One of the most recent trends in professional baseball has been hiring very smart, “Ivy League-educated” General Managers to run and lead the entire team’s strategy development and execution.
As a training and development professional, I must pause to ask the question, “Can leaders lead things they have never done?”
The reason for my question is that I work with some clients, and the progression to the C-suite takes 25+ years, doing work from the bottom up. The idea is that you can’t be an executive leader unless you have done the job and know how things really work. At the same time, I work with other clients who have a mandate for hiring fresh new thinking from “outside of the industry,” and the classic example of that is executives who worked in Consulting but have never actually been in the business.
I talked with senior leaders in my network to gain perspectives and ideas. I’m happy to share three reasons why they think it can work and three reasons why they don’t think it can work.
Three Reasons Why Leaders Can Lead Things They Have Never Done
- They Bring a Fresh Perspective Unclouded by Legacy Thinking
One of an "outsider" leader's greatest strengths is their ability to see opportunities and problems without the baggage of “how things have always been done.” They often ask bold questions, challenge norms, and drive innovation by reimagining processes, markets, and business models. Much like a baseball GM using advanced analytics instead of traditional scouting, these leaders may discover overlooked levers for value creation. - They Rely on Strong Leadership, Not Functional Mastery
Great leaders don't need to be subject matter experts—they need to know how to build teams, ask the right questions, and make sound decisions. Think of it like an orchestra conductor: They don’t need to play every instrument, but must understand how all the pieces come together to create harmony. These leaders often focus on vision, alignment, execution, and talent development. - They’re Better at Driving Transformation
When an organization needs a significant shift—whether digital transformation, cultural reinvention, or operational turnaround—leaders without industry bias may be more effective, they’re less likely to be constrained by internal politics or tradition, and more capable of overcoming disruption. They often draw from various experiences that give them tools others in the industry may not possess.
Three Reasons Why Leaders Cannot Lead Things They Have Never Done
- They Lack the Basic Knowledge That Builds Credibility
Leaders who haven’t “done the work” often struggle to earn the trust and respect of their teams. In complex industries—pharma, construction, healthcare, etc.—there is a depth of tacit, contextual knowledge that’s hard to teach and even harder to fake. Employees may question their decisions or feel misunderstood, creating friction and disengagement. - They May Misjudge Risk or Feasibility
Without direct experience, leaders may oversimplify problems or miss critical nuances. For instance, in pharmaceutical manufacturing or patient care, a misstep due to inexperience could mean regulatory penalties, clinical harm, or reputational damage. Knowing the ins and outs of operations helps leaders avoid these blind spots and assess risk more accurately. - They Struggle to Coach or Develop Talent
Leaders who haven't walked the path themselves may have difficulty coaching others. They might rely too heavily on generic leadership principles or theoretical frameworks, which don’t always resonate in functional or frontline contexts. In contrast, a leader who’s “been there” often has rich stories, practical advice, and tailored guidance that inspires confidence and growth.
Summary
So, can leaders lead things they’ve never done? The answer is both yes and no. It depends on the business context, the nature of the challenge, and the leader’s mindset. In stable environments where depth of technical expertise is crucial, experience may trump perspective. However, in periods of disruption and reinvention, a smart outsider with strong leadership capability can bring the right approach to spark change. The best organizations often find ways to blend both: honoring expertise while welcoming fresh eyes.
