The Broad 40 group is most represented by candidates in their
The few leaders who buck the trend by being appointed to
forties, balanced out by candidates in their thirties and fifties, and
top jobs at young ages, are those individuals who have had
only a scattering of sextagenarians.
a major impact on a business and its growth.
The Top 40 group has not a single representative under forty,
Conservatism continues to reign supreme. Boards and
with the vast majority of leaders in their fifties, balanced evenly by
shareholders feel that now is not the time to take risks,
those in their sixties and those in their forties.
which means for the most part younger, more energetic
and innovative leaders may be overlooked in favour of a
steady, older hand.
20%
60-69
“ For leaders in their
forties anxious to get to
the next level, remember:
The stew takes time to
cook.” DGB
Boards don’t want to risk
investing in potential, they
want tried and tested, even if
it means that the big upside
of youth is sacrificed.
Answerable to shareholders, boards continue to vote
conservatively as this is perceived as safer.
In a risk-averse environment, boards don’t have the luxury
8%
to take chances on ‘potential’ versus tried and tested.