Creating an engaged, modern workplace isn’t about free snacks, trendy perks, happy hours, or the occasional teambuilding day. Creating an exceptional culture starts with leadership—specifically, the daily practices and behaviors of executives and managers. It requires consistent, intentional, human-centered leadership. And the bar has never been higher. Today’s leaders are expected to do more than manage tasks, they must develop people, foster trust, adapt quickly, communicate consistently, coach through challenges, and still deliver results. That takes a level of skill, presence, and emotional intelligence far beyond what leadership demanded even a decade ago.
But despite this evolution, most organizations are still operating from outdated management styles and structures that keep them stuck. Even when executive teams recognize the pace of change and the disruption happening around them, real transformation often breaks down at the middle level. That’s where managers are stretched thin, overwhelmed by daily demands, and lacking the support they need. With limited time and capacity, they default to surviving the day rather than intentionally leading their team through consistent coaching, feedback, development, and alignment. And without that shift in mindset and behavior at the management level, meaningful culture change simply can’t take place.
Legacy thinking, initiative overload, outdated expectations of managers, underdeveloped leaders, and a lack of alignment across teams are some of the most common barriers preventing organizations from creating a modern, engaged culture. Even executive teams with the best intentions can fall into familiar patterns simply because today’s workplace demands a different level of leadership. The world has changed. How employees want to experience their workplace has changed. And to keep up, organizations must lead with greater clarity, consistency, and intention.
If you’re a next-generation leader who sees the potential for something better, here’s what you need to know: you don’t have to wait for a title or permission to make impactful shifts. While you may not have the authority to control organizational structures or strategies, you do have the power to influence how you lead, how you show up, and how you support those around you. You can create clarity for your team, communicate openly, give meaningful feedback, and model the kind of leadership that builds trust and engagement—small actions that, over time, help shape a stronger culture.
Here are five of the most common barriers that keep organizations from building a modern, engaged culture, and what you can start doing to shift them.
1. Legacy Thinking
Many organizations have been around for 50, 90, even over 100 years. With that history comes a strong sense of pride, stability, and deep-rooted culture. But it can also create a false sense of security. Many managers have spent their careers in organizations that have always been around, and it can feel like they always will be. There’s often no urgent or compelling reason to change, because it doesn’t feel like disruption will happen to us. At the same time, managers are consumed with today’s demands, making it hard to step back and recognize the long-term risks that come with not evolving. In a fast-changing world, what once made an organization successful can quietly become a blind spot. One of the most powerful things next-generation leaders can do is challenge long-held assumptions and bring fresh perspectives. Ask: If we were starting from scratch today, would we do it this way? It’s not about dismissing the past; it’s about having leaders who will challenge the status quo and guide their teams toward what’s next. We need leaders who honor where we’ve been but are committed to evolving for the future.
2. Initiative Overload
Many organizations set ambitious strategic goals during offsite executive retreats, but often fail to evaluate whether the resources and capacity exist to execute them effectively. The result is a growing list of priorities and initiatives that overwhelm rather than align. Managers are left juggling competing demands without the clarity or support needed to do any of them well. While we certainly can’t focus on just one or two things a year, fewer, more intentional initiatives often lead to greater impact—especially when teams have the bandwidth to see them through. It’s not about slowing down the pace of change; it’s about focusing it. As a next-gen leader, one of the most valuable contributions you can make is to advocate for clarity, ask what should be deprioritized, and help your team stay focused on the work that will have the biggest impact.
3. Outdated Leadership Expectations
For decades, many organizations embraced the “working manager” model—leaders who balanced their own technical workload while also managing a team. In the past, that approach could be effective; loyalty and tenure were often valued more than ongoing coaching or structured development. But the workplace has changed. Today’s employees want more than job security, they’re looking for purpose, growth, flexibility, and a leader who actively supports their success. A manager who is buried in individual tasks doesn’t have the capacity to give regular feedback, coach performance, or create meaningful development plans. The result is a “messy middle,” where managers are stretched too thin to lead effectively, and the culture suffers.
To meet today’s expectations, organizations need to shift away from the outdated working manager model and allow managers to focus on true leadership—facilitating results through others, fostering connection, and guiding their teams with intention. As a manager, you can help drive that shift by protecting time for people leadership, delegating technical work when possible, and modeling the coaching, communication, and clarity that today’s workplace demands.
4. Underdeveloped Managers
Organizations often promote high performers for their technical expertise rather than their readiness to lead. Once promoted, many managers are left to figure things out on their own. Overwhelmed and under-prepared, they default to managing the way they were conditioned—using a transactional, task-focused approach rather than a relational one that builds connection and growth. Even seasoned leaders who were once effective may not have kept pace with the skills today’s workplace requires. Effective leadership today requires more than just overseeing tasks; it demands emotional intelligence, strong communication skills, and a genuine commitment to developing and empowering others. Managers must navigate different personalities, align their teams around shared goals, give meaningful feedback, and handle difficult conversations with confidence and respect. It’s no longer enough to manage the work—leaders must know how to lead people well.
Whether you’re currently leading or preparing to step into a leadership role, this is your opportunity to lead differently. Be proactive—ask for formal training, seek out regular feedback, commit to continuous growth, and lead with clarity, purpose, and intention. Just as critical, make it a standard to promote based on leadership potential, not just technical expertise.
5. Lack of Alignment
In today’s dynamic environment, priorities shift frequently, and they sometimes need to. But what’s often missing is the clear, consistent communication needed to keep teams aligned and moving in the same direction. Most leaders aren’t communicating nearly enough, and many organizations lack the structures to build alignment at the executive level. When leadership teams aren’t fully aligned, confusion trickles down and quickly spreads—leading to siloes, mixed messages, and wasted effort. The days of static 10-year strategic plans are long gone. Agility is essential, but without regular communication and coordination, momentum stalls and trust erodes.
