[국가 개조] 경쟁력 위해 재벌 세습을 끝내야 한다

[National Reform] Ending Chaebol Succession Is Essential for Global Competitiveness 현기차는 테슬라, BYD, 샤오펑을 이길 수 없다. 기업=CEO 이다 임직원이 100,000명이어도 중요 결정은 한 명이 한다. 뛰어난 글로벌 인재는 자신 보다 못한, 자신이 인정하지 않는 남의 밑으로 들어 가지 않는다. 창업을 하지. 일론 머스크의 능력과 그릇이 크니, 그 밑에 들어 갈 뛰어난 인재들이 많다 그러나 재벌 3세 세습 회장 밑에 들어갈 뛰어난 글로벌 인재가 있을까? 괜찮은 인재들은 있게지만 특급 인재들은 없을 것으로 추정하는게 합리적이다. 북한 김정은 밑으로 뛰어난 글로벌 인재가 들어 가진 않는 것처럼. 기업 경쟁력을 위해서 재벌기업들의 세습은 끝내야 한다. 주주들이 나서야 한다. To remain competitive in the global economy, South Korea must confront one of its most persistent structural problems: hereditary leadership succession in large family-controlled conglomerates. A company is ultimately shaped by its leadership. An organization may employ 100,000 people, but the most important strategic decisions are often made by a single CEO or chairperson. This reality raises a difficult question. Can Hyundai truly outperform companies such as Tesla, BYD, or XPeng in the long run if the world’s best talent is unwilling to work under inherited leadership? The most exceptional people rarely spend their careers working for leaders they do not respect. They start companies, build institutions, or join organizations led by individuals whose abilities they genuinely admire. Elon Musk attracts world-class engineers, scientists, and entrepreneurs because many believe he possesses an extraordinary vision and ability to execute it. Whether one agrees with all of his decisions is beside the point. Top talent is drawn to leaders they consider exceptional. The challenge for chaebol succession is different. Would the world’s most talented innovators willingly work under a third-generation heir whose position was inherited rather than earned through open competition? Some capable professionals certainly would. But it is reasonable to question whether the very best global talent would. Talent follows excellence, not bloodlines. History repeatedly shows that meritocratic systems outperform hereditary systems over time. Nations abandoned hereditary monarchies in favor of democratic institutions for a reason. Organizations that select leaders based on capability generally outperform those that select leaders based on family background. The issue is not whether a particular heir is competent or incompetent. The issue is whether hereditary succession is the best mechanism for identifying the strongest leader available. In an era of fierce competition from Tesla, BYD, XPeng, and other global technology companies, South Korea cannot afford to limit its leadership pool. If Korean corporations want to remain globally competitive, chaebol succession should gradually give way to merit-based leadership. Shareholders, boards of directors, and institutional investors should play a greater role in ensuring that the most qualified individuals lead the country’s largest companies. Corporate competitiveness is not determined by family lineage. It is determined by leadership, innovation, and the ability to attract the world’s best talent.