{
  "id": 4141376,
  "title": "Aufstiegschancen: „Excel statt Exzellenz“: Drei Faktoren entscheiden, wer es in deutschen Firmen nach ganz oben schafft",
  "url": "https://urgent.news/2026/08/29/aufstiegschancen-excel-statt-exzellenz-drei-faktoren-entscheiden-wer",
  "topic": "business",
  "section": "Business",
  "published": "2026-08-29T08:02:00.000Z",
  "source": {
    "name": "Handelsblatt",
    "slug": "handelsblatt",
    "url": "https://www.handelsblatt.com/karriere/fuehrungskraefte-welche-kriterien-entscheiden-wirklich-ueber-ihre-befoerderung-01/100147821.html"
  },
  "original_language": "de",
  "account": "A growing number of headhunters and managers are expressing doubt about the capabilities of current top executives in German companies. Personal recruiters warn that oversight committees and business owners are seeking replacements for those in key positions due to concerns about their performance during crises, trade conflicts, and the rise of artificial intelligence.\n\nPersonal recruiter Nicolas von Rosty, head of Heidrick & Struggles in Germany, notes that many managers are waiting for the right moment, some even in a state of shock. CEOs and business leaders are hesitant to make radical decisions amid crises, trade conflicts, and artificial intelligence advancements, such as cutting positions, relocating facilities, or restructuring business models. Irrespective of any lack of relevant experience or suitable personality, the wrong individuals can lead to disastrous consequences.\n\nMisplaced placements in crucial positions hinder organizations, as they lack the courage to make bold strategic decisions or block changes. Employee turnover increases, leading to lost productivity and innovation. The story explores three main factors that play a significant role in this issue.\n\nFactor one: career ladder - loyalty beats performance. Top positions in Germany often result from internal promotions, moving up from team leader to the chair. Almost two-thirds of DAX 40 CEOs were internally promoted, with notable examples including BASF, BMW, Continental, DHL, Rheinmetall, RWE, and Zalando. While this career model has historically produced successful business leaders, it may no longer be ideal due to several reasons. Internally promoted individuals become deeply familiar with their company's decision-makers and customs, but they rarely encounter alternative organizational forms or leadership concepts. This lack of exposure to different possibilities may hinder their ability to address challenges effectively.\n\nFactor two: management versus leadership - managing instead of leading. Many top managers are highly skilled in their field but lack the skills needed to lead and inspire their employees. They focus on controlling processes, controlling budgets, and adhering to predefined structures. While this approach can be effective, it often lacks the passion, inspiration, and willingness to take risks needed to drive change and foster innovation. Managers at every level, from team leaders to CEOs, seem to be more focused on \"Excel\" rather than \"Excellence.\"\n\nFactor three: the importance of innovation and fresh perspectives. Focusing solely on Excel, rather than striving for excellence, leads to a lack of motivation, energy, and a sense of purpose among employees. Personal recruiter Nicolas von Rosty believes that external candidates should be given more opportunities, as those who come from outside the company can bring new ideas and perspectives that internal candidates may not possess. Furthermore, promoting career mobility between established corporations and smaller businesses could bring more diversity, experience, and innovation to German companies.",
  "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": "Opportunities for advancement: \"Excel instead of excellence\": Three factors determine who makes it to the top in German companies",
        "url": "https://urgent.news/2026/08/25/aufstiegschancen-excel-statt-exzellenz-drei-faktoren-entscheiden-wer",
        "published": "2026-08-25T12:55:00.000Z"
      }
    ]
  },
  "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."
}