Organizational culture doesn't happen by accident. It’s also not whatever manicured values you call out in your employee handbook or display on your office walls. It's shaped, guided, and reinforced by leadership, day after day, decision after decision, and email after email. Research shows that 52% of professionals consider leadership development as the biggest factor in improving workplace culture, yet only 25% of employees feel genuinely connected to their organization's values. The gap widens further when you consider that employees are nearly 10 times more likely to call their culture "excellent" when leaders actually live those values rather than just talk about them.

This disconnect reveals something important: culture can't survive on motivational posters, pizza parties, or annual retreats alone. Worthwhile culture is built by leaders who understand the weight of their influence and transparently align their daily actions with the values they’re asking the team to take on. While it is up to everyone in the organization to build and uphold your culture, it’s up to leadership to proudly demonstrate your core values on a daily basis. Executive coaching bridges this gap by developing the self-awareness, clarity, and accountability that transforms culture from “corporate speak” into something employees can actually feel and believe in.

1. Culture Is What Leaders Say and Do

Culture is what leaders do when they think no one is watching. Culture is the support or lack thereof for every moment, problem, or achievement, big or small. Culture is how leaders respond to real life, not just what they’re trained for.

Culture is not the values on your website or the inspiring all-hands speech… it's the midnight emails that contradict work-life balance messaging. It's how a manager responds to mistakes, treats support staff, or handles pressure of impending deadlines.

Every interaction indicates culture. When a leader preaches collaboration but takes credit for team wins, employees learn what actually matters. When they talk about transparency but keep information locked away, trust will wear down—regardless of what the company handbook says.

The most powerful cultural moments happen in hallways, not boardrooms. A casual comment about "cutting corners" can unravel months of