Is Experience Enough to Be the Right Executive?

In the business world, executive selection is often shaped around the concept of “experience.” Having spent many years in certain roles is widely accepted as a sufficient reference for leadership positions. However, as ways of working evolve rapidly, uncertainty increases, and organizational expectations diversify, a critical question becomes unavoidable: Is every experienced executive truly the right executive? This question is not merely an individual assessment; it represents a strategic discussion with direct implications for corporate sustainability, performance, and risk management.

The Role of Experience in Corporate Decision-Making

What Experience Tells Us — and What It Does Not

Experience reflects situations encountered in the past, decisions taken, and processes managed. Yet, the context in which this experience was gained, its diversity, and its adaptability to today’s conditions are often overlooked.

Is Experience a Competency on Its Own?

Spending many years in the same sector or similar organizational structures does not automatically translate into strategic thinking, leadership agility, or change management capability. When not examined critically, experience can create a misleading sense of confidence.

Why the Definition of the Right Executive Is Changing

Changing Business Conditions

Digitalization, remote and hybrid work models, multi-generational teams, and global competition have significantly expanded the competency set expected from leaders. Today’s executives are required not only to know the business, but also to make decisions under uncertainty, manage diverse stakeholders, and lead transformation.

The Importance of Role and Timing Fit

Past success does not guarantee the same outcome in every organization or at every stage. The right executive is one who can align with an organization’s current needs, strategic priorities, and transformation phase.

Risks of Experienced but Misaligned Executives

Resistance to Change

Some experienced executives may struggle to move beyond familiar methods and established control areas. This resistance can significantly slow down transformation and restructuring initiatives.

A False Sense of Authority

Experience can sometimes evolve into unquestioned authority, weakening feedback mechanisms and narrowing decision-making perspectives within teams.

Reduced Organizational Agility

Leadership styles that fail to adapt to new conditions can diminish organizational agility and competitiveness, often leading to performance erosion in the medium term.

Core Criteria That Define the Right Executive

Leadership Capabilities

• Decision-making under uncertainty

• Change and transformation leadership

• Stakeholder and team management

• Ability to build psychological safety

Cultural and Values Alignment

An executive must align not only with targets, but also with organizational values, ways of working, and communication culture. Cultural misalignment can undermine even the most experienced profiles.

Learning Agility and Adaptability

The right executive does not rely solely on past experience, but remains open to continuous learning and self-renewal. Learning agility is the key factor that unlocks the real value of experience.

What Is the Right Approach to Executive Selection?

Competency-Based Assessment

Beyond titles, seniority, and previous job descriptions, organizations should focus on measurable competencies, behavioral indicators, and leadership potential.

Context-Oriented Analysis

Executive needs should be evaluated in relation to the organization’s strategic objectives, current structure, and transformation agenda.

Objective Measurement and Evaluation Tools

Structured interviews, assessment centers, case studies, and multi-source reference checks should be used together to ensure objective decision-making.

Experience Matters — but It Is Not Enough on Its Own

Experience is an important component of the right executive profile, but it should not be the sole determinant. What truly matters for organizations is the ability to match experience with the right context, competencies, and timing. E&E Group approaches executive selection by integrating experience with leadership potential, cultural alignment, and strategic needs to deliver sustainable and balanced management solutions.