As a manager, you build alignment through consistent check-ins, team huddles, and by creating clarity, especially during times of change. When direction feels unclear, ask thoughtful questions of your leader so you can guide your team with confidence. Help them make sense of shifting priorities and understand how their work contributes to the bigger picture. Your everyday actions as a manager—how you communicate, support, and lead—create real impact.
Modern, engaged cultures aren’t created by updating a list of core values, they're built through consistent action, clear communication, and leadership at every level. If you're a manager who wants to help create something better, you don’t have to wait for permission. Culture shifts when people do—and your daily choices and influence matter more than you think.
I really love and enjoy this reading. Reading this I learned that when you speak out clearly you thoughts and ideas people see you as winner, because you are not afraid to go straight to the point.
Great article.....And happy belated birthday! Welcome to my world, young lady!
Whenever I have a work project that I keep putting off - I think about delegating that project to someone else - which accomplishes 2 things- it gets the project done and frees us my brain space thinking about it.
Good morning. I loved this read. Thank you so much for sharing. Sincerely, Melissa :)
Thank you for this blog Laurie. I liked most part and specially "As organizations have become more complex, there is a tendency to require employees to do more with less. This is a slippery slope, and often can result in employees feeling overwhelmed and burnt out. One of the biggest contributors to this is not evaluating resources during the strategic planning process." I will use this practice "A best practice is to do what I call Priority Planning—putting important practices on your calendar ahead of time so they become a priority in your day. Examples of activities to Priority Plan include scheduling recurring coaching sessions with each team member, time for strategic thinking and planning, vacations, doctor appointments, important children’s events, and blocks of time for focused work on projects." To be more effective, I will get a good rest so I can have enough energy in the morning. I will read the blog again along with the other links on employee evaluation. Thank you so much Laurie. Best wishes to you and your family.
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I love the feedback on the more than 50 hours of work. AND filling time. So true. Unfortunately, showing that you work longer hours is still seen as being a "hard worker" - not sure how to change that though.
I enjoyed the read. I concur that transitioning from technical skills to delegating results was a task within itself. I did not realize I was almost trying to do the same thing from my previous position, and it was not working. However, I am seeing the results of how delegating daily tasks makes my job and workload easier. Thank you, Laurie.
Thank you for sharing information about your trip Laurie! All 3 things resonate with me - probably #1 being the biggest. I know when I'm gone for a week, I'm still thinking about work and need a vacation when I get back because I did not relax enough. I think your idea of a longer vacation is definitely in my future!!
Hey Laurie, My take on your list - 1 - everyone has a story - listen 2- social media causes interpersonal problems 5- generational differences create hurdles / earn it you aren't entitled / we should help them get there not give it to them 6 AMEN some leaders I would have followed thru Hell, some I wish - well, you know 7- true BUT be as good as your word and 14- Hopefully we leave some good from our efforts, I know the good leaders I have had have. Seen a lot in my career but it really comes down to treat others the way you want to be treated, fair, honest, and straight forward. Good read. Take care
I love this so much and thank you so much for sharing! I really just love realizing that enjoying the simple things sometimes is the best! Also recognizing that what is important and fun to you may not be everyone else's fun on the on the trip. “Do we get to keep these toiletries?” was my favorite!!!! :):) Glad you had a great time and got to spend it with your family!
I very much resonate with lesson no 3! Thank you Laurie
I think the part that you might have missed in their top 5 things, some of which were not "Italian" or even different from home, all of them happened with you, both of you. And i think that is what they will remember too. And you've got tons of photos that will remind them of what the Sistine Chapel looked like - then they might remember what it sounded like or smelled like. Oh- and i agree with you 100% about sleep!
LOTS of great take-aways from this post! Thank you for posting! I especially love "slow down to speed up". That's a keeper!
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the not getting enough rest to be at my best. definitely need to get more quality sleep and make that a priority
It really is hard to narrow down the 3 lessons into one because they are all so interconnected. You need to give your mind and body THE TIME to relax SO THAT you can enjoy the SIMPLE THINGS, including REST. I enjoyed that lesson as a whole. I will take that lesson with me on my next vacation (or staycation). As always, thank you Laurie for your candor and for sharing your own lessons with others so that we too can benefit.
Great information and reminders
Laurie, Thank you for sharing your trip and these nuggets. The lessons that resonate most with me are it does take time to relax and getting proper rest. When you devote 15 plus hours of your day for work, taking care of home and others; the 6-7 hours you lay down does not cut it! For me during this time I'm trying to unwind and find myself thinking fighting not to think about what I have to do tomorrow. Even after I create a to do list for the next day...I find things I need to add. Taking a day off here and there doesn't cut it as well because of all the plans you have for that day. I try to make sure my Mental Health Days remains just that.... time for me to laugh, cry, scream.... whatever I need to release the cares and stress!
Really enjoyed the article... and all very true!
Since I was already well aware of #1 (I'm in the same boat with taking a long time to relax), I think I'm resonating most with #3. I'm learning to prioritize sleep / rest and it's been wonderful. Love that you said "I love sleep.". :)
Welcome back from vacation. Well deserve! Action is the key to success. Shoulder to shoulder, coaching and delegating task to help other employees grow are very important. It is a sacrifice that one must do. Forget about yourself and be with your team day in and out to help them grow, is not always easy. On the long run, your team is stronger, and you can depend on them for the success of the organization. Thank you so much!
So many great tips here, thank you!
I am so impressed you're able to disconnect and these are great tips I'll be sure to try on my next trip!
Such a great post - so inspiring!