It makes me laugh when some companies (many of them large ones) relate leadership with mere experience. Little do they know that many of those hired “experienced” leaders are nothing but growth breaks and stumbling blocks within a growing organization.
KENNETH LEAN
A serious looking, well clad senior brimming with experience is the first picture that comes to mind when one thinks of a corporate leader. No longer is this picture relevant. A 30-something, jeans clad, restless, technology savvy youngster is ready to replace this portrait. A closer look into the talent growth/leadership development programs are still reluctant to put a young sharp talent above the women and men she/he was reporting to till recently. Is this a lack of boldness or conviction?
In recent times, the number of youngsters starting new enterprises is on the rise. The use of technology to disrupt conventional businesses is making many of these youngsters not only rich but also relevant. Armed with ‘out of the box thinking’, disruptive algorithms, the boldness to die make these young entrepreneurs successful. It’s time established corporates redefine their thinking in these lines.
The 60’s through the 90’s, lots of universities and schools gave birth to entrepreneurs. The breeding ground for entrepreneurs has now shifted well outside the confines of educational arenas with the advent of the internet. If one could go through the more successful entrepreneurs of the last decade, the young ones are climbing up fast and high. What makes them really tick is their faith in technology to scale their thoughts and to communicate to their markets. If one goes a little deep into the personalities of these individuals one could discover many traits that senior leaders dream of, is deep embedded in these young guns. Fearlessness, the ability to challenge norms,
a strong conviction to take on established market leaders, the boldness to dive and test unchartered waters are the tools in the hands
of these outstanding young turks. Why are corporations failing to identify these smart young women and men?
Talent spotting is becoming a rarity in the corporate world. If spotted, then nurturing them is certainly non-existent. The frustration that many of these youngsters have bottled within them has thankfully burst out into business ideas. It makes me laugh when some companies (many of them large ones) relate leadership with mere experience. Little do they know that many of those hired “experienced” leaders are nothing but growth breaks and stumbling blocks within a growing organization.
I vividly recall a discussion with a CEO of
a company who was interested in creating a vibrant workplace for the organization. When I suggested that he should have a discussion with a 30 year old concerting colleague of mine, he seemed amused and asked me, “What experience does she have to have a discussion with ME?” I calmly and firmly replied to him that she might not have all the answers but she certainly will have more questions for you that you will not have answers for and those might be the most important questions in this context.
The corporates could take a leaf out of large democracies like France and Canada who have handed out the reigns of very large countries to very young leaders. These young leaders are a breath of fresh air among the hard-nosed grumpy experienced old order of leaders. This is spreading to many other countries. The solid experience of brick and mortar thinking seems to be of the past. Are boards listening to this change? When are job descriptions of CXO’s going to change in line for the new order? It’s time CHRO’s/HR captains open gates and start making space for dynamic young ones to lead organisational thinking.
A few days ago, I was spending time with a young CEO to discuss the dynamics of his future organisation. All of 32 years, this young man displayed all qualities a 50-something leader would possess. Only thing I found missing were the grey strands on his head and the black suit on his shoulder. I am sure a leader can live without these externals. The more I see and coach these young leaders, the more confident am I of the future industry.
The day our leaders and organizations start listening to the voices of these young promising women and men, the desired change and transformation begins there. Leadership is not about age but on how good you are. If you are good enough, you are old enough.
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