Neumann Executive

How are professionals aged 50+ redefining their careers in a market shaped by digital transformation, generational shifts, and evolving leadership expectations? A new article by Sylwia Fronc, Head of Executive Advisory and Partner at Neumann Executive explores this timely question – with a specific focus on Poland, and comparisons across key European markets. Key takeaways from the article: – Why traditional industries continue to value senior leadership – and where younger profiles are gaining ground; – How Poland compares to Western Europe in embracing age diversity in leadership; – 10 practical career pathways for leaders 50+, including consulting, board roles, mentoring, entrepreneurship, and more; – Strategic factors that drive successful career reinvention after 50. With career longevity increasing and organizations facing more complexity, experienced leaders have a unique opportunity to reposition themselves – as advisors, founders, educators, or mentors. Explore the full article – link in the comments.

The latest edition of 𝑰𝒏𝒔𝒊𝒈𝒉𝒕𝒔 by Neumann Executive is now available! Is a job description just a formality? Or is it a fundament tool that shapes HR solutions which support business efficiency and competitiveness?   In this issue, Anna Jabłońska-Trepka, Partner at Executive Advisory, uncovers how precise job modeling impacts decision-making, HR systems, and organizational structure. She also reveals the critical mistakes companies make – and how to avoid them.   A well-crafted job description is more than just a document. It’s a foundation for success.   Discover the full insights here 👇

In Poland and across Europe, the role of leaders over the age of 50 is undergoing significant change. While their strategic competencies remain highly valued in certain industries, others tend to favor younger managers. Experienced leaders bring decades of key decision-making, transformation, and the management of complex organizations. However, today’s market expects not only expertise but also flexibility and a willingness to redefine their professional roles. In our latest article, Sylwia Fronc, Head of Executive Advisory and Partner at Neumann Executive, explores current trends and challenges faced by 50+ leaders. How is the perception of 50+ leaders in Poland shifting compared to other European markets? What opportunities are available for executives looking to continue their development or take a new direction? Read the full analysis – the link is in the comments👇

