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6 Classic Lessons We Can All Learn From Stephen Covey

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Dr. Stephen Covey, wrote the best-selling book in 1989 titled “The 7 Habits of Highly Effective People”. His death saddened many, but most people have been grateful for his life and work. His book has several insights and splendid ideas that have inspired many.

The 7 Habits has a way of seeping you in, with several life lessons touching on almost every aspect of life from marriage to parenting to leadership.

More than 20 million copies of The 7 Habits of Highly Effective People have been sold and the book has been named as one of the most influential management books by most organizations including Forbes and Time Magazines. In 1996, Stephen Covey was listed among the 25 Most Influential Americans by the Times because of his hard work and efforts on the book.

Stephen Covey believed that success occurs when one aligns their values with timeless and universal principles existing in the world. He teaches that values are what govern the behavior of people, but principles are what ultimately determine the consequences. Besides his best-selling book of 1989, he also wrote “First Things First”, “The 8th Habit”, “The Seven Habits of Highly Effective Families”, and “Principle-Centered Leadership”. From his achievements and great work, here are 6 classic lessons we can learn from Stephen Covey.

 

1. Putting First Things First

One of the most important lessons that we can learn from Covey is putting first things first. Covey has a chapter that introduces today’s conventional wisdom framework of being able to distinguish the urgent from the important tasks. He says:

“Easy leadership is putting first things first”.

In order to be a great leader, one has to prioritize the most important things before others, and has to distinguish the most critical from the insignificant and place the critical first.

First in order, then first in priority and first in rank. If the critical is placed first, and given the critical focus and attention, there is certainly effectiveness in leadership with soar.

 

2. Begin With The End In Mind

This was his second habit, and he shows us that it is easier to do something in the short run than in the long run. It is important in everything that we do, we ask ourselves what we are trying to accomplish. It is more adept at answering this question for the short and medium term goals. You will realize, you can getter better at beginning with the end in mind for longer term goals but you my still have to put in more effort to get there. By nature, long term goals are less clear and the path to achieving them is also less certain. It is therefore important that we learn to articulate these goals and then reverse to try engineering them from the back in ways that are actionable in the short run.

 

3. Think Of Win-Win Situations

Covey teaches us to always think of Win-Win Situations. We can learn to look for solutions that can benefit everyone in the society. According to him:

“This is a frame of the heart and mind that always seeks mutual benefit in all interactions of humans”.

According to Covey, Win-Win means agreements are mutually satisfying and beneficial. He says that the way people think in terms of dichotomies; win or lose, hardball or softball, strong or weak is fundamentally flawed.

 

4. Stick To Your Main End Goal

Do not be swayed from your main life goals. Covey states that,

“The main goal is to keep the main goal the main goal”.

It is important that you never lose sight of the big picture and always be determined by keeping the main thing the main thing.

Failure is hugely contributed to by losing focus. Even though you have a good start, it is essential that you avoid all sorts of distractions and attractions you may experience in life that may sidetrack you. Be focused on the main thing, and keep it the main thing!

 

5. Your Character Is Critical

Stephen Covey teaches us that our character is a composite of our habits, and therefore, we should know that character is very critical. Watch your habits because they determine your character and it is your character that defines your life. It is difficult to rise higher than your character’s fortitude. Your character forms the foundation for your life and for you to change your life, you have to change your character.

 

6. Be Good At Listening

Lastly, we first need to understand, to be understood. Listen to what other people have to say and try to understand them. Equally, they will grant you the same courtesy and respect your opinions just as you have shown them. Stephen writes,

“We have a tendency to rush things, and fix them up with good advice”.

However, we often fail to take time to diagnose and really understand the problem. This message is very crucial to effective interpersonal communication.

 

R.I.P Stephen Covey

Your Legacy Lives On!

 

Stephen Covey Quote

Havard is a certified coach, teacher and speaker with the John Maxwell Team. He coaches company directors helping them maximize their strengths. He helps leaders discover how to reach new dimensions in their lives and brings enthusiasm and a renewed vision to every team he teaches.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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leadership tips for new CEO
Image Credit: Midjourney

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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