The Five Beliefs that Change Everything for Leaders
Feb 22, 2026
Today we’re digging into the differences between command-and-control leadership and trust and inspire. Before you discount the concept and say command and control is outdated nobody uses that anymore, I’ve got a statistic that proves otherwise. Leadership expert Stephen Covey’s research shows about nine out of 10 organizations still operate with command-and-control dynamics in some form even if they call it something else.
I just started reading his newest book and I love it. In Trust & Inspire, Covey makes a compelling argument: leadership is not primarily about techniques. It’s about beliefs. How you lead flows from what you believe about people.
If you believe people must be controlled, you will micromanage. If you believe you’re the only one who can do it right, you’ll always be overworked. If you believe people carry greatness, you will unleash them.
Trust & Inspire leadership is built on five foundational beliefs.
1. People Have Greatness Inside of Them
Our job is to unleash potential, not control it.
I’ve been preaching this for decades, long before it was written in this book. It’s why I wanted to be a leader. I started my career as a commercial television anchor/reporter and I had a lot of BAD BOSSES and that prompted me to start studying how I could do it better. I believed then and I still do today that everyone has greatness inside of them. The catch is NOT EVERYONE will commit to developing that greatness and that’s been my biggest disappointment and frustration as a leader. It takes a lot of personal work to develop the necessary skills, and I still can’t understand why people aren’t willing to do it especially if they have a leader who comes along beside them committed to equipping them.
Control assumes limitation. Trust assumes capacity.
German, writer, poet and philosopher Johann Wolfgang von Goethe said:
“Treat people as if they were what they ought to be, and you help them become what they are capable of being.”
When leaders believe in people, performance rises to meet that belief.
2. People Are Whole Beings
Our job is to inspire, not motivate.
People do not separate their humanity from their work. They want purpose. They want meaning. They want to know they matter.
“We take risks knowing risks will sometimes result in failure, but without the possibility of failure there is no possibility of success.” Tim Cook Apple CEO
Motivation pushes behavior. Inspiration awakens identity. I love that. I recently had a team member ask me how I motivate people. I said, “I don’t. If you’re not motivated to be here, you should work somewhere else. I strive to inspire you to become all that you were created to be.”
I love this next statement from the book. “If you’re still trying to win by motivating people rather than inspiring them, you’re playing tennis with a golf club. Remember the game has changed.”
3. There Is Enough for Everyone
Our job is to elevate caring above competing.
Scarcity breeds politics. Abundance builds collaboration. As Covey taught in his book, abundance thinking changes everything. When leaders foster collaboration over competition, trust expands and so does performance.
Covey writes that “people under command and control don’t really collaborate, because collaboration requires risk, trust and transparency. Instead, they coordinate; at best, they might be able to cooperate.”
I’ve seen this firsthand recently with a very talented millennial who unfortunately, demonstrates the belief that they are the only one who has all the right answers. I haven’t seen this person ask many questions or consider the other person’s perspective. They just jump to conclusions without fully understanding the situation and then launch into telling people how things should be done. That is command and control.
4. Leadership Is Stewardship
Our job is to pursue service above self-interest.
I work hard to be a servant leader. It’s not easy but it's worth the effort. Leadership is not a platform for ego. It is a platform for responsibility. Stewards create environments where others flourish. For me, there’s nothing more exciting than helping someone reach their full potential.
5. Enduring Influence Is Created from the Inside Out
Our job is to go first.
You cannot demand trust while withholding it.
“Leadership is about empowering other people as a result of your presence and making sure that impact continues into your absence.” Dr. Frances Frei and Anne Morriss, authors of Unleashed.
Trust & Inspire leadership begins internally.
It asks:
- Do I believe in people?
- Do I serve or self-protect?
- Do I model what I expect?
The Challenge
These five beliefs sound inspiring, don’t you think? But here’s the truth: Beliefs are easy to agree with. They are ohhhhh so much harder to live.
Next week, we’ll explore the five internal barriers that keep talented leaders from becoming Trust & Inspire leaders even when they believe in the philosophy.
The greatest obstacle to trust isn’t your team. It’s your fear.
Stay tuned.