Salaries – Cost or Investment? Regardless of economic conditions, compensation systems remain a key factor in driving organizational efficiency. In recent years, employers have faced increasing challenges: labor market instability, rising minimum wages, and growing employment costs. 𝐇𝐨𝐰 𝐜𝐚𝐧 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐜𝐨𝐦𝐩𝐞𝐧𝐬𝐚𝐭𝐢𝐨𝐧 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜𝐚𝐥𝐥𝐲 𝐫𝐚𝐭𝐡𝐞𝐫 𝐭𝐡𝐚𝐧 𝐣𝐮𝐬𝐭 𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥𝐥𝐲 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐚𝐜𝐞 𝐨𝐟 𝐭𝐡𝐞𝐬𝐞 (𝐚𝐧𝐝 𝐟𝐮𝐭𝐮𝐫𝐞) 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬? STEP ONE: JOB STRUCTURE Does a Senior Specialist truly have greater decision-making power and a broader skill set? Many companies are currently grappling with this very question. A well-defined role hierarchy is the foundation of an effective compensation strategy. 𝐂𝐥𝐞𝐚𝐫 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐡𝐞𝐥𝐩 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐜𝐨𝐧𝐟𝐮𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐢𝐧𝐞𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐢𝐞𝐬. Moreover, 𝐧𝐨𝐭 𝐞𝐯𝐞𝐫𝐲 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐡𝐚𝐬 𝐚 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐣𝐨𝐛 𝐦𝐨𝐝𝐞𝐥 – 𝐭𝐡𝐚𝐭 𝐢𝐬, 𝐚 𝐝𝐞𝐟𝐢𝐧𝐞𝐝 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐭𝐨 𝐝𝐞𝐬𝐢𝐠𝐧𝐢𝐧𝐠 𝐫𝐨𝐥𝐞𝐬. Should positions be highly specialized or broader, encompassing a wider range of responsibilities? This choice impacts salary structures, bonus policies, and career progression paths. Each of these elements contributes to what we call 𝗢𝗥𝗚𝗔𝗡𝗜𝗭𝗔𝗧𝗜𝗢𝗡𝗔𝗟 𝗖𝗟𝗔𝗥𝗜𝗧𝗬 – a level of transparency that today’s employees expect and that should be standard in any company. Anna Jabłońska-Trepka, Partner at Executive Advisory, highlights: 𝑇ℎ𝑒 𝑓𝑢𝑡𝑢𝑟𝑒 𝑜𝑓 𝑤𝑜𝑟𝑘 𝑤𝑖𝑙𝑙 𝑏𝑒 𝑠ℎ𝑎𝑝𝑒𝑑 𝑏𝑦 𝑑𝑦𝑛𝑎𝑚𝑖𝑐 𝑓𝑎𝑐𝑡𝑜𝑟𝑠 𝑠𝑢𝑐ℎ 𝑎𝑠 𝑡𝑒𝑐ℎ𝑛𝑜𝑙𝑜𝑔𝑖𝑐𝑎𝑙 𝑎𝑑𝑣𝑎𝑛𝑐𝑒𝑚𝑒𝑛𝑡𝑠, 𝑑𝑒𝑚𝑜𝑔𝑟𝑎𝑝ℎ𝑖𝑐 𝑠ℎ𝑖𝑓𝑡𝑠, 𝑎𝑛𝑑 𝑒𝑣𝑜𝑙𝑣𝑖𝑛𝑔 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑝𝑟𝑒𝑓𝑒𝑟𝑒𝑛𝑐𝑒𝑠. 𝐴𝑠 𝑎 𝑟𝑒𝑠𝑢𝑙𝑡, 𝑐𝑜𝑚𝑝𝑒𝑛𝑠𝑎𝑡𝑖𝑜𝑛 𝑠𝑦𝑠𝑡𝑒𝑚𝑠 𝑤𝑖𝑙𝑙 𝑏𝑒𝑐𝑜𝑚𝑒 𝑚𝑜𝑟𝑒 𝑓𝑙𝑒𝑥𝑖𝑏𝑙𝑒, 𝑝𝑒𝑟𝑠𝑜𝑛𝑎𝑙𝑖𝑧𝑒𝑑, 𝑎𝑛𝑑 𝑝𝑒𝑟𝑓𝑜𝑟𝑚𝑎𝑛𝑐𝑒-𝑑𝑟𝑖𝑣𝑒𝑛. Employees today expect transparency – not just in salaries but also in career progression. Organizations with a high degree of clarity foster greater motivation, loyalty, and meaningful skill development. Sylwia Fronc, 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 𝐚𝐧𝐝 𝐇𝐞𝐚𝐝 𝐨𝐟 𝐇𝐑 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲 at Neumann Executive adds: 𝐴 𝑤𝑒𝑙𝑙-𝑑𝑒𝑠𝑖𝑔𝑛𝑒𝑑 𝑎𝑛𝑑 𝑒𝑓𝑓𝑒𝑐𝑡𝑖𝑣𝑒𝑙𝑦 𝑖𝑚𝑝𝑙𝑒𝑚𝑒𝑛𝑡𝑒𝑑 𝑐𝑜𝑚𝑝𝑒𝑛𝑠𝑎𝑡𝑖𝑜𝑛 𝑝𝑜𝑙𝑖𝑐𝑦 𝑐𝑎𝑛 𝑏𝑒 𝑎 𝑐𝑟𝑢𝑐𝑖𝑎𝑙 𝑠𝑜𝑢𝑟𝑐𝑒 𝑜𝑓 𝑐𝑜𝑚𝑝𝑒𝑡𝑖𝑡𝑖𝑣𝑒 𝑎𝑑𝑣𝑎𝑛𝑡𝑎𝑔𝑒. 𝐼𝑡 𝑠ℎ𝑜𝑢𝑙𝑑 𝑏𝑒 𝑖𝑛𝑡𝑒𝑛𝑡𝑖𝑜𝑛𝑎𝑙, 𝑏𝑢𝑠𝑖𝑛𝑒𝑠𝑠-𝑑𝑟𝑖𝑣𝑒𝑛, 𝑎𝑛𝑑 𝑎𝑙𝑖𝑔𝑛𝑒𝑑 𝑤𝑖𝑡ℎ 𝑚𝑎𝑟𝑘𝑒𝑡 𝑟𝑒𝑎𝑙𝑖𝑡𝑖𝑒𝑠. Is compensation in your organization part of a cohesive strategy, or rather the result of ad-hoc decisions? What are your experiences in this area? Share your thoughts in the comments below!

