Important Succession Planning Lessons From Steve Jobs

November 21st, 2011

Mary Hladio

Steve Jobs

Steve Jobs has influenced computer design during his storied career but more importantly, he has influenced what it means to be a company leader. His idiosyncratic leadership style, hyperbolic presentations, and fiercely hands-on management approach have inspired the envy of executives and the fear of more than a few employees and competitors. Steve Jobs set an example for companies across the board with regard to leadership transition and succession.

According to author Carmine Gallo, who has followed Jobs’ career closely over the years and penned two popular books about him, there are five key lessons from the recent succession.

It is important for companies to focus on the customer, client, and user experience, above everything else.
It is important that the culture formed at any company is one that transcends an executive’s leadership. Jobs did this by creating a management team and company culture that embrace his vision for the company and the technologies it creates, exemplifying the truth that great leaders build companies that can excel without them.
It is important that companies and executives control their message and stay true to it.
It is important that leaders transition proactively, meaning that they gradually hand off power and other spotlight responsibilities to key personalities.
It is crucial that leaders who are stepping down choose successors who can take over their duties, not their personalities.

It’s become hard to imagine anyone but Steve Jobs leading Apple, but that perception likely doesn’t match reality, according to Gallo. “There’s no better pitch man than Steve Jobs,” Gallo said. “But Steve has done a great job of assembling a management team that can lead the company in a way that’s consistent with his vision.” Gallo sees the leadership traits of Steve Jobs distributed throughout the company’s new leadership, rather than packed into the personality of a Steve Jobs imposter. “I think he’s done as good a job as he can do at choosing people who can take over his duties,” said Gallo.

Bottom-line: Develop your high potential employees to take on your duties – not the tactical ones, the strategic and visionary aspects of your role. Don’t let your personality become bigger than the brand.

Contact Ember Carriers at (513) 984-9333 for a 30-minute complimentary consultation to discuss a succession plan for your company’s future.

InformationWeek (08/26/11) Strohmeyer, Robert

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