When experience isn't enough

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.

Glad to contribute to LinkedIn’s feature #youasked ! The question: “I want to know, why does a company prefer someone with no experience in the industry for a manager position over someone with over 17 years of experience? Is it easier to learn the business than it is to manage people?” — Fatima, Denver-based lab technician Hi Fatima, here’s my reply: You are not alone - this happens a lot, for a few reasons. Organizations often like to bring in fresh blood with a different viewpoint from a different vertical. They may see those experiences and insights to be particularly relevant for a much-needed pivot in the market or, in your case, the lab work. The new hire may have the energy to take risks with optimism, experience and insight vs someone possibly following the mantra “we’ve tried this before, and it’ll never work”. The C-suite may believe that a shakeup is necessary and they’ll do whatever it takes to drive the company through the next year or through a major transition or legal shift. In this scenario, it seems they value your knowledge but have not shared their thought process with you. I encourage you to ask, 'What areas would you like me to develop in the next 6-months?' so you can evolve and be ready for the next promotion.