As the 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐃𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞 approaches implementation in 2026, companies must adopt a more systematic and strategic approach to compensation management. Sylwia Fronc, 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 𝐚𝐧𝐝 𝐇𝐞𝐚𝐝 𝐨𝐟 𝐇𝐑 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲 at Neumann Executive observes: 𝘞𝘩𝘪𝘭𝘦 𝘵𝘳𝘢𝘯𝘴𝘱𝘢𝘳𝘦𝘯𝘤𝘺 𝘸𝘰𝘯'𝘵 𝘳𝘦𝘴𝘰𝘭𝘷𝘦 𝘢𝘭𝘭 𝘤𝘰𝘮𝘱𝘦𝘯𝘴𝘢𝘵𝘪𝘰𝘯-𝘳𝘦𝘭𝘢𝘵𝘦𝘥 𝘪𝘴𝘴𝘶𝘦𝘴, 𝘪𝘵 𝘸𝘪𝘭𝘭 𝘯𝘦𝘤𝘦𝘴𝘴𝘪𝘵𝘢𝘵𝘦 𝘢 𝘳𝘦𝘴𝘵𝘳𝘶𝘤𝘵𝘶𝘳𝘪𝘯𝘨 𝘰𝘧 𝘱𝘢𝘺 𝘧𝘳𝘢𝘮𝘦𝘸𝘰𝘳𝘬𝘴. 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘴 𝘵𝘩𝘢𝘵 𝘵𝘢𝘬𝘦 𝘱𝘳𝘰𝘢𝘤𝘵𝘪𝘷𝘦 𝘮𝘦𝘢𝘴𝘶𝘳𝘦𝘴 𝘸𝘪𝘭𝘭 𝘨𝘢𝘪𝘯 𝘢 𝘤𝘰𝘮𝘱𝘦𝘵𝘪𝘵𝘪𝘷𝘦 𝘦𝘥𝘨𝘦 𝘪𝘯 𝘢𝘵𝘵𝘳𝘢𝘤𝘵𝘪𝘯𝘨 𝘢𝘯𝘥 𝘳𝘦𝘵𝘢𝘪𝘯𝘪𝘯𝘨 𝘵𝘰𝘱 𝘵𝘢𝘭𝘦𝘯𝘵. Why act now? The Pay Transparency Directive compels companies to streamline their compensation structures by eliminating pay disparities for identical positions, which currently can reach 30-50%. Precise job grading, including accurate work valuation and the construction of coherent salary ranges, will become fundamental to transparent compensation management. Additionally, 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐰𝐢𝐥𝐥 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐫𝐞𝐭𝐡𝐢𝐧𝐤 𝐭𝐡𝐞𝐢𝐫 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐭𝐨 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬 – deciding which business outcomes should fund their compensation policies and defining how they want to be perceived in the labor market. 𝐓𝐡𝐞𝐫𝐞 𝐢𝐬 𝐦𝐨𝐫𝐞 𝐭𝐨 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐭𝐡𝐚𝐧 𝐣𝐮𝐬𝐭 𝐚 𝐥𝐞𝐠𝐚𝐥 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭; it is an opportunity to optimize HR processes and enhance business efficiency. Companies that invest in refining their compensation policies now will not only comply with new regulations but also gain a significant market advantage. For more insights on preparing your organization for these changes and maximizing the return on compensation investment, read the full article by Anna Jabłońska-Trepka and Sylwia Fronc. Link in comments 👇

The upcoming pay transparency regulations are not just a legal requirement but a fundamental transformation in human capital management. The Pay Transparency Directive, set to take effect in 2026, will require employers to disclose compensation policies, report pay gaps, and ensure candidates and employees have access to salary information. 𝐖𝐡𝐚𝐭 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐰𝐢𝐥𝐥 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐟𝐚𝐜𝐞? ● Internal consistency of pay structures – Salary discrepancies of 30-50% for the same roles will no longer remain an internal matter. ● Accurate job hierarchy – Job grading and well-defined salary bands will become essential for transparent compensation management. ● A new approach to pay competitiveness – Organizations will need to define what they pay for and how they structure compensation to remain competitive. How can companies prepare for these changes? Can transparency enhance the return on investment in compensation? In our latest article, Anna Jabłońska-Trepka and Sylwia Fronc – labor market experts – explore how to effectively adapt compensation policies to this new reality. We invite you to read the full article – link in the comments.

