What About the Successful Arrogant Jerks? A Case for Radical Humility in Leadership

When we think about some of the most successful business leaders of the modern era—figures like Steve Jobs, Elon Musk, Mark Zuckerberg, Steve Ballmer, or Travis Kalanick—the word "humble" doesn't often come to mind. These are individuals known for their bold, sometimes abrasive, leadership styles. They’ve made headlines for being commanding, controlling, and, at times, downright arrogant. So, why argue for Radical Humility as a key to success when these leaders have thrived without it?

The question is valid, but there’s more to the story. While it’s true that these high-profile leaders have built incredibly successful organizations, the assumption that their abrasive leadership style was the primary reason for their success is questionable. In fact, there’s a good argument to be made that these leaders succeeded not because of their top-down, arrogant approach, but in spite of it. Let’s unpack this idea a bit more.

Correlation Does Not Equal Causality

The fact that leaders like Steve Jobs or Elon Musk have been successful while displaying traits that are often the opposite of humility doesn’t mean that their leadership style was the cause of that success. There’s a tendency to conflate correlation with causality, but just because someone was a commanding, sometimes abrasive leader, and happened to achieve success, doesn’t mean the two are directly connected.

In reality, many other factors likely contributed to the success of their companies—favorable market conditions, groundbreaking products, excellent timing, and perhaps even a good amount of luck. We can’t definitively say what would have happened if someone else, someone with a more humble leadership style, had been in charge. Would Apple have been as successful if a different leader had taken over after Steve Jobs? Could Uber have grown just as quickly with a different, more collaborative CEO? We simply don’t know.

But there’s a strong case to be made that these organizations might have been even more successful with a humble leader at the helm. Humility in leadership fosters collaboration, empowers teams, and creates a culture where innovation can thrive. And while it’s easy to point to high-profile examples of commanding leaders who have achieved success, there are just as many, if not more, examples of humble leaders who have built exceptional organizations by leading with empathy and collaboration.

The Exception to the Rule: Rare Geniuses

There’s no denying that some leaders possess a level of talent, vision, and brilliance that allows them to get away with less-than-humble behavior. Steve Jobs is often cited as a prime example of this rare genius. Known for his infamous temper and perfectionism, Jobs was fired from his own company, Apple, largely because of his difficult personality and inability to work well with others. Yet, when he returned to Apple years later, he helped turn the company into one of the most successful tech giants in history.

But even Steve Jobs, with all his genius, wasn’t entirely devoid of humility. One of his most famous quotes touches on a key aspect of humble leadership: “I don’t really care about being right; I just care about success. I don’t mind being wrong, and I’ll admit that I’m wrong a lot. It doesn’t really matter to me too much. What matters to me is that we do the right thing.”

This is a perfect example of intellectual humility—the ability to acknowledge when you’re wrong and the willingness to embrace the best ideas, even if they aren’t your own. While Jobs may not have been humble in every sense, this intellectual humility was a key factor in Apple’s success. He was willing to let go of his ego when it mattered most, ensuring that the company moved in the right direction, even if it meant admitting mistakes along the way.

So yes, there are rare exceptions—leaders like Jobs, Musk, or Kalanick, who can succeed even without being humble in the traditional sense. But these leaders are outliers, and unless you’re confident that you’re a once-in-a-generation visionary with an uncanny ability to foresee the future, it’s probably best not to model your leadership style after theirs.

The Case for Radical Humility for the Rest of Us

For the vast majority of us who are not rare genius leaders, Radical Humility offers a far more effective and sustainable path to success. Humility in leadership doesn’t mean being a pushover or lacking confidence. Instead, it’s about recognizing that you don’t have all the answers and that the people around you have valuable contributions to make. It’s about fostering a culture where ideas can flow freely, where team members feel empowered to make decisions, and where mistakes are seen as learning opportunities rather than failures.

When leaders adopt a humble approach, they create an environment where innovation can thrive. Team members feel safe sharing their ideas and taking risks because they know their contributions are valued. Instead of rigidly sticking to a single vision, humble leaders are open to change and adaptable to new information. This flexibility allows organizations to pivot quickly when needed, keeping them agile in an ever-changing marketplace.

Humble leadership also leads to better decision-making. When leaders are willing to listen to others and consider different perspectives, they’re more likely to arrive at the best possible solution. Contrast this with a command-and-control leadership style, where decisions are made unilaterally and often based on incomplete information. A humble leader seeks input from all levels of the organization, ensuring that decisions are informed by a diverse range of experiences and viewpoints.

Building Better Teams and Products

One of the biggest advantages of humble leadership is its impact on team dynamics. Leaders who empower their teams to make decisions and take ownership of their work foster a sense of responsibility and pride among their employees. This leads to stronger teams, better collaboration, and ultimately, better products and services.

Empowered teams are more likely to take initiative, solve problems creatively, and push boundaries—all of which are essential for innovation. When team members feel that their contributions matter, they’re more invested in the organization’s success. And when leaders model humility by admitting their own mistakes and learning from them, they create a culture where it’s safe for everyone to do the same.

A Path to Personal Growth

Finally, leading with humility isn’t just about organizational success—it’s also about personal growth. Humble leaders are constantly learning and evolving. They seek out feedback, listen to their teams, and are open to new ideas. This not only makes them more effective leaders, but it also helps them become more empathetic and self-aware individuals.

In the end, Radical Humility is about recognizing that leadership is not about having all the answers or being the smartest person in the room. It’s about creating an environment where everyone can contribute, learn, and grow together. While some rare geniuses may succeed without it, the rest of us stand to benefit greatly from embracing humility in our leadership journey.

So, unless you’re convinced that you’re the next Steve Jobs or Elon Musk, it’s worth considering the power of humility. Not only will it help you build stronger teams and better products, but it will also help you grow as a leader—and as a person.