When we think of exceptional leaders, we often imagine self-confident individuals who have dreamed of one day leading teams or even companies from an early age. But Steve Jobs had a different opinion: the best leaders are often the ones who didn't want leadership at all - at least not because of the status itself. Why is this and how can we bring this mindset to our teams?
Steve Jobs was known for always thinking outside the box – not only when making technology, but also when choosing the people he wanted to have on his team. In one of his interviews, he explained that at one point Apple focused on hiring professional managers, as they believed that this would help the company grow. The result? "Most of them were average managers who didn't know anything else."
Jobs's point is clear: a leader is not someone who just knows how to delegate tasks and read Excel spreadsheets. The best leaders are those who are great collaborators first – individuals who are extremely competent in their field, who understand the work from the inside and who have earned the team's respect through knowledge, not function.
Why do visionary leaders succeed better?
They understand working on a micro level:
Those who were associates first have a deep understanding of what the job actually entails. This means that they are more empathetic towards their teams and better able to adapt processes, as they used to do this work themselves.
They don't lead because of ego:
Visionary leaders often choose a leadership position not for prestige, but because they know no one else could do the job better. Their motivation is more focused on the welfare of the team and the company than on personal status.
They serve the team:
Instead of seeing the leadership role as an opportunity to command, they see it as an opportunity to serve the team. They become the bridge between vision and execution, between higher levels of management and those who actually do the work.
Authority without coercion:
People follow them because they respect them, not because they have to. This creates an environment of trust that is key to creativity and innovation—something Jobs always sought at Apple.
How to put this into practice?
If you are a leader or building a team, consider the following:
- Don't choose managers based on management experience alone: Instead, look for individuals who are passionate, competent and have a clear sense of responsibility.
- Encourage a mentoring approach: Leaders who are willing to teach and guide their teams will always outperform those who hide behind a title.
- Identify the right motives: If someone wants to lead simply because it is the "logical next step", it may be time to reconsider. Leadership is a responsibility, not a privilege.
Are we ready for egoless leaders?
In a world where charisma, confidence, and self-aggrandizement often prevail, Jobs' vision is a refreshing reminder. The best leaders are not those who desire power, but those who are driven by it desire to contribute. A leader who understands his people, who values their work and who chooses leadership as a last resort - not because he has to, but because he can.
Maybe it's time to companies stop looking for "super managers" and start building teams where leaders are first and foremost collaborators. As Jobs said: "The best leaders are those whom the team respects - not because they have to, but because they want to."
