Tag: Team Management

Ive’s initial reaction to Jobs’ accusation was visceral: “I was terribly cross because I knew he was right.” This admission reveals the profound self-awareness required for authentic leadership growth. Most leaders, when confronted with such brutal honesty, would have become defensive or dismissed the feedback entirely. Instead, Ive recognized the uncomfortable truth hidden beneath his seemingly altruistic concern for the team.

The distinction Jobs highlighted is crucial for modern leaders. There’s a fundamental difference between genuinely caring about people’s growth and development versus wanting to be liked by them. When leaders prioritize being liked over being effective, they often make decisions that feel good in the moment but ultimately serve neither the work nor the people they claim to care about.

This vanity trap is particularly insidious because it feels virtuous. Leaders tell themselves they’re “protecting” their team or “being considerate,” but often they’re really protecting their own image and need for approval. The result is a leadership style that avoids necessary conflicts, delays important decisions, and ultimately fails to challenge people to reach their potential.

Beyond the vanity lesson, Ive learned another transformative principle from Jobs: the art of relentless focus. “Steve was the most remarkably focused person I’ve ever met in my life,” Ive recalls. But this wasn’t the kind of focus most people imagine—it wasn’t about concentration or time management techniques.

Jobs approached focus as a discipline of constant rejection. He would regularly ask Ive, “How many things have you said no to?” This wasn’t casual conversation—it was a deliberate practice that reframed success. Instead of measuring progress by accomplishments, Jobs measured it by what leaders chose not to pursue.

This perspective shift is revolutionary because it makes rejection feel like achievement rather than loss. When your goal is to maximize the number of good ideas you reject, suddenly turning down opportunities becomes a source of pride rather than regret. You’re not missing out—you’re succeeding at the highest level.

The modern workplace makes this principle more crucial than ever. With endless opportunities, notifications, and “urgent” requests, leaders who haven’t mastered the art of strategic rejection will find their energy scattered across dozens of mediocre initiatives instead of concentrated on the few that could be transformative.

Jobs’ confrontation with Ive reveals a hierarchy that most modern leadership development programs get backwards. The lesson Ive learned is that “it’s more important to do really great work than to placate people and their emotions at the expense of great work”. This doesn’t mean being callous or indifferent to people—it means understanding what truly serves them in the long run.

When leaders prioritize making people feel good over pushing them toward excellence, they often create what psychologists call “learned helplessness.” Team members become dependent on positive reinforcement rather than developing the resilience and capability to handle honest feedback and high standards.

Consider the practical implications in your own leadership context. How many times have you avoided giving direct feedback because you didn’t want to “hurt someone’s feelings”? How many mediocre ideas have you allowed to proceed because saying no felt uncomfortable? How many meetings have you endured that served no purpose beyond making people feel included?

Ive’s leadership evolution demonstrates how distinguishing between genuine care for team members and the desire to be liked leads to more effective leadership. When you truly care about people’s development, you’ll have the difficult conversations that serve their growth rather than your comfort.

One of the most counterintuitive aspects of the Jobs-Ive dynamic was how their willingness to engage in honest conflict actually strengthened their working relationship. At Steve’s memorial service, Jony Ive described Steve Jobs as his best friend. This wasn’t despite their direct communication style—it was because of it.

Modern workplace culture often confuses harmony with effectiveness. We’re taught that good relationships require avoiding conflict, managing everyone’s emotional comfort, and maintaining perpetual positivity. But this approach often creates shallow connections built on mutual deception rather than mutual respect.

The strongest relationships at Apple were built on a foundation of caring personally about people while being willing to challenge them directly. When you care enough about someone’s potential to risk temporary discomfort for long-term growth, you demonstrate a level of commitment that superficial pleasantries can never match.

This principle extends beyond individual relationships to team culture. Teams that develop an “obligation to dissent”—where challenging ideas is expected and rewarded—consistently outperform teams that prioritize harmony over truth. The key is ensuring that debate serves the work, not individual egos.

Critics might argue that Jobs’ direct communication style wouldn’t survive in today’s workplace culture, which emphasizes psychological safety, emotional intelligence, and inclusive leadership. If Jobs were founding Apple today, his abrasive interpersonal style would face backlash as today’s work culture values inclusivity, emotional intelligence, and psychological safety.

However, this misses the deeper principle at work. The goal isn’t to replicate Jobs’ specific communication style—it’s to understand the underlying commitment to excellence and honest feedback that drove his approach. Modern leaders can embrace the work-first principle while adapting their delivery to contemporary expectations.

The key is developing what we might call “compassionate directness”—the ability to deliver difficult truths with genuine care for the recipient’s growth. This requires emotional intelligence not to avoid difficult conversations, but to navigate them more skillfully. It means creating psychological safety not by avoiding challenges, but by establishing trust that challenges come from a place of investment in people’s success.

Consider practical applications in your leadership context: regular one-on-one meetings focused on growth rather than status updates, team retrospectives that honestly examine what isn’t working, and decision-making processes that prioritize long-term excellence over short-term comfort. The tools have evolved, but the principles remain constant.

How can you determine whether your leadership decisions are driven by genuine care or hidden vanity? The Jobs-Ive exchange suggests several diagnostic questions that reveal true motivations:

The Discomfort Question: When you avoid giving direct feedback, ask yourself: “Am I protecting this person’s growth or protecting my own comfort?” Often, what we call “being considerate” is actually being cowardly about having necessary conversations.

The Focus Audit: Following Jobs’ practice, regularly ask yourself: “What have I said no to this week?” If you can’t identify meaningful rejections, you’re probably not focused enough on what matters most. True focus requires sacrifice.

The Outcome Analysis: Look at the long-term results of your “people-first” decisions. Are team members growing and improving, or are they becoming more dependent on your approval? Genuine care produces capable, confident people who can handle honest feedback.

Implement a monthly “leadership honesty audit” where you examine recent decisions through this lens. Were your choices driven by what would produce the best work and develop the strongest team, or by what would make you feel liked and appreciated? The gap between these motivations often reveals opportunities for growth.