Todd Davis has been a key figure at Franklin Covey for over 29 years, and his work has significantly influenced the way organizations approach leadership, productivity, and organizational culture. He shares valuable insights about principles that have stood the test of time, like those outlined in The 7 Habits of Highly Effective People, and how these habits continue to resonate in today’s rapidly changing business landscape. In a world where technology is reshaping industries, Davis believes that investing in people skills and building trust are as essential as ever.
We spoke to him exclusively about his career-long commitment to leadership and how human development is a testament to the power of the timeless values in driving organizational success.
Why do The 7 Habits of Highly Effective People continue to resonate today?
Dr. Stephen R. Covey, who wrote The 7 Habits, emphasized that he didn’t invent these habits, he observed them in action across successful individuals, teams, and organizations. These habits are based on timeless principles of effectiveness, which transcend changes in technology, work environments, or even societal trends. The world may change, but these principles will continue to work for everyone. Habit 5, Seek First to Understand, Then to Be Understood, for instance, is as applicable today as it was a thousand years ago. This is why the principles remain universally relevant amid changing technologies. They reflect human behaviors that drive lasting success, regardless of external shifts like AI or remote work.
How is 7 Habits helping people develop emotional intelligence in today’s workplace?
In an age where AI is taking over many technical tasks, human elements like empathy, listening, and emotional intelligence become even more crucial. The rise of AI has highlighted a gap in interpersonal skills. Many managers who relied on administrative tasks to mask their people skills are now realizing that they need to invest in emotional intelligence. The 7 Habits contribute by fostering better communication and empathy. For example, Habit 4, Think Win-Win, and Habit 5, Seek First to Understand, help individuals become more aware of their own emotional responses and improve interactions. These habits encourage a more connected, understanding approach to leadership and teamwork.
What has kept you motivated throughout your 29 years at Franklin Covey?
My passion for working with people and helping them grow has kept me motivated throughout my career. When I started, we were just beginning to use email in the workplace, and the evolution of technology has been incredible. However, as technology advances, it has become clear that human relationships remain the most vital part of organizational success. I’ve written about the importance of relationships in my book Get Better, 15 Proven Practices to Build Effective Relationships at Work, and it’s true that strong connections drive engagement, productivity, and success. The culture at Franklin Covey has always been about making a difference and contributing to others, and that’s been my constant motivation.
What are the key actions leaders and HR can take to build and maintain trust?
Trust is foundational in any organization, and it’s especially in remote or hybrid work environments. Leaders must avoid micromanagement and trust their teams to do their jobs. Often, when leaders don’t trust their teams, they try to control every detail, which ultimately undermines performance. As leaders, we need to extend what we call “smart trust” a balance between providing resources and allowing autonomy. When trust is missing, it leads to poor results and a toxic environment. Companies should create a culture that fosters continuous learning not just in technical expertise, but also in emotional intelligence and leadership abilities. Only then can teams thrive and achieve their full potential.
What advice would you give to professionals seeking long-term career Fulfilment?
Find work where you can make a meaningful contribution. Fulfilment comes from knowing you’re part of something that matters. At Franklin Covey, our mission is about discovering greatness in people and organizations, and I believe that greatness lies within everyone. When professionals feel they are contributing to something bigger than themselves, their work becomes more meaningful. It’s not just about earning money, it’s about finding a company or role where you can grow and make a difference. Look in the mirror and ask, “Am I making a difference?” If the answer is yes, you’re on the right path to career Fulfilment, and you can earn money while you’re doing it. You will be fulfilled. You will be happy.
Pragya Bisen – Contributing Writer
