Hire a Leader instead of an industry insider

How many times during your job search have you found the job solicitation asks for industry knowledge or specific experience? I would assume almost every time. From an employer's perspective, I want someone that has the knowledge and experience to hit the ground running. However, those requirements are typically for the mid-level employees. But if I am hiring for a Director, Vice President, or especially for a C-level executive, do I really need them to be an expert in my industry? I don't think they do. A recent Los Angeles Times story explained the lack of progress at The Los Angeles Museum of Contemporary Art (MOCA). They consistently hired industry people as directors and for the last twenty years, it has shown to be a disadvantage. I think higher echelon positions need to be leaders first as an added bonus, not a strict requirement. As our senior leadership in the organization, we need them to understand business and how to help the company grow and be successful. It doesn't matter what the company is selling. These folks need to know how to inspire and lead the organization as a whole, they can figure out the minor differences between manufacturing cogs to selling services while on the job. Business all works the same no matter what you sell. This is why they have administration and management degrees. You can specialize of course, but the core information is the same. 

Forbes published an article by Bruce Rogers discussing the value of industry expertise versus leadership. Using a Chief Marketing Officer position as an example, the article states, "marketers who have spent their entire careers within the company’s industry may be viewed as bringing “more of the same,” when what the company urgently needs are fundamentally “new” growth strategies. " (Rogers, 2013, Forbes.com) This example can be used for virtually any position, not just marketing. Industry Expert or Versatile Leader

During my job search, I have struggled with the "industry experience" problem. I once shied away from solicitations that called for specific industry knowledge. I don't let it stop me from applying anymore. I can sell myself and my abilities to promote growth and provide leadership to their organization and do so without having prior experience in their industry. I think if companies would open their leadership positions to find leaders instead of experts, they too could experience growth.

I'm not saying this just from a theoretical point of view; I have experienced this personally. I hired an employee that had no industry knowledge whatsoever, but she had superb leadership abilities and several other skillsets. Within 12 months my business was transformed. I had clients asking where I found such great talent and how could they find someone like that. The secret is to look outside your industry for the leadership and ability, you will be surprised as to where you find it.

I'm am not advocating that industry expertise need only apply at specific levels of the organization. I am saying that when it gets to the executive levels, you need a business professional, not an industry insider/expert. The experts teach the executive about the organization, and the executive listens to their experts when applying business decisions. 

Arron Tschida is former Marine and security industry executive. He holds a Bachelor’s Degree in Organizational Leadership and a Master of Business Administration. Arron specializes in process improvement, effectiveness, and leadership. He enjoys community service as a Scout Leader and as a town council representative. He lives by a simple motto: "There is always a better way to do that."