In a 1994 PBS documentary, Steve Jobs famously said:
“It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.”
You might think, “Well, that’s easy for Jobs to say. He had the resources to hire top-tier executives. I have to work with the team I’ve got!”
Fair enough. But even Jobs faced major challenges with NeXT Computer in 1994, such as:
- Struggling to break out of niche scientific and academic markets.
- Competing with Microsoft Windows, macOS, and Unix.
- Pivoting from hardware to software with meager revenue streams.
- Failing to attract developers because of overly complex applications.
- Battling weak value propositions and overpriced enterprise software.
In other words, NeXT was fast running out of options—and cash.
Jobs still chose to empower his team to tackle these obstacles. And the same principle applies today: empowered leadership teams are the key to overcoming business challenges in 2024.
What is a Mini CEO?
A Mini CEO is exactly what it sounds like: a CEO for the leadership function they “own” on your Function Ownership Chart™ (sometimes called an Accountability Chart).
But here’s the thing: doesn’t “holding leaders accountable” sound more like micromanagement than empowerment? I think so.
What sets a Mini CEO apart is their mindset. Just as you, the CEO, are responsible for increasing the value of your company, a Mini CEO takes full ownership of their function, proactively making it more valuable to the business.
The Mini CEO Mindset
Your Mini CEOs should:
- Constantly brainstorm ways to grow their function’s impact—even outside work hours.
- See their role as an opportunity to drive business growth, not just a 9-to-5 job.
- Lead their teams to hit key performance indicators (KPIs) and implement impactful Rocks every quarter.
This isn’t exploitation—it’s a mentorship opportunity for the right people. While the 9-to-5 crowd may self-select out, aspiring leaders will embrace the chance to step into a CEO-level mindset under your guidance.
Mentorship becomes even more powerful when paired with the Mentor Meeting Model™, which provides a framework for fostering meaningful, consistent conversations with your leaders. These sessions help guide Mini CEOs in honing their leadership skills and aligning their function with your company’s broader vision.
Why Groom Mini CEOs?
Wouldn’t you prefer your function owners to:
- Proactively build their areas of responsibility into thriving engines of growth?
- Motivate their teams to consistently hit KPIs and execute on quarterly Rocks?
- Contribute ideas that drive innovation, efficiency, and measurable impact across the business?
If your answers are “yes,” “yes,” and “yes,” then it’s time to stop micromanaging and start building a team of empowered leaders.
Take the First Step
I’m hosting a free virtual roundtable for business owners focused on creating Execution Momentum in just 45 days. You’ll learn how to:
- Empower your leadership team to act as Mini CEOs.
- Build a culture of ownership and accountability without micromanaging.
- Develop leadership strategies to navigate today’s toughest challenges.
Sign up for the announcement list now to join the conversation. Let’s transform your leadership team—and your business—together.
