Ein Gastbeitrag von Management-Coach Felicitas von Elverfeldt
Es geht vielen Menschen so, dass sie an bewährten Erfolgsfaktoren festhalten. Jedoch ist es wichtig, regelmäßig zu überprüfen, ob die bisherigen Strategien noch adäquat sind. Der zurückliegende Karriereaufstieg mag noch das Ergebnis von Erfolgen, Fachkompetenz, Arbeitseinsatz und Kontakten sein. Im Top-Management ändern sich aber die Spielregeln. Das kann sogar soweit gehen, dass die Qualitäten, die bis in das mittlere Management geführt haben, den weiteren Erfolg verhindern.
Im Top Management geht es in erster Linie darum, welches Verhalten an der Spitze Tempo und Qualität des Teams steigert, Talente freisetzt, Kompetenz sowie Glaubwürdigkeit des operativen Managements erhöht wie auch Begeisterung der Angestellten schafft. Mehr noch aber geht es im Top-Management um den Umgang mit Macht. Der irische Schriftsteller Oscar Wilde formulierte es so: „Macht ist die einzige Lust, derer man nicht müde wird.“
Die Top-Führungskräfte (ab Ebene Hauptabteilungsleiter) sind vorwiegend geprägt durch eine P-Kultur, welche für Power, Perception und Personal Benefits steht. Es geht vorwiegend um die Stabilisierung und Ausweitung des eigenen Machtbereiches, um dauerhaft Einfluss nehmen zu können, das eigene Image sowie Nutzenaspekte. Die obersten Führungskräfte sind meist hoch individualistisch geprägt, konkurrieren immer stärker und orientieren sich an adäquaten Netzwerken.
Die Sprache ist indirekt und die Haltung eher misstrauisch. Die Legitimation erfolgt über Zugehörigkeit zu einer Community. Es geht in diesen Ebenen nicht mehr nur darum, was man kann, sondern überwiegend darum, wen man kennt. Verbündete in Form von Kontakten und Netzwerken sind essenziell sowie die Kenntnis der Spielregeln. Es geht um Souveranität sowie ein inneres Anliegen als Vision.
Die Ebenen darunter leben gemäß der T-Kultur, die geprägt ist von Team, Trust und To Do. Diese sind vorwiegend teamorientiert, wollen einen sinnvollen Beitrag leisten für angemessene Anerkennung bei hoher fachlicher Orientierung.
Die Sprache ist direkt und das Verhalten eher kooperativ. Man definiert sich über Fachkompetenz und Leistung und ist eher bestrebt, Erwartungen zu erfüllen und kurzfristige Ziele zu erreichen als Maßstäbe zu setzen.
Der Wandel von der T- zur P-Kultur entsteht dadurch, dass die besten Plätze oben knapp und heiß begehrt sind und oft einen Kampf auslösen, in dem es Gewinner und Verlierer gibt. Es geht plötzlich vorwiegend um die Sicherung und Steigerung der eigenen Macht. Auch wenn man sich darüber klar sein sollte, dass die Macht als Manager nur eine geliehene ist.
Durch den Karrieresprung in das Top Management ändert sich vieles: Personen an der Spitze genießen eine ungleich höhere Aufmerksamkeit und Öffentlichkeit. Kleinste Details im Äußeren und beiläufige Bemerkungen erhalten plötzlich ein anderes Gewicht. Was gestern, im mittleren Management, noch weitestgehend zur Entspannung möglich war: ein lockeres informelles Gespräch unter gleichen, ein Scherz, der spontane Gefühlsausdruck, wird bei Mitgliedern der Champions League sogleich interpretiert, auf die Goldwaage gelegt und umgedeutet.
Nahezu jeder Äußerung wird Intention oder Inszenierung unterstellt. Daher wird das eigene Image immer wichtiger. Um in der oberen Liga zu bestehen, sind professioneller Umgang mit Macht, Rhetorik und Etikette die Basisdisziplinen. Manager können, wenn Sie eine bestimmte Hierarchieebene erreicht haben, nicht mehr auf offene Gespräche mit ihren Kollegen oder ehrliches Feedback hoffen.
