- Steve Jobs believed great managers should be promoted from within.
- He felt outside hires often lacked necessary skills for leadership roles.
- The “Peter Principle” suggests individual contributors can struggle as managers.
Jobs’ managerial philosophy
In a 1985 interview, Apple co-founder Steve Jobs shared his philosophy on what makes a great manager.
He recounted Apple’s early attempts at hiring professional managers as the company grew.
“It didn’t work at all,” Jobs said. “Most of them were bozos.” In Jobs’ view, managers recruited from outside often lacked the skills and knowledge to be effective leaders at Apple.
Instead, Jobs advocated that the best managers are “great individual contributors” already within a company.
He felt those with deep expertise in their roles, although not wanting to be managers, make the ideal leaders because no one else can do the job as well.
Jobs sought managers who were “insanely great” at what they did, staying on top of the latest technology.
Promoting from within vs. the Peter principle
While Apple’s success validates Jobs’ leadership approach, his view on promoting individual contributors is debated.
Sociologist Laurence Peter coined the “Peter Principle,” observing that talented employees promoted into managerial roles they’re unsuited for often fail.
Proper training and guidance, not just expertise, is key to being an effective manager.
Nonetheless, Jobs’ legacy as a visionary leader is undisputed.
The late co-founder, who would have turned 69 on February 24th, defined Apple’s innovative culture before passing away in 2011.
His ideas on management contain insight, if not a complete roadmap, for leadership.
