This a simple, yet quite complex question at the same time… Let’s start out from the notion that a respectable, law-abiding company cannot allow itself to discriminate based on age. The other basic assumption is that people are motivated by different factors, and thus have affinities for different roles as they move along in age. Of course, there are industries which „dip more into” a younger pool of employees, resulting in the fact that statistically there is a higher probability of younger leaders emerging – this is often the case with start-ups, for example. In more traditional sectors however, we can often see just the opposite.
As for myself, I became an executive at the very young age of 27, and I was forced to wake up to the fact that although I was very confident in myself, there were many things that I still had to learn. Therefore, I continuously trained myself, and of course over time I also gained more experience.
Age aside, as a leader, you have to be mature enough to face a number of challenges, such as handling stress or making decisions. However, each individual attains maturity at a different age: there are those who attain it earlier, there are those who attain it later. It is important for young executives to have a grasp on what areas they still need to develop in, but the older generation of leaders must also be aware of the fact that experience does not equal „knowing everything.” In television – this ever-evolving industry- this is something to which we should pay particular attention.