Andy Grove, the former Intel CEO died recently at the age of 79. His death was a sad event for many people, most especially the Silicon Valley executives he inspired. Over the years, the iconic leader inspired many of them to become more productive and better bosses by mimicking his constructive confrontation style of management.

Andrew Grove (1936-2016)

The roster of people that saw him as a mentor contains some interesting names. Steve Jobs called him for advice before returning to apple and his book “High Output Management” is more a less a sacred manual for many others. He was also the first to include stocks as compensation options for deserving employees. A practice now copied by some of the biggest tech companies the world over.

What is the constructive confrontation management style about?

Firstly, it is a style of management where boundaries between workers and the CEO are eliminated. Instead of holding a space in a secluded part of an office block, Andy Grove stayed in a cubicle like everyone else in a bid to foster a non-hierarchical work environment. This method could help lure some categories of employees to your business.

Secondly, this style of management is one where ideas are dissected painstakingly, workers are encouraged to voice feelings and even feel free to raise voices to drive home a point. It is a method where everyone in the office environment is encouraged to be blunt when dealing with others. One of his former subordinates told Bloomberg that in meetings with Andy Grove, workers were expected to have data backing any opinion and be ready to defend the opinion against any kind of criticism. Any sign of weakness meant the opinion was shut down.

Did it work?

Obviously, Mr. Grove’s management style may not work for every business. But is it really working in Intel’s case?

You only need to look at the fact that Intel went on to become the leading name in the microprocessor world under his watch as confirmation that it worked. Customers and shareholders during his tenure were also very happy which further confirmed that this style worked.

Intel logo, Robert Noyce Building
photo credit: Josh Bancroft / Flickr

Should you embrace it?

While constructive confrontation yielded fruits for Andy Grove, it wasn’t without its problems. Following his retirement, some of those under him shed new light to this style of management. One former Intel employee said it amounted to bullying as it gave unruly individuals the chance to be unruly to others.

Therefore, while there are certain positives to this style of management, proper considerations must be made to ensure that the negatives do not make their way into your business environment.

As your takeaway, remember that there’s no one-size-fits-all approach to management. As always, in order for you to measure the results of your management style, you need to implement it, analyze the results, and make the necessary adjustment; rinse and repeat.