Over a decade has passed since the technology industry bid farewell to Steve Jobs, the visionary co-founder of Apple, whose innovations have left an indelible mark on the world. Jobs, who succumbed to pancreatic cancer in 2011, would have celebrated his 69th birthday today. His leadership at Apple not only revolutionised the tech landscape but also offered invaluable lessons in management that continue to resonate with today’s leaders.

Jobs’ approach to leadership was unconventional, yet profoundly impactful. Among the philosophies he espoused, his stance on the essence of effective management stands out. In the early days of Apple, Jobs, along with co-founders like Steve Wozniak, sought to bring on board “professional management” – individuals with expertise in managing teams. However, this strategy quickly proved to be less effective than anticipated.

Reflecting on this experience in a 1985 interview, Jobs expressed his disillusionment with these “professional managers,” whom he described as “bozos” who lacked substantive skills beyond management. This observation led to a pivotal insight that would shape his approach to leadership: the best managers are often those who have no initial desire to assume such roles. Their expertise and reluctance to manage, paradoxically, make them exceptionally capable leaders, as they are more likely to impart valuable skills and knowledge to their teams.

Elevating Top Performers to Leadership Roles

One of Jobs’ core management principles was the promotion of outstanding individual contributors to managerial positions. He believed that the most effective managers are those who, despite their reluctance, take on leadership roles out of a commitment to excellence. This philosophy was exemplified in his decision to promote Debbie Coleman, a member of the Macintosh team, to a prominent management position. Despite her background in English literature, Coleman’s MBA from Stanford and her exceptional financial management skills caught Jobs’ attention. Her subsequent success as Apple’s Chief Financial Officer, and her recognition as a leading technology executive in Silicon Valley, underscored the validity of Jobs’ approach to leadership.

Fostering Collaboration and a Shared Vision

Jobs also emphasised the importance of collaboration and a unified vision within Apple. He believed that effective leadership involves articulating a clear vision that inspires and unites team members. This principle of fostering a collaborative environment has been a hallmark of Apple’s culture, contributing to its success as what Jobs described as the “largest startup” in the world. His approach to teamwork—based on trust and shared responsibility—has been integral to the company’s ability to innovate and excel.

The Art of Recruiting Exceptional Talent

Another cornerstone of Jobs’ management philosophy was his hands-on involvement in the recruitment process. He sought individuals who were not only exceptionally talented but also passionate about what Apple stood for. Jobs’ recruitment strategy focused on assembling a core group of outstanding individuals who would maintain high standards for new additions to the team. This approach to building a cohesive and high-performing team was central to Apple’s success and remains a critical aspect of its enduring legacy.

In conclusion, Steve Jobs’ management principles—prioritising skill and passion over conventional management experience, fostering collaboration, and meticulously recruiting talent—offer timeless lessons for today’s business leaders. His legacy serves as a reminder that great leadership is not about adhering to traditional norms, but about vision, innovation, and the courage to challenge the status quo.