You can say it is a point of view older managers typically take. I am now 30 years in business and what else than  experience is a contribution I can bring to the table because of age. Young people have more a modern view, other perspectives and values. They are the future customers. I think that is the false perception and not black & white.

Age does not always bring great experience to the team. I have seen managers been 50 years plus but stopped learning. Their believe on e.g. lead generation has not changed, it was about sales people finding customers by cold calls or in their network and trade shows but completely ignored that digital content marketing is one of the largest lead generation channels in modern B2B business in particular in COVID times; very targeted and highly efficient if you have the right experts and approach. Or you work in the software industry and meet people who have not really understood what SCRUM can bring to your software development projects in terms of productivity, time to market, user feedback, user acceptance and successful completion rate of software projects.

Experience is partly defined by age but it is much more influenced by the exposure a leader had throughout their career and the learning path the person took in the past years. If you find people with exposure to interesting business challenges and a strong learning skill, you may get the most experienced leaders that can support your business.

Managing a business with little experience makes every decision point a new challenge which needs to be evaluated. That actually takes more time compared to a leader with experience who can take a good proportion of decisions based on experience and needs to evaluate only really new situations and key decisions more deeply. Have a look Thinking fast vs. Thinking slow by Nobel Prize winner Daniel Kahneman. Sharing the experience with the team brings even better joined decisions as they are based on more data points. I have seen people taking e.g. CFO roles with no operational experience and that blocked the organization as no decisions have been taken at the pace to run that business due to uncertainty. 

Especially in crisis situations where fast decisions may be needed e.g. at cyber attacks, shit storms, strikes or other external threats - experience matters. If you have been exposed to situations before or you are trained on certain critical situations you can take well prepared and educated decisions faster and achieve better results. The amount of stress in crisis is reduced and your resilience increases that leads to better decisions and finally to better business results.

To be clear, experience is not the only skill which is needed to be a good leader, there are many other skills a talented leader need to have to be successful. Even if you are most talented and smart person, but you miss the experience, you may not be as successful or even fail. On the other hand experience and learning comes with exposure to challenges over time and it is a key development step that you try, fail, learn and redo. It is a trade off and how much risk your company stakeholder want to take.. 

The option is not to hire seasoned executives only but rather use experienced successful leaders to coach your smart and future talents to ease their path to become experienced leaders for the benefit of your company. As usual diversity brings the best results. Young people provide e.g. new views, other values and technology adoption to the team. The combination of experience through coaching with your future talents will unleash the potential of your organization and through the combination you can take more brave moves to promote young people early on if they deserve it.