Häufig fehlt dem Top-Manager ein neutraler und zugleich kompetenter Sparringspartner, um herausfordernde und anspruchsvolle Arbeits- und Führungssituationen gemeinsam zu reflektieren und Feedback zur Weiterentwicklung sowie objektiven Einschätzung von Situationen zu erhalten. So tendieren beispielsweise viele Führungskräfte dazu, ihre Mitarbeiter so zu führen wie sie selbst gerne geführt werden würden. Dies wird schwierig bei unterschiedlichen Persönlichkeiten und Mentalitäten. Es gilt hier: „Der Wurm muss dem Fisch schmecken und nicht dem Angler.“
Weiterhin gehen viele Führungskräfte davon aus, dass die Erfolgsfaktoren der Vergangenheit auch beim Sprung in die Champions League gelten.
Insbesondere das Top-Management ist häufig isoliert, was die Gefahr birgt, dass wesentliche Botschaften und Signale nicht oben ankommen. Sie erhalten selten ehrliches Feedback und es fehlt der offene Austausch, da im Dschungel der Macht eher Konkurrenz und Misstrauen herrschen. Die Vereinsamung nimmt in den oberen Hierarchien zu, auch wenn jeder Mensch auf Dialog und Beziehung hin angelegt ist. Eine Veränderung der Machtelite ist nicht leicht, da diese Kreise, vergleichbar mit dem ehemaligen Adelsstand, in der Regel eine gewisse Distanz kultivieren sowie hermetische Zugangscodes und Rituale pflegen.
Erfahrungsgemäß ist jedoch gerade diese Zielgruppe besonders dankbar dafür, Unsicherheiten ohne Gesichtsverlust anvertrauen zu dürfen, Verständnis zu erfahren sowie klare Statements zu hören.
Wenn das mittlere Management überzeugend vom oberen Management gehört werden möchte, ist es wichtig:
- Koalitionen zu bilden und vorab Meinungsbildung zu betreiben,
- die Machtverhältnisse gut zu analysieren und besonders die Meinungsbilder zu überzeugen,
- den Nutzen für die relevanten Akteure im Top Management zu adressieren,
- prägnante und komprimierte Fakten parat zu haben,
- auf Gesichtswahrung des Top Managements zu achten und Hierarchen nicht in den Schatten zu stellen.
Wer aufsteigen möchte in die Champions League, sollte vorab das Verhalten, die Spielregeln und die Machtverhältnisse genau studieren. Wichtige Fragen bei der Analyse der Machtverhältnisse sind:
- Wer will mehr von wem?
- Wer kann wem nutzen?
- Wer ist von wem abhängig?
Weiterhin sind relevante Netzwerke essentiell. Fachkompetenz allein reicht nicht mehr aus, sondern das eigene Image sowie die Beziehungen zu den relevanten Entscheidern gewinnen an Bedeutung. Wichtig ist es für sich zu klären, wozu der nächste Karriereschritt dienen soll und was das eigene innere Anliegen dabei ist sowie welchen Einsatz man bereit ist dafür zu zeigen und Klärung der Konsequenzen. Meine Empfehlung ist, denken und handeln Sie so als wären Sie bereits in der Champions League.
Über die Autorin:
Felicitas von Elverfeldt ist Psychologin sowie Autorin von „Selbstcoaching für Manager“ und arbeitet seit über 15 Jahren als Coach von Top-Managern. Zu ihren Kunden gehören Unternehmen wie BMW, Commerzbank, Daimler, Deutsche Bank und Siemens.
163 Kommentare zu “Eros der Macht”
Eine schöne und wohl leider richtige Darstellung des “echten” Lebens! Wieviel erfolgreicher könnten manche Firmen sein, wenn die Tugenden des mittleren Managements auch noch ganz oben gelten. Statt Absicherung der eigenen Position volle Kraft auf den unternehmerischen Erfolg legen, der dann allen Beteiligten zugute kommt.
