In the tech world, the dominant management styles of leaders like Elon Musk and Steve Jobs have become almost mythical. These CEOs are celebrated for their relentless drive, visionary skills, and sometimes autocratic methods. Their names conjure up images of intense boardroom battles, late-night work sessions, and a single-minded focus on the impossible. Think of Elon sleeping on the factory floor or lugging a kitchen sink to Twitter headquarters. Remember Steve’s words, “There’s just one more thing…” as he announced the next big announcement as the packed crowd at WWDC went wild.
Musk’s SpaceX and Tesla, as well as Jobs’ Apple, are examples of the heights such a leader can reach. However, these personalities also have a dark side. Musk is known for creating a toxic work environment, with reports of extreme pressure and high turnover rates. Despite his genius, Jobs was notorious for his rude and often demeaning behavior toward employees.
Unfortunately, these leaders have become role models for many aspiring CEOs. The Silicon Valley mantra is that greatness requires not only vision and innovation, but also a certain ruthlessness and eccentricity – stereotypical traits that VCs look for. This mindset has likely led some CEO tyrants to cross boundaries. Travis Kalanick, the founder of Uber, was forced out of his own company after a series of data protection scandals and complaints of discrimination and sexual harassment at the company during his tenure.
This glorification is partly due to the media. Jerk-offs get clicks and outrageous antics make for great stories. But these examples are actually the exceptions, not the rule. Far more numerous are CEOs who succeed quietly, building iconic companies and breakthrough technologies without ignoring others or glorifying themselves. The quiet CEOs take an alternative leadership approach that emphasizes collaboration, empathy, and employee empowerment. Although you won’t read about it nearly as much, this quiet style characterizes some of the most successful CEOs I know, like Satya Nadella of Microsoft, Shantanu Narayen of Adobe, Sundar Pichai of Google—and leaders like Ratan Tata and Anand Mahindra in India.
As I wrote in my book From incremental to exponentialNadella transformed a stagnant Microsoft, riven by rivalries and stuck in Steve Ballmer’s infamous “aggro mindset,” by fostering a culture of collaboration and continuous improvement. Microsoft even embraced open source! This led to the company’s resurgence as a technology leader and as a respected player and partner in many collective technology projects in the open source space and the world.
By revitalizing the company with a focus on cloud computing, AI, and inclusive and humble leadership, Nadella transformed a declining dinosaur into a soaring eagle. Similarly, Narayen transformed Adobe from a traditional commodity software company into a SaaS giant and acquisition machine, with a focus on customer experience and employee satisfaction. Sundar Pichai at Google has also championed a culture of openness and inclusion, driving innovation while maintaining a strong focus on user-centered design and ethical AI.
Ratan Tata, former chairman of the Tata Group, led the company’s global expansion, acquiring brands such as Jaguar Land Rover and Tetley Tea and expanding its operations in over 100 countries in industries such as steel, automobiles, IT and consumer goods. Similarly, Anand Mahindra, chairman of the Mahindra Group, expanded the conglomerate into sectors such as aerospace, agribusiness and information technology.
All of these leaders have built impressive companies like Apple or Tesla, but you will rarely hear negative comments about these leaders. Their companies are not about their personalities – they are known for their successes. So what is it about Indian leaders that sets them apart?
Ravi Kant’s book, Leading from behind: To achieve the impossibleco-authored with Harry Paul and Ross Reck, offers a compelling comparison between the traditional Western leadership styles embodied by Musk and Jobs and the more collaborative approaches practiced by Indian CEOs. Kant, who served as CEO of Tata Motors and worked closely with Ratan Tata, explains that while Musk and Jobs’ leadership style can be effective in driving high performance and innovation, it is not always the case and can also destroy companies. Worse, the tyrannical leadership approach often comes at the expense of employee morale and leads to decline in the long run. Apple is benefiting today from Jobs’ work on the iPhone. Tesla is falling on hard times as competition grows and product stability stagnates.
In contrast, the leadership styles of Indian CEOs emphasize empathy, empowerment and collaboration. This is the style Kant explores in his book. The essence of “leading from behind” is the belief that true leadership is not about being at the forefront, but about helping others succeed. This philosophy is based on three core principles:
How should I be?
This principle emphasizes self-preparation and personal growth. It requires leaders to remain open-minded, take responsibility for their roles, and maintain distance. An open mindset allows leaders to adapt and embrace new ideas. Taking responsibility instills a sense of ownership toward the organization and its employees. Distance, the most difficult aspect, means stepping back and putting the team in the spotlight to encourage their growth and autonomy.
How do I deal with the team?
Effective leadership is about creating a supportive and empowering environment for the team. This means trusting team members to make decisions and solve problems by providing guidance and support without getting caught up in micromanagement. It’s about fostering a culture where team members feel valued and motivated to do their best.
How do I approach the task?
This principle focuses on the leader’s approach to achieving goals. It advocates bold thinking and encourages the team to pursue ambitious goals. Leaders should create an environment where innovation thrives and incremental successes serve as springboards to greater success.
Adopting a leadership style that emphasizes collaboration and empowerment can lead to numerous long-term benefits. It creates a more sustainable and positive work environment where employees are engaged and motivated – and it promotes innovation as team members are encouraged to think creatively and take ownership of their work. It also creates a stronger, more cohesive organization as employees feel valued and integral to the company’s success.
In reality, the time of a tyrannical CEO is always limited. Jobs is dead. Musk may have let his light burn out. The future of leadership lies not in the hands of a single visionary, but in the collective strength and creativity of empowered teams. Arrogance and egoism simply need to be replaced with caring and humility.
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