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Many organizations place strict parameters requiring a certain number of years’ experience, a degree, or a certain level of leadership when recruiting for an open position. When I was a hiring manager, this made it extremely difficult to find the “perfect” candidate. I even remember early on in my career, every job I looked at required at least five years of experience. At that point, I hadn’t even been in the workforce for five years.

How are people supposed to get experience if there is nowhere to get experience?

This brings up an interesting point when organizations are trying to hire people into leadership positions. In some companies, you see “leaders” who got to their current position because they had longevity with the company. In some cases, I’ve seen these people lack any leadership skills. On the contrary, there are internal candidates who are natural leaders and demonstrate they can lead people. These are the same people who lack the title to get consideration. Factor this in with a company that requires someone to reach a certain rung on the ladder to move to the next position and these emerging leaders are stuck — unless they have a leader who is willing to give them the experience.

Usually, the blame is placed on human resources for this problem. In my opinion, it is a leadership issue. Less than 10% of leaders ever end up leading leaders. What does this mean? It means that as leaders, we are unwilling or perhaps unable to develop leaders. I would much rather hire someone with character, a positive attitude and values, who may not have the direct leadership experience than hire a leader who has the time and title but lacks leadership ability. I would rather take a person under my wing who is humble and teachable and help develop them as a leader.

My mentor Mark Cole, who is the CEO of John Maxwell Company, says, “Vulnerability and teachability get you everywhere.” I agree 100%. If someone has a teachable spirit and they are willing to allow themselves to be vulnerable and admit that they need to learn how to lead people, I want them on my team!

Now, by no means am I saying that there is no value in experienced leaders. Every organization needs to have some experienced leaders. What I am saying is that if leaders are not grooming leaders, we are failing our future. When we are hiring a candidate, we are often willing to make exceptions on some of the experience, skills or certifications we were hoping for. Why do we not have the same willingness when it comes to making exceptions for someone who may not have had direct reports, but who possesses the heart and spirit of a leader?

One of the greatest honors I have had as a leader was building up other leaders. If people are our best assets in an organization, why are we not treating them like assets? We should be planting seeds in these potential leaders so that when an opportunity arises, they are equipped to move into the new position. John Maxwell says that leaders who mentor potential leaders multiply their effectiveness. These leaders then expand and enhance the future and the success of the organization. One of the best compliments I have received as a leader has been seeing leaders that I have groomed move on to better opportunities.

Source: Forbes Coaches

Why We Should Be More Focused On Providing Experience Than Expecting It