The Leaders of Most Organizations Tend to Be Older People

The leaders of most organizations tend to be older people. However, some argue that younger people make better bosses. To what extent do you agree or disagree?

Sample 1 The Leaders of Most Organizations Tend to Be Older People

The leading individuals of many companies and big organizations are elderly most of the time. Albeit, few believe that the young generation is much better than older individuals in terms of leading companies. Nevertheless, I personally do not agree with the opinion of these individuals, and I think that obviously there are many perks of young bosses. However, the grey-haired experience overrules all the perks of the younger generation, which I will discuss in the upcoming paragraphs.

Rules in companies are changing nowadays, and many organizations are willing to give a chance to the new generations to be a leader. This is because there are many advantages of having young leaders, such as they are more enthusiastic and they love to face challenges. Moreover, they are more technology friendly than the older ones, which helps in reaching more individuals. For instance, young leaders focus on marketing the same as they focus on their company’s products. This kind of attitude is helpful in expanding business. Hence, a plethora of organizations believes in younger more than older.

On the other hand, there are companies that trust elders more as the leading face of their group. This is because they value the experience of old people in the field. They believe that experience is definitely greater than bookish knowledge. To cite an example, Tata Group is still led by ratan tata, and his vision changed the companies which were in debt at one time into profit-making companies, and this vision can only be achieved by experience in the field. This is why many still prefer to give the command to older individuals.


In my view, other than experience, older people have one more valuable quality that most young individuals lack patience. Young ones want everything at a fast pace, and in their enthusiasm, they forget that big achievements also require patience. For example, many young invested in the stock market, but when the market went down, instead of waiting, they sold their shares while individuals like Warren Buffett waited for the market to rise again. This quality of patience made him a billionaire today. This is why I believe that experience and patience can beat the enthusiasm of young ones.

To conclude, in the 21st century, many things are changing, and individuals are choosing young leaders, but the impact of experienced elderly leaders is, of course, more than younger ones. Whilst there are many benefits of having young leaders, the old is-gold formula still applies in many cases, doesn’t it?

Sample 2 The Leaders of Most Organizations Tend to Be Older People

It is observed that senior person takes significant leadership positions in most companies these days. At the same time, some people believe that young minds could be more apt for these roles. I partially agree with this statement as I see the fit according to the requirement of the job and not with the relevant age range suitable for the job.

On the one hand, where the job professions or business companies have huge workforces that need senior people having the sound experience to be a good leaders because they often have stronger people skills than younger ones. Older employees bring skills, ideas, work experiences, and a depth of knowledge that adds value to the organization and business growth. They are more likely to develop time management, planning, and decision-making skills over the course of their careers, making them more stable and reliable bosses.

On the other hand, some popular career choices like advertising, promotions, and digital marketing, to name a few, require millennials or youth to lead as they follow innovative approaches to plan the tasks with great enthusiasm and passion. In all these professions where market research, digital platform, and creativity are involved, young minds do not hesitate to take up any challenges and adequately tend to take risks at the cost of opportunity and innovation, making them competent leaders to stimulate success at a faster rate.

To conclude, the argument says that the leaders of most organizations tend to be older people than younger ones; however, suitable job requirements and responsibilities become deciding factors for the lead role among the age groups.

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