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When it comes to hiring, Elon Musk has learned a valuable lesson the hard way: while talent is crucial, a person's character can be even more significant. Musk admits he’s been guilty of putting too much weight on intellect and skills, and not enough on the kind of heart and values a person holds. It’s a mistake he doesn’t plan to repeat because he’s seen firsthand how a great mind without a good heart doesn’t build a strong team or a sustainable company culture.
Photo: Mike Femia/TED
Why Character Counts: A Long-Term Perspective
Musk’s insights align with Steve Jobs' philosophy on team building. Jobs, known for his keen eye in assembling teams, believed in the value of taking a long-term view on people rather than simply focusing on immediate problem-solving skills. When he spoke at MIT, Jobs noted that a person’s character and their willingness to learn and grow are what make them long-term assets. This mindset helps leaders see potential beyond just technical skill, recognizing that some qualities, like integrity and perseverance, are invaluable in a person’s journey within a company.
Example: Think about the way Apple’s culture blossomed under Jobs’ leadership. He didn't just hire the smartest minds; he sought out those who shared his vision and could contribute meaningfully over time. By focusing on individuals who were both talented and trustworthy, Jobs nurtured a culture of innovation that has endured long after his tenure.
Learning and Improvement Over Firing: The Jensen Huang Approach
Another prominent figure in tech, Jensen Huang of NVIDIA, also believes in supporting employees’ growth rather than immediately letting them go if they struggle. Huang prefers to work with team members who might make mistakes initially but show a willingness to learn, adapt, and improve. This mindset ensures that employees feel secure, motivated, and open to improvement, ultimately strengthening the team. Huang’s approach to nurturing rather than discarding talent highlights his focus on building loyalty and resilience within his workforce.
This resonates with Musk’s own experiences, as he now appreciates that good-hearted individuals who are committed to growth bring more stability and cohesion to a team than talent alone ever could. As Musk emphasizes, the best teams are built on trust and shared values, not just intelligence.
More Than Just Brainpower: Cultivating a Thriving Workplace
A company culture grounded in character and mutual respect creates a positive work environment where people feel valued and motivated. For Musk, the importance of having team members who bring empathy and integrity, along with intelligence, is something he’s still learning to balance. His evolving perspective suggests that even the most talented person might not fit well if they lack the values that foster collaboration and respect. When companies overlook character in favor of sheer talent, they risk creating a toxic work environment, where morale suffers, and ultimately, productivity declines.
Example: At SpaceX and Tesla, Musk has faced high turnover rates in the past, sometimes due to the relentless pace and high standards he sets. Moving forward, he seems to understand that sustainable progress might come from building a team that’s not just talented but also aligned on core values and a shared mission.
Final Takeaway: Building a Lasting Legacy on Values
Elon Musk’s lesson is a reminder to leaders everywhere: talent is valuable, but character is essential. A team that brings not just brainpower but also genuine respect, empathy, and willingness to learn is one that’s primed for long-term success. Just as Jobs focused on building teams of likeminded, visionary individuals and Jensen Huang prioritized growth over perfection, Musk’s own shift in perspective suggests that heart and integrity may be the cornerstones of a lasting legacy.
By recognizing that character counts as much as—if not more than—intellect, Musk is highlighting a key principle for all businesses: skills may get the job done, but values are what make a company truly exceptional.
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