This is the first installment of a new series where I, a middle manager who happens to be an avid reader, review leadership books to share what I learned and whether I think they’re worth the read.

For context, I’m the communications manager in MSU Human Resources. I have the privilege of supporting the outstanding team that promotes the services provided by all of the talented teams within MSU HR. I love reading, and through leadership books, I hope to learn how to better support my already amazing team.

Stephen Covey’s “Trust and Inspire” was a great first choice. I knew it would, at least in part, affirm a belief I already held, that people don’t want to be managed, they want to be led. A good leader doesn’t try to confine or control their employees. They simply work to provide the environment and resources that help them reach their potential. “Trust and Inspire” provided all that and more, including the historical context explaining why it might be tempting to default to a controlling structure and the benefits of providing a more trusting and supportive environment.

Takeaway One: We’re past the Industrial Age, so let’s lead accordingly

The Industrial Revolution was one of the first times in history when we began to see the still common workplace structure of employees taking orders from the person in charge. Covey refers to this leadership style as “Command and Control.” Command and control leadership is built around compliance, efficiency, being transactional, and maintaining the status quo. In today’s workplace, innovation is not only desired but expected, meaning we can no longer operate under the “Command and Control” model and expect innovation from our employees.

Takeaway Two: People achieve more when they are trusted and inspired

Much of today’s workforce consists of knowledge and service-based work with access to instant and ever-changing information. We are more innovative, creative, and collaborative than ever, even with the expansion of remote work. Leaders can best adapt to these new conditions under the “Trust and Inspire” model, characterized by commitment, transformation, growth, collaboration, and inspiration.

An easy way to distinguish the Command and Control and the Trust and Inspire models of leadership is to consider the differences between motivation and inspiration. During the Industrial Revolution, workers were motivated by their paychecks and being able to provide for their families, but not much more. Today, people choose their careers for many reasons beyond just a paycheck. We seek inspiration from our work—to make a difference in the lives of others, be innovative, creative, and part of something bigger than ourselves. As leaders, retaining top talent often comes down to getting out of the way and letting our employees be inspired to do their best work.

Takeaway Three: It’s not about me

“People have greatness inside them… so my job as a leader is to unleash their potential, not control them.” I’ve always been more aligned with servant-style leadership, and this book was a great reminder that I’m on the right track. I have a lot to learn, but I’m confident in my team’s ability to do great work if I support an environment that maximizes their potential. That doesn’t come from micromanaging, but from offering support, encouragement, and stepping in when needed to help remove, or at least adjust, barriers that might prevent them from reaching their potential.

Was it worth the read? Yes!

Stephen Covey’s “Trust and Inspire” was a great book. I recommend it to all leaders, regardless of the formal title. The message is modern, relatable, and applicable to real-life work. While I initially listened to the audio version, the paperback includes great visual aids for referencing and annotating. Give it a read (or a listen) and tell me what you think!

Borrow this book or recommend my next one!

Is there a leadership book you want me to read and then write about? Or do you want to borrow this book from me? Let me know! Email me at fetherch@msu.edu.

Thanks for reading!