6 Leadership & Management tips (all free)
6 Leadership & Management resources, picked out of 5 saved Instagram reels and 1 liked tweet, from creators like @simplyougrow, @001ventures, @thedeepview.co. 6 of them are free, freemium or open source.
A 10-minute segment from the 1984 John Nathan documentary 'In Search of Excellence' profiling Apple Computer and the Macintosh team. Steve Jobs discusses why hiring career 'professional managers' failed at Apple and outlines why the best leaders are top individual contributors who step up out of necessity. It provides a rare look at Apple's early leadership structure and product team dynamics.
A leadership tip based on Brian Chesky's perspective on 'Founder Mode,' challenging the traditional management advice of completely hands-off delegation. It outlines why founders and executives should be deeply involved in operational details initially to establish standards and shared habits before stepping back.
A management principle from Steve Jobs arguing that sustainable profit is an outcome rather than a primary goal. By focusing on core inputs like strategic direction, great talent, and healthy culture, operational execution across products, marketing, and distribution falls into place.
This leadership principle advises managers to shift from micromanaging daily errors to coaching team members for multi-year autonomy. Instead of stepping in to fix issues yourself, treat missteps as learning opportunities designed to build a capable team over the next decade.
A leadership principle articulated by Steve Jobs emphasizing that financial results are byproducts of operational fundamentals. It argues that building the right strategy, hiring the right talent, and fostering a strong culture directly lead to superior products and marketing, making bottom-line profitability follow naturally. It serves as a reminder for founders and executives to manage input drivers rather than micromanaging output metrics.
This framework outlines how organizations can transition from participation-oriented environments to results-driven meritocracies. It explains why high performers leave when underperformance is tolerated and offers actionable rules around transparent metrics, public recognition, and firm accountability. Leaders can use it to align team culture around measurable outcomes rather than tenure or effort.