The Leader Mindset #20

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Follow Steve Job’s Advice: Take the Long-Term View of People

I recently stumbled across a two-minute clip of Steve Jobs that’s worth your time. You can watch it [here]. It’s not a polished TED Talk or a keynote with dazzling slides (as you can tell by his long pauses 😃). It’s just Steve Jobs, raw and reflective, sharing one of the most profound leadership lessons he learned to a classroom of MIT students.

What was this profound lesson? “I now take a longer-term view on people.”

Early in his career, Jobs was a self-proclaimed fixer. When a project veered off course or someone dropped the ball, his instinct was to dive in and set things right. Problem solved, crisis averted—at least for the moment. However, over time, likely through his experiences at Apple, NeXT, and Pixar, he realized that this approach had its limits. Fixing problems himself might deliver short-term results, but it didn’t build something enduring.

Leadership, he learned, isn’t just about outcomes. It’s about people and teams. “We’re building a team here,” Jobs said, “and we’re going to do great stuff for the next decade, not just the next year.”

That mindset shift—from quick fixes to long-term growth—changed how he led.

For me, this perspective resonates deeply in today’s fast-paced world, where leaders often face pressure to prioritize immediate results. It’s tempting to step in when something’s going wrong. You know you can fix it faster. But Jobs’ insight challenges that impulse. Instead of asking, “How do I solve this?” he began asking, “What do I need to do to help this person learn?” 

That question is transformative. It’s not just about delegation; it’s about trust. It’s about seeing mistakes not as failures but as opportunities for growth. He was investing in the future success of his people.

Jobs admitted this wasn’t easy. He even felt the urge to jump in and take control. By resisting that instinct, he built teams capable of innovation long after he stepped back.

This approach demands patience. It’s painful to watch someone struggle when you know the answer. However, it signals that you believe in their potential, which fosters confidence and accountability.

So, the next time a team member stumbles, pause. Resist the urge to play hero. Instead, ask how you can guide them to find the solution. Share feedback that challenges them to grow. Invest in their development, even when it feels slower than fixing it yourself.

The people who shape your company’s future aren’t the ones who never mess up. They’re the ones you believed in long enough for them to believe in themselves.

By taking the long-term view of people, as Jobs did, you’re building a team and culture that meets today’s challenges and is built to last into the future.

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Most succession plans look great—until they’re needed.
And in today’s world of exponential change, even the best plans can fall short.

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Andy Noon, PhD

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Andy