The Pitfall of Jobsian Management
In the wake of the release of Steve Jobs' biography, I have heard a lot of people say that they now will aspire to create perfection in the things that they do. Steve Jobs was maniacally driven to perfect every product that his company released, and, as a result of that drive, the products that Apple delivered to the market have been pretty incredible.
Having said that, I am a bit concerned about what the future may hold for people in organizations where their boss has decided to take a Jobsian approach to management. Not because it's a bad idea to have great products, or because throwing out a sub-par product after a long development cycle is a waste, but because only doing those few things will not make your company into an Apple.
Apple wasn't great merely because Steve wouldn't let crappy products roll out the door, but rather because of their culture and their values. People weren't constrained by the parameters of how something should look or operate, they were inspired to think about things without preconceived notions. Steve wouldn't let a product go to market if it didn't meet his high bar for quality. He would challenge his employees on every decision, and shout them down in a bout of rage. Even though he did this, his employees and his company still thrived. For some reason this treatment didn't phase them, or cause all of them to seek jobs at other companies.
The reason was simple: Steve had earned their trust, and they knew he believed what they believed. They knew no matter what happened, they were both on the same page about what it meant to be an employee at Apple. He wasn't perfect, and for most people it would be a mistake to try and emulate his harsh leadership style. However, we can learn a lot from what he was able to accomplish in the short amount of time he was in charge of Apple.
People respond to values-driven management. They thrive in organizations that believe what they believe. They want to work in environments where they are challenged, and there is a high level of parity between their peers. They will rally around their leader when he or she has earned their trust and made their mission clear.
If you are hoping to create the same type of culture that was at Apple, start by changing your company's values. Aspire to your highest virtues, seek to sell products that aren't just 'good enough', but, instead, are better than anything else out there. Keep your profits honest. Provide high levels of transparency throughout your organization. Find people who agree with your mission, and push out the doubters. Seek to improve your core products, and don't let quality slip in favor of growing your bottom line.
These are simple concepts, but they will change your company. They will inspire your people to do great things, and create an incredible feeling of hope that will be a beacon to your team, driving them to pull in the same direction.