Das ist auf den Punkt gebracht: ich stelle genau diese Verhaltensmuster fest und bin selbst an mancher Stelle verwundert, wenn der ‘klare Sachverstand’ dem Zweck ‘höherer’ Interessen weicht.
Erst wenn man verstanden hat, daß nicht jede Nachricht wegen ihres Deutungspotentials einfach so zu überbringen ist, greift die Erkenntnis, daß Macht etwas ist, was ‘stündlich’ überprüft gehört. Abschließend sei gesagt, daß der Fokus auf eine Unternehmensstrategie eben gerade den Blick vom Tagesgeschäft aufrichtet. Es geht quasi um einen anderen Job. Jede Innung hat ihre eigene Begrifflichkeit, warum darf es dann in verschiedenen Hierarchieebenen nicht auch ‘fremd’ -sprachig sein?
Sehr klar und gut formuliert, stellt dieser Artikel den mangelbehafteten Status Quo des Selbstverständnisses unserer Führungselite dar. Hier wäre ein zukunftsweisender Anschlussartikel opportun über das Thema:
„Wie überwinde ich mein begrenzendes Ego als Topmanager hinsichtlich Commitment zum ganzheitlichen Erfolges einer Firma und deren gesellschaftspolitischer Funktion”. Dieser Artikel schliesst mit der absolut richtigen Empfehlung: “just be part of the game”
Donnerwetter, derartige Karrieretipps lesen sich wie Hare’s Checkliste für die psychopathische Persönlichkeitsstörung. Die Entmenschlichung der Unterhnehmend durch Karrieregeilheit wird durch unsinnige Gehaltssteigerungen je nach Managementebene befeuert. Ist es das, was wir wirklich wollen? Kein Wunder, dass so viele Manager ausbrennen – obwohl sie eigentlich leichte Jobs haben. Im Steinbruch gibt es kein Burn-out. Das sollte einem zu denken geben.
Jede Innung hat ihre eigene Sprache, einmal heißt es Schmiege, dann wieder Winkelmesser… Eigentlich ganz logisch, daß die Unternehmensführung auch eine eigene Sprache hat, die man erlernen kann. Daß ein Geschäftsführer ein umfangreicheres Bild der Lage haben muß, geht aus der arbeitsteiligen Struktur hervor, die umso umfangreicher ist, je größer das Unternehmen ist. Da sammelt man auch als Abteilungsleiter eigentlich immer nur Puzzlestücke für den Chef und da geht es dann auch schon los: Chefs mögen große quadratische Stücke. Wer aber nur unbearbeitetes Stückwerk abliefert, bekommt nur im besten Falle ein Coaching vom Chef angeboten. Jeder andere kann ja hier zugreifen
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[...]here are some links to sites that we link to because we think they are worth visiting[...]……
Online Article……
[...]The information mentioned in the article are some of the best available [...]……
Links…
[...]Sites of interest we have a link to[...]……
Websites you should visit…
[...]below you’ll find the link to some sites that we think you should visit[...]……
Blogs ou should be reading…
[...]Here is a Great Blog You Might Find Interesting that we Encourage You[...]……
Links…
[...]Sites of interest we have a link to[...]……
Read was interesting, stay in touch……
[...]please visit the sites we follow, including this one, as it represents our picks from the web[...]……
Recommeneded websites…
[...]Here are some of the sites we recommend for our visitors[...]……
Recommeneded websites…
[...]Here are some of the sites we recommend for our visitors[...]……
Sites we Like……
[...] Every once in a while we choose blogs that we read. Listed below are the latest sites that we choose [...]……
Recent Blogroll Additions……
[...]usually posts some very interesting stuff like this. If you’re new to this site[...]……
Sites we Like……
[...] Every once in a while we choose blogs that we read. Listed below are the latest sites that we choose [...]……