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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building and gola GV.

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<v Speaker 1>This is the Seven Minute Leadership Podcast with your host

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<v Speaker 1>Paul Fellavaledo.

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<v Speaker 2>Hello everyone, and welcome to the Seven Minute Leadership Podcast.

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<v Speaker 2>It's episode seven seventy two. Today's episode is called Experience

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<v Speaker 2>is a Competitive Advantage. There seems to be a race

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<v Speaker 2>in today's business world. Everyone wants the newest technology, the

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<v Speaker 2>newest software, the newest strategy, the newest app, and the

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<v Speaker 2>newest trend. All of those things have value. There is

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<v Speaker 2>one thing that many organizations are quietly giving away while

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<v Speaker 2>chasing everything new, and that's experience. Experience has become one

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<v Speaker 2>of the most undervalued assets inside organizations. The strange part

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<v Speaker 2>is it's sitting in plain sight every single day. Think

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<v Speaker 2>about the employee who has been with your company for

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<v Speaker 2>twenty years. They walk into a room and notice something

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<v Speaker 2>isn't right before anyone else does. They hear a customer

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<v Speaker 2>complaint and already know what's about to happen next, they

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<v Speaker 2>recognize the beginning of a staffing issue before schedules start

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<v Speaker 2>falling apart. They aren't psychic, They've simply lived through enough

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<v Speaker 2>situations to recognize the pattern. Experience isn't magic, it's pattern recognition.

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<v Speaker 2>The longer you lead, the more patterns your brain collects.

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<v Speaker 2>That's why an experienced paramedic can walk into a patient's

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<v Speaker 2>home and notice subtle clues before a monitor is even attached.

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<v Speaker 2>It's why an experienced pilot can hear a strange engine

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<v Speaker 2>sound that a student pilot doesn't even notice. It's why

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<v Speaker 2>an experienced restaurant manager knows the dinner rush is about

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<v Speaker 2>to become chaos ten minutes before it actually does. Experience

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<v Speaker 2>compresses decision making. You don't have to solve every problem

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<v Speaker 2>from scratch because you've seen versions of it before. Now,

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<v Speaker 2>let's be careful here. Experience in seniority are not always

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<v Speaker 2>the same thing. Someone can work somewhere for twenty years

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<v Speaker 2>and repeat the same year twenty times. Another person can

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<v Speaker 2>spend five years intentionally learning, asking questions, making mistakes, improving

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<v Speaker 2>and reflecting. That's real experience. Experience isn't measured by time,

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<v Speaker 2>It's measured by lessons collected. This is where leaders have

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<v Speaker 2>to be careful. Many organizations unknowingly create cultures where experience

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<v Speaker 2>walks out the front door. The experienced employee retires, the

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<v Speaker 2>experienced supervisor leaves, the experienced technician accepts another job. Everyone

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<v Speaker 2>thanks them for their years of service, and then everyone

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<v Speaker 2>realizes six months later that they weren't replacing a person.

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<v Speaker 2>They were replacing thousands of decisions, thousands of conversations, thousands

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<v Speaker 2>of observations, thousands of mistakes that no one else has

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<v Speaker 2>to make because someone already learned from them. Institutional knowledge

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<v Speaker 2>is one of the few business assets that disappears overnight.

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<v Speaker 2>If you don't protect it, you cannot order it on Amazon,

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<v Speaker 2>you cannot download it, you cannot install it. You have

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<v Speaker 2>to intentionally transfer it. One of the smartest questions a

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<v Speaker 2>leader can ask is this, what does this person know

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<v Speaker 2>that isn't written down anywhere? Think about that. Every organization

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<v Speaker 2>has people carrying knowledge that exists only inside their own heads.

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<v Speaker 2>Maybe it's how to calm down an angry customer. Maybe

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<v Speaker 2>it's knowing who to call during an emergency. Maybe it's

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<v Speaker 2>understanding why a policy exists in the first place. Maybe

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<v Speaker 2>it's recognizing a tiny warning sign before equipment fails. If

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<v Speaker 2>that knowledge leaves with the employee, your organization starts over

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<v Speaker 2>from zero, and that's expensive. Technology can store information, experience

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<v Speaker 2>stores judgment. Those are two completely different things. Artificial intelligence

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<v Speaker 2>can summarize policies. Experience knows when following the policy exactly

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<v Speaker 2>might make the situation worse. AI can analyze thousands of

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<v Speaker 2>data points. Experience knows when something simply doesn't feel right.

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<v Speaker 2>The future doesn't belong to organizations that choose technology over experience.

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<v Speaker 2>It belongs to organizations that combined both. Technology accelerates information,

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<v Speaker 2>experience improves decisions. Together they're incredibly powerful, and as leaders,

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<v Speaker 2>we also need to change the way we view experienced employees.

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<v Speaker 2>They aren't obstacles to change, they're translators. They can explain

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<v Speaker 2>why previous attempts failed. They can identify blind spots before

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<v Speaker 2>they become expensive. They can help younger employees avoid mistakes

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<v Speaker 2>that took years to understand. That's not resistance, that's wisdom.

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<v Speaker 2>The best organizations don't create a battle between generations. They

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<v Speaker 2>create partnerships. The younger employee brings curiosity, the experienced employee

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<v Speaker 2>brings perspective. One supplies fresh eyes, the other supplies informed judgment.

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<v Speaker 2>That's how great teams are built. And here's something I've

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<v Speaker 2>learned from emergency services. Experience doesn't remove pressure. Experience changes

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<v Speaker 2>how you respond to pressure. You become calmer, you become

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<v Speaker 2>more selective, You stop reacting to every little problem because

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<v Speaker 2>you've learned the difference between an inconvenience and a real emergency.

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<v Speaker 2>That confidence isn't arrogance. It's earned. Every difficult conversation, every failure,

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<v Speaker 2>every success, every long night, every crisis, every mistake becomes

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<v Speaker 2>another page in your personal leadership manual. Nobody else has

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<v Speaker 2>your manual. They have to write their own. So here's

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<v Speaker 2>my challenge for you today. I just want you to

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<v Speaker 2>look around your organization. Who has experience that is being shared,

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<v Speaker 2>Who knows things that aren't written down, Who has stories

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<v Speaker 2>that could save someone else years of frustration? Start capturing

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<v Speaker 2>that knowledge. Start pairing experienced employees with newer employees. Start

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<v Speaker 2>treating experience like the competitive advantage that it truly is.

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<v Speaker 2>Because competitors can buy the same software, they can purchase

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<v Speaker 2>the same equipment, they can even hire similar talent, experience

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<v Speaker 2>takes years to build, and that's exactly why it remains

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<v Speaker 2>one of the most valuable competitive advantages any leader will

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<v Speaker 2>ever have. This has been the seven Minute Leadership Podcast,

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<v Speaker 2>and I thank you for listening.

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<v Speaker 1>For more Paul fell of Alito Podcasts, visit paulfellowalito dot

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<v Speaker 1>com