How Apple became a household name and introduced technological innovation to the world the way no other company did is a phenomenon on its own. It’s no secret that your friends and colleagues are using Apple products and services because of unmatched quality and their sleek signature design. One may argue that Apple has created the future of technology, and there’s no denying that we’re here for it.
When it comes to building a better tomorrow, Apple’s current CEO, Tim Cook, has other ideas far beyond gadgets and scientific breakthroughs. When looking into the future, Cook shared his thoughts on why efforts should start today and how to be more intelligent and conscientious.
Let’s look into how Apple has earned its place in staffing by learning these 4 lessons from Tim Cook himself and how these pieces of truth can guide you in rallying your workforce toward a great tomorrow.
Everyone in your team is a source of innovation.
In an interview with Popular Mechanics, Tim Cook spoke about taking risks, valuing human resources, and creating a legacy that Steve Jobs envisioned. One of the realizations he talked about was the value of innovation and how companies should be relentless yet responsible. Cook elaborated on how much innovation anyone in the organization carries, that your colleagues may have an idea that can turn your company into a multi-dollar idea.
Cook said that innovation did not take a single route. He emphasized creating teams with diverse compositions of mindsets and letting the debate happen on what should and should not occur. This is how they came up with the M1 chip: by brainstorming on what else they could put in the most powerful chip globally. Through innovative brainstorming, they’ve even pushed it further to the M2 chip, with the Mac computer becoming an entirely different product from before.
Apple may have some of the brightest minds working in them, but your workforce is not any different. Professionals have contrasting smarts, and you can harness this by allowing them into the ideation process. But putting the spotlight on them and asking, “What do you think?” isn’t exactly the route Cook was speaking about.
It would be best if you approached your workers during more relaxed occasions. Ask yourself this, when was the last time you sat with them for lunch? How about treating them over coffee to check up on them? Less formal conversations like this give them a chance to let loose with how they express themselves, giving way to the concept of “play,” or the motive that mainly boosts performance. Play-in work does a lot to build relationships and rapport: short banters in the pantry, quick hallway chats, and yet, shared meals with colleagues. These are simple yet potent sources of inspiration.
An organization should not force innovation. It can come out when everyone is most relaxed and creative. Try to strike this balance with your team; they might even enjoy the brainstorming they didn’t realize they were already doing.
Impossible is the new goal.
Cook mentioned that “impossible” isn’t true for the people at Apple. They treat the unthinkable the way a bull rages toward a red flag. If someone says they’re not sure if a feat is doable, the rest does their best to stay convinced that what they do is for the end user, or in other words, their customers or clients. It’s this motivation that keeps them going even if the light at the end of the tunnel is not as bright.
Why not just throw in the towel and say, “We did what we could?” Chances are the dilemma is recurrent, so why delay the solution? After all, necessity is the mother of invention. Build a better future for your team by practicing perseverance and resiliency in them amidst adversity. And soon, you’ll watch them celebrate their newfound victories in making the impossible doable.
Guy Smith, Executive Vice President of Diageo, a worldwide leading provider of premium drinks, shared the Seven Guideposts in Achieving the Impossible:
- Believe in yourself. You will only inspire if you are inspired yourself.
- Believe in the mission. Alongside faith for yourself is an examination of your team’s belief on set goals. If you, as the leader, believe entirely in what your workers can achieve, you will easily steer them towards achieving the impossible.
- Be willing to change the game’s rules: It may be existing business models or usual day-to-day processes. If known ways and means aren’t working, try the unknown. In other words, learn to experiment. Invite your team to think outside the box; the solution may be right under your nose.
- Have the humility to ask for and use help. The influence the team needs may not be inside the team. Reach out to other departments or fellow company leaders for some assistance. Let your team know that it’s okay to ask for help from time to time.
- Focus all available assets against a single objective. All hands on deck, as some would say. Scour all possible resources within your reach and see how they can help turn the impossible around.
- Have the tenacity to relentlessly, tirelessly persist. If your team sees you slowly give up, they will follow suit. Set an example of valuing perseverance and hard work by being their cheerleader and exuding staying power in this challenge.
- Use your knowledge, skill, experience, and training. Instances, or opportunities to overturn the impossible, are concrete means for professionals to walk the walk. The difficulty may be through the roof, but once your team finds that elusive solution, everyone should be proud of themselves.
What if the impossible remains? Rest, regroup, then retry. Building a better tomorrow means preparing for obstacles; your team is simply preparing for the future.
Stay rooted in company values.
Cook sees company values as their North Star. For instance, Apple puts a premium on privacy above anything else, and it shows as they develop their products. For example, the company practices “app tracking transparency.” The apps they develop notify users of what data is collected, and users get asked if they want the tracking to continue across other apps they use.
Another guiding force Apple adheres to is education. Steve Jobs wanted every classroom to have a Mac. But Apple did something better and gave everyone in the classroom a Mac. Apple also values accessibility and has spent time and resources to ensure that even the blind or deaf can use its products.
As you build a better tomorrow for your staffing, ask yourself: what values will your team use to stay rooted, and how will you carry out these values?
A company’s core values also play a big role in its recruitment brand. A lousy company reputation turns off 86% of job seekers, and 94% of entrepreneurs say that a healthy culture at work is integral for success.
Simply put, remind yourself and your staff if the decisions they choose and the processes you develop adhere to the promotion of values you agreed upon. If you feel said values are compromised, it may be time to recollect again and reevaluate these values.
Always work on tomorrow.
When asked what Steve Jobs would say if he saw Apple now, Tim Cook said the former CEO would say something like: “We can do better on that.” Building a better tomorrow is a continuous process, so always welcome all the help you and your team will need. Better staffing is always out there, so keep looking for ways to achieve it.
And when it comes to improving the marketing delivery of your staffing agency, Allied Insight is here to help you work towards a better tomorrow. We are a B2B Fractional CMO and Growth Marketing Delivery Agency built for staffing agencies and professional services companies. We are here to lend a hand when it comes to future-proofing your marketing strategies.
Through Allied insight, achieve consistency in your brand reputation, pave the way for executive strategic leadership, and stay flexible to welcome changing corporate initiatives. Allied Insight is future-ready, and allow us to achieve that for you. Contact us today!