In the past, effective leadership was associated with charisma, authority, and experience. Today, in the era of artificial intelligence, this paradigm is undergoing a transformation. Modern leaders, in order to effectively manage organizations, must combine traditional leadership skills with new competencies that allow them to leverage the opportunities that AI brings. 𝐀𝐈 𝐢𝐬 𝐧𝐨𝐭 𝐚 𝐭𝐡𝐫𝐞𝐚𝐭 𝐭𝐨 𝐥𝐞𝐚𝐝𝐞𝐫𝐬, 𝐛𝐮𝐭 𝐭𝐡𝐞𝐢𝐫 𝐚𝐥𝐥𝐲. These technologies do not replace people; they enhance their capabilities. By automating routine and monotonous tasks, leaders can focus on more strategic, creative, and innovative aspects of management. Read the full article by Rafal Boczkowski and discover how the collaboration between humans and AI can create a more adaptive and efficient work environment: https://lnkd.in/dJaXUBzi

The newest edition of Insights by Neumann Executive is now live! 📩 In this edition, Rafal Boczkowski shares his insights on the 𝐬𝐲𝐧𝐞𝐫𝐠𝐲 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐀𝐈 𝐚𝐧𝐝 𝐡𝐮𝐦𝐚𝐧 𝐞𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞, exploring how this collaboration drives innovation, smarter decision-making, and business efficiency. Don’t miss out! Read the full edition now and discover how AI is shaping the future of work 👇

𝐍𝐞𝐰 𝐍𝐞𝐰𝐬𝐥𝐞𝐭𝐭𝐞𝐫 𝐀𝐥𝐞𝐫𝐭: 𝐀𝐈 𝐢𝐧 𝐇𝐞𝐚𝐥𝐭𝐡𝐜𝐚𝐫𝐞 We’re thrilled to announce the latest edition of 𝑰𝒏𝒔𝒊𝒈𝒉𝒕𝒔 𝒃𝒚 𝑵𝒆𝒖𝒎𝒂𝒏𝒏 𝑬𝒙𝒆𝒄𝒖𝒕𝒊𝒗𝒆, and this month, we’re diving deep into one of the most transformative topics of our time: Artificial Intelligence in Healthcare. 💡 What’s Inside? In this edition, Alicja Jaworska, Partner at Neumann Executive, shares her expert insights into the critical role leadership plays in integrating AI into healthcare, balancing innovation with ethical responsibility. 🩺 Discover how AI is revolutionizing patient care, streamlining operations, and driving innovation in the healthcare sector. From AI-powered diagnostics to personalized treatments and operational efficiencies, this edition covers it all. Explore the latest edition of 𝑰𝒏𝒔𝒊𝒈𝒉𝒕𝒔 𝒃𝒚 Neumann Executive 👇 📬 Stay informed – subscribe to our newsletter.

Take a moment to reflect on the organizations that distinguished themselves with exceptional success over the past years. What common threads run through their stories? What set them apart from the rest? Chances are, you'll find characteristics like: s𝐭𝐫𝐨𝐧𝐠 𝐯𝐢𝐬𝐢𝐨𝐧, a 𝐭𝐡𝐫𝐢𝐯𝐢𝐧𝐠 𝐜𝐮𝐥𝐭𝐮𝐫𝐞, c𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧. These aren't accidental characteristics. They're the direct result of exceptional leadership at the helm. Thriving organizations don't just happen. They're built on the shoulders of great leaders. 𝐌𝐨𝐝𝐞𝐫𝐧 𝐂-𝐥𝐞𝐯𝐞𝐥 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞𝐬 𝐬𝐡𝐚𝐩𝐞 𝐭𝐞𝐚𝐦𝐬, 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬, 𝐚𝐧𝐝 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 𝐚𝐬 𝐚 𝐰𝐡𝐨𝐥𝐞. 𝐓𝐡𝐞𝐲 𝐚𝐜𝐭 𝐚𝐬 𝐚𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭𝐬 𝐨𝐟 𝐚𝐧 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧’𝐬 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. However, the landscape of leadership has significantly evolved. It's no longer solely about strategic vision, task management, and decision-making. It’s about empathy, adaptability, and the ability to inspire teams to achieve their best. It’s about creating an environment where people feel valued, inspired, and equipped to reach their full potential. Today's leaders must possess the following: ➡️Innovative approach, ➡️Digital Fluency, ➡️Adaptability and Agility, ➡️And more… Discover more about the essential traits of modern-age executives in our latest article by Sylwia Fronc. Link in the comments. How do you define outstanding leadership in today’s landscape? Let’s discuss it!