A Message to Organizational Leaders: Your Most Valuable Talent Isn’t Always Younger
In today’s fast-paced corporate environment, (non-profit, for-profit, business, school, etc.), there’s a subtle, yet troubling, narrative taking hold I have found, particularly the belief amongst younger members in leadership, that senior-level talent – individuals 50 and over with decades of professional experience – may not be considered the desired “fit” for particular organizations. Senior Talent are either perceived as “inflexible”, resistant to change, “difficult”, “too much”, or simply too “old” for a modern younger work culture. This mindset isn’t just misguided, it is a critical blind spot that is costing organizations the privileges of engaging viable innovation, stability, sustaining spaces for respect, inclusion and belonging. In fact, these blindspots that actually hinders success within organizations in a much deeper way
For leaders with comparably less experience (or younger) especially, the discomfort often stems from insecurity or a misunderstanding of how senior, seasoned professionals operate. The fear that an experienced hand might “usurp” authority or challenge a less-seasoned approach leads to toxic environments defined by over-monitoring, excessive “check-ins,” and a rigid adherence to communication norms. Like the tyranny of the 48-hour email response window because it took 52 hours for you to respond. That you prefer a text message if the issue is urgent, or something more original…you like to communicate face-to-face.
Let’s Be Clear. Often experienced senior talent is not looking to seize power, they desire to support success.
The Strategic Case for Experience:
The experienced leader operates from a place of autonomy and accountability. Their depth of knowledge means they see around corners, having navigated countless crises, political landscapes, and market shifts. What they need from leadership is not micromanagement, but trust, respect, and psychological safety.
Organizations must understand:
- Experience is an Efficiency Engine: Seasoned professionals value results and value creation over arbitrary clock-watching. They prefer direct, high-impact communication verses “over-meeting.”
- They Desire Collaboration, Not Conflict: Their advice, coaching, and well-developed ideas are offered to elevate the team and the mission, not to undermine it. When they are respected for their age, depth, and breadth of knowledge, they become the organization’s most stable anchor.
- Retention Requires Respect: A kind, high-trust organizational culture that commits to their professional well-being and development is the single greatest factor in retaining this talent long-term.
The call to action for organizations is clear: Shift your mindset from managing time to valuing wisdom. Create environments where senior talent is empowered, autonomous, and free to share their expertise without fear of being judged, resented, or retaliated against for shining.
Join The Guild and Build Your Next Chapter!
We invite you to join The Guild, the professional group mentoring sessions hosted by the Felicia Clotworthy Collective. This is a dedicated space to connect with other amazing professionals, share your expertise, and gain the support and tools necessary to leverage your knowledge into new and exciting ventures, be it consulting, coaching, launching that business idea or just being in the company of amazing people like you.
Be inspired. Be empowered. Be fabulous!
Felicia
Felicia Clotworthy Collective 
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