2116425,
  "title": "Aufstiegschancen: „Excel statt Exzellenz“: Drei Faktoren entscheiden, wer es in deutschen Firmen nach ganz oben schafft",
  "url": "https://urgent.news/2026/08/20/aufstiegschancen-excel-statt-exzellenz-drei-faktoren-entscheiden-wer",
  "topic": "business",
  "section": "Business",
  "published": "2026-08-20T10:38:00.000Z",
  "source": {
    "name": "Handelsblatt",
    "slug": "handelsblatt",
    "url": "https://www.handelsblatt.com/karriere/fuehrungskraefte-welche-mechanismen-ueber-befoerderungen-im-unternehmen-entscheiden/100147821.html"
  },
  "original_language": "de",
  "account": "Title: \"Excel instead of Excellence\" – Three Factors Determine Success in German Companies\n\nRecently, more hidden job searches by senior personnel consultants reveal that board members and entrepreneurs doubt their top talents, looking for replacements. Nicolas von Rosty, head of Heidrick & Struggles in Germany, says \"many managers are waiting around,\" even reaching a state of shock. Executives and business leaders hesitate to make radical decisions amid crises, trade conflicts, and artificial intelligence (AI). Whether lacking relevant experience or an appropriate personality, the wrong people can bring disastrous consequences. The following are three factors that play a crucial role:\n\nFactor 1: Career Ladder – Loyalty beats Performance\nIn Germany, top positions often result from internal promotions – from team leaders to the top seat. This is known as \"Kaminkarriere\" – always moving up but staying in the same hole. An analysis of the CVs of DAX-40 chairmen, conducted by the Handelsblatt Research Institute, shows that nearly two-thirds of DAX-40 chairmen were internally promoted. This career model is diverse in successful economic captains, but it no longer appears ideal due to several reasons:\n\n1) Executives who rise internally learn their company's decision-makers and customs intensively, yet rarely encounter alternative organizational forms or leadership concepts.\n2) For every promotion, it takes the approval of many superiors, creating an environment where open opposition and diversity of opinion are seldom allowed.\n3) Those who switch to another company are often viewed as disloyal, and Führungskräfte (leaders) who do so are perceived as traitors.\n\nFactor 2: Management vs. Leadership – Managing instead of Leading\nMany top managers are technically strong but weak in employee leadership. They focus on managing processes, controlling budgets, and following pre-set structures. While this works, it lacks inspiration, motivation, and the courage to change. Innovation is seen as a risk, not a leadership mandate. The fear of taking responsibility often outweighs the desire to shape the future. Gabriele Thiel, an automotive industry manager, points out that many top managers excel in managing but lack leadership skills. She advocates for a \"visionary\" leadership ideal instead of merely \"exceling.\"\n\nFactor 3: Need for Change in Career Paths and Talent Development\nCareer paths and talent development need to be reconsidered. Companies shouldn't necessarily fill CEO positions internally merely because they have been kept open for years. External candidates should be given more consideration, as private financial investors like Blackstone or KKR do. Former employees who have gained new experiences as interim managers or entrepreneurs should also be given opportunities. Overall, increased openness, including for those who move between corporations and medium-sized enterprises, can bring more movement to the job market and add diversity, experience, and innovation to businesses.",
  "summary": "Viele Unternehmen befördern stets die gleichen Menschentypen und lassen die Belegschaft frustriert zurück. Experten erklären die entscheidenden Mechanismen – und was sich ändern muss.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 2,
    "also_reported_by": [
      {
        "outlet": "Handelsblatt",
        "title": "Aufstiegschancen: „Excel statt Exzellenz“: Drei Faktoren entscheiden, wer es in deutschen Firmen nach ganz oben schafft",
        "url": "https://urgent.news/2026/08/19/aufstiegschancen-excel-statt-exzellenz-drei-faktoren-entscheiden-wer",
        "published": "2026-08-19T12:29:00.000Z"
      }
    ]
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}