Month: September 2020

Fourth and final delivery of the series of articles on the suitability of experienced leaders managing the current crisis.

After having dismantled the main stereotypes that exist regarding us, I make a defense, now yes, why we and not others are the right people and managers to handle the times that come.

We have experience of previous crises, in which senior talent edged to look for short-term economic solutions, and not those which make the company or organization emerge more robust than it had entered into mentioned crisis.

We all know the consequences: the crisis lasted almost to the present day, so that we have entered this new one, totally unexpected, without having done the homework that the previous one gave us.

Now the question that merges is: are we going to do the same mistake again? Or have we learnt the lesson? I advocate the second. I have tried to prove, and I hope I have done it, throughout this series, that we are a solid and of guarantee solution. And to think otherwise, based on certain preconceived ideas, which still persist, besides false, is a mistake.

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As those of you who have followed the article to date know, parts two and three (which is the one that concerns us in this case) are dedicated to analyse the alternative between managing a future project by an experienced leader, with everything that this entails, and another that is not, or not enough.

It is not about denigrating or undermining this second alternative, which at certain times and circumstances has its meaning and convenience. It’s about creating a debate based on facts, not perceptions. And less in those that have no basis.

I will show, as I always do, with arguments and examples, that this is not so. That what is said about us that it is not worth hiring us for these reasons is not only a stereotype or a hoax, but is also completely false. And most importantly, it is a mistake, something we must not fall into.

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We know that in Spain it is illegal to discriminate against someone by race, sex, sexual orientation, and also by age. We also know, because none of us are oblivious to what happens around us, whatever the law says, the reality is quite different.

In this second part of the four that I am going to dedicate to defend with arguments, not only the convenience, but the suitability of having experienced leaders in companies, especially in present times, I am going to place special emphasis on dismantling certain stereotypes that, On the basis of repeating them, it is intended that they become truths or axioms that are difficult to discuss.

I will show, as I always do, with arguments and examples, that this is not so. That what is said about us that it is not worth hiring us for these reasons is not only a stereotype or a hoax, but is also completely false. And most importantly, it is a mistake, something we must not fall into.

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In this series of four articles, first after the vacation period, I want to highlight the value of experience, of know-how. Claim that those of us who have been and are experienced leaders of success, have many things to contribute and we are an option, not only interesting for managing the current situation of companies, but at this time, we are the best ne.

Experience, calm, management of times and scenarios that are presented to us, management of individuals and groups, situation control, resilience and success, are words that go along with experienced leaders, those whose role I want to highlight in this serie. Therefore, my opinion is not against anyone, but in favor of someone.

In my land there is a phrase in Basque by the Guipuzcoan anthropologist José Miguel de Barandiarán, which says: “because they were, we are, and because we are, they will be”. It is the moment for us to be, so that in the short-medium future, they will be. Now is our time.

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