The Monk Who Found Success at 68: A Lesson for Modern Business

Jan de Vries · 2026-08-25

Let's talk about something that doesn't get discussed enough in our fast-paced business world. What happens to wisdom as we age? Dr. Stephen Whitehead recently pointed out something fascinating—and honestly, a bit uncomfortable. Religious traditions have long celebrated aging as a time of deepening insight. Meanwhile, our capitalist systems often treat older workers like outdated software. I'm not saying capitalism is wrong. It's created incredible innovation and wealth. But maybe we're missing something crucial when we sidelinethe very people who've seen economic cycles come and go. ### The British Monk's Unexpected Promotion Here's the story that got me thinking. A British monk was promoted at age 68. In most corporate environments, that wouldn't just be unusual—it would be nearly unthinkable. Yet in his community, his decades of experience were seen as his greatest asset, not a liability. Think about that for a moment. We live in a world obsessed with youth. Startup founders in their twenties get celebrated. Tech companies chase 'digital natives.' But what about the institutional knowledge that only comes with time? ### What Religious Traditions Get Right Religious communities have structured their approach to wisdom differently: - They value continuity over constant disruption - They see experience as cumulative, not diminishing - They honor the role of elders in guiding younger members - They recognize that some insights only come with time It's not about being anti-innovation. It's about balancing rapid change with deep understanding. ### Where Capitalism Falls Short Now look at how most businesses operate today. We've created systems that often: - Push experienced workers into early retirement - Underestimate the value of historical perspective - Prioritize short-term gains over long-term stability - Miss opportunities for mentorship and knowledge transfer "We're losing something vital when we don't create space for experienced voices," as one business leader recently told me over coffee. "It's like throwing away the instruction manual because you want to assemble the furniture faster." ### Practical Changes We Can Make So what can we actually do differently? It starts with small shifts in how we think about age and contribution. First, consider creating formal mentorship programs that pair younger employees with experienced ones. These shouldn't be token gestures—they should be structured opportunities for real knowledge transfer. Second, rethink your hiring practices. Are you unconsciously favoring younger candidates? Sometimes we do this without even realizing it, using language in job descriptions or having interview panels that unintentionally create bias. Third, value different types of experience. Someone who's navigated multiple economic downturns brings perspective no business school can teach. ### The Bottom Line This isn't about creating special treatment for older workers. It's about recognizing that diverse experiences—including those gained over decades—make organizations stronger and more resilient. The monk's story isn't just a feel-good anecdote. It's a challenge to our assumptions about where value comes from in the workplace. Maybe we don't need to overthrow capitalism. Maybe we just need to remember that wisdom has always been one of our most valuable commodities—and it tends to appreciate with age. What would your organization look like if it truly valued the insights that only come with time? That's the question worth sitting with, even if the answer makes us a bit uncomfortable at first.