Hear honest stories  every week
Get leadership resources, tips, and encouragement on leadership topics like productivity, culture, success, and more right in your inbox
Book Laurie

Five Reasons Organizations Stay Stuck and How Next-Gen Leaders Can Break the Cycle

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But despite this evolution, most organizations are still operating from outdated management styles and structures that keep them stuck.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Legacy thinking, initiative overload, outdated expectations of managers, underdeveloped leaders, and a lack of alignment across teams are some of the most common barriers preventing organizations from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.

Leave a comment
Thank you, your comment has been received!
Oops! Something went wrong while submitting the form.
Comments
Migdalia Cruz
October 10, 2024

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.

mastering-confident-communication-communicate-with-influence-credibility
Reply from Laurie:
Add an answer
Todd Smith
July 11, 2024

Great article.....And happy belated birthday! Welcome to my world, young lady!

turning-50-principles-for-elevating-leadership-and-life
Reply from Laurie:
Thanks so much, Todd!
Beverly
December 19, 2023

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.

the-importance-of-boundaries-in-leadership-and-life
Reply from Laurie:
Absolutely, Beverly! We create more time for ourselves, and we can release the mental stress it is taking up.
Melissa Smith
December 7, 2023

Good morning. I loved this read. Thank you so much for sharing. Sincerely, Melissa :)

how-to-manage-your-emotional-hot-buttons-2
Reply from Laurie:
You're welcome, Melissa! Thanks for your comment.
Anonymous
November 29, 2023

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.

six-leadership-practices-that-support-employee-wellbeing-and-a-thriving-culture
Reply from Laurie:
So glad you will be implementing these things!
Tracey
October 23, 2023

this is a test comment

/professional-pause-makes-you-a-better-leader
Reply from Laurie:
Add an answer
Anonymous
October 23, 2023

...

...
Reply from Laurie:
Add an answer
lynn beisel
October 20, 2023

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.

professional-pause-makes-you-a-better-leader
Reply from Laurie:
Lynn, I agree that working longer hours is still seen as working "hard" in our culture. I wish this was an easy shift. Our society needs to redefine what being productive means--not related to hours, but true productivity, which I find is not related to hours, but is related to focus. I do think leaders in organizations can model great boundaries and set the tone for their culture. Thank you for your comment!
Krystle
September 26, 2023

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.

technical-expertise-gets-in-the-way-of-great-leadership
Reply from Laurie:
Thank you, Krystle! I think this is something most managers are challenged with when shifting from a more technical role to a leadership role. Delegation can really help free up time for the leadership aspects of our job.
Anonymous
August 29, 2023

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!!

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
I think it takes me a week to just wind down before I can really relax. My goal next year is to take at least one two week (rather than one week at a time) vacation!
Perry Crutchfield
August 22, 2023

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

15-leadership-and-life-lessons
Reply from Laurie:
I always appreciate your perspective, Perry! I so agree with you that we should treat others with respect, just like we want to be treated. I have also had leaders that I would follow anywhere, and others who I have learned what NOT to do!
LISA KINNEY
August 16, 2023

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!

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
I am so glad you are enjoying the blog post Lisa!
Sandra
August 15, 2023

I very much resonate with lesson no 3! Thank you Laurie

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Thanks, Sandra!
Beverly Zook
August 14, 2023

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!

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
You are so right Bev--it was really about the experience of traveling together. I have on my list to create an album from our trip so we can look back and remember everything we did!
Tracey
August 14, 2023

LOTS of great take-aways from this post! Thank you for posting! I especially love "slow down to speed up". That's a keeper!

effective-time-management
Reply from Laurie:
Tracey
August 14, 2023

testing blog comment flow

did this come through?
Reply from Laurie:
Anonymous
August 14, 2023

the not getting enough rest to be at my best. definitely need to get more quality sleep and make that a priority

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Sandi Richardson
August 10, 2023

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.

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Yes, Sandi! Love how you pulled all those lessons together!
Andrea C.
August 10, 2023

Great information and reminders

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Thank you, Andrea!
Arlene Byrd
August 10, 2023

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!

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Yes, Arlene! We spend so much of our time working and often taking care of others, that it can feel challenging to even find time to unwind and rest. I am working on building more margin into my schedule and blocking time off next year for some extra days off to really disconnect and relax.
Stephen Wallace
August 10, 2023

Really enjoyed the article... and all very true!

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Tracey
August 10, 2023

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.". :)

three-lessons-learned-from-one-month-sabbatical
Reply from Laurie:
Yes, Tracey, I love my sleep and I prioritize it! I feel a huge difference in my energy and focus if I lose even one hour of sleep. I know a lot of people struggle to get good rest, and for some it is not easy.
Anonymous
July 28, 2023

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!

how-to-build-your-confidence-as-a-leader
Reply from Laurie:
Absolutely agree--action is important for any success. And as a leader, we have to take action--connect with our team, make time for coaching, and showing appreciation. Thanks for your comments!
Sandra
July 26, 2023

So many great tips here, thank you!

plan-for-the-new-year-with-priority-planning
Reply from Laurie:
Thanks so much, Sandra!
Tracey
July 14, 2023

I am so impressed you're able to disconnect and these are great tips I'll be sure to try on my next trip!

how-to-unplug-from-work
Reply from Laurie:
Let me know how it goes, Tracey! :-)
Becca Levian
July 14, 2023

Such a great post - so inspiring!

how-to-unplug-from-work
Reply from Laurie:
Thank you, Becca!