There has been a lot of ink lately on “Who Will Be the Next Steve Jobs?” from an article in the Wall Street Journal to a myriad of other articles and blog posts. It’s part of a larger discussion on why there aren’t more women starting high-growth companies and in leadership positions across the board.
It’s a good discussion. But that’s not what I am writing about today. Today I’m talking about hiring. The qualities The Wall Street Journal suggests are necessary for a person who could fill Steve Jobs shoes include “unbridled confidence” and some degree of arrogance and narcissism — traits that don’t fit comfortably into even the most confident corporate heels…or at least not that we are willing to admit to or talk about. Maybe we should. Swathy Prithivi (Head of Corporate Development, Sonim Technologies) makes the point in a post on Women 2.0 that these traits just may be necessary for anyone, regardless of gender, to push through the “monumental odds” faced in making a start-up work.
“Unbridled confidence is critical for someone who even has a passing interest in entrepreneurship and more importantly for the legions of young women who are smart and capable of starting companies but don’t necessarily think of this as an option in their universe of possibilities.”
I recently was writing up some notes from a discussion I had with a group of female entrepreneurs on the importance of hiring. One women who has run her own global business for over 15 years shared the insight that “It’s not what you do that makes for success, its who you hire”. Problem is, we often don’t learn the skill set we need to hire she says:
“The most important thing for any business is building the right team. It’s not what you do that makes for good management its who you hire. Hiring itself is a skill set. The first thing you need to do is create your mission. There is a mission for this job. What you want this person to accomplish? The reason we fail in hiring the right people is because we don’t write a good job description first. Never post a job until you really interrogate what it is you are looking for”. 40-something entrepreneur
I can’t imagine anyone who wouldn’t like to include “unbridled confidence” not only in the mission for who they hire but also for what they would like to bring to the party. The first part of building an amazing team is hiring ourselves. We need to define the skills we need to develop ourselves to “step up to the table” as Sheryl Sandberg, COO of Facebook advocates.
Do we need to add arrogance and narcissism to our mission? Or do arrogance and narcissism, if looked at another way, really just the positive outlook that helps you overlook obstacles and believe in yourself.
“You have to have the attitude that you get what you want. You have to know what you want and be confident that you will figure out how to get what you want. There will be a million obstacles in your way but you have to just not see them.”
Maybe that is a version of narcissism…the “extreme self love” as it is defined, that makes you believe you can get what you want.
Similarly, earlier this year I heard Audrey McClean, founder of Network Equipment Technologies (NET) and Adaptive and an Associate Professor at Stanford, speak at an NCWIT event honoring women in technology on what makes her tick as an entrepreneur:
“To be an entrepreneur you need to be able to see things the way they could be vs. the way they are and you have to believe that if you can see it, you can make it happen. Then you have to inspire others to want to do it with you…because it always takes a team. I’m happiest when collaborating to materialize real results and I never give up.”
I loved that quote. It’s about being confident enough in yourself and your vision that you can convince others of it’s power. Is that “arrogance”? To believe you can see what others can’t? Or is it extreme positivity and passion?
Back to hiring others. For some reason as I was writing the other week, I decided to look at what Steve Jobs had to say about hiring for some inspiration. Eerily it was the day before he died. This is what I found.
“My job is to not be easy on people. My job is to make them better.”
“Recruiting is hard. It’s just finding the needles in the haystack. You can’t know enough in a one-hour interview. ? So, in the end, it’s ultimately based on your gut. How do I feel about this person? What are they like when they’re challenged? I ask everybody that: ‘Why are you here?”
“When I hire somebody really senior, competence is the ante. They have to be really smart. But the real issue for me is, are they going to fall in love with Apple? Because if they fall in love with Apple, everything else will take care of itself.? They’ll want to do what’s best for Apple, not what’s best for them, what’s best for Steve, or anybody else.
“I mean, some people say, ‘Oh, God, if [Jobs] got run over by a bus, Apple would be in trouble.’ And, you know, I think it wouldn’t be a party, but there are really capable people at Apple.? My job is to make the whole executive team good enough to be successors, so that’s what I try to do.”
Doesn’t sound so arrogant after all. It’s about passion and positivity, yes, and the selflessness to believe that someone can do your job better than you do.