While railing against ageism, or a bias against hiring older employees, has become common, some leadership pundits argue that executive ranks need to get younger to drive innovation and solve problems that require a longer-term perspective.
“A seasoned leader may favor short-term results over long-term benefits that won’t manifest during their tenure,” Martin Reeves, chairman of Boston Consulting Group’s BCG Henderson Institute, wrote in a co-authored article in the Harvard Business Review. “Moreover, they may be reluctant to challenge the mental models or organizational structures that have underpinned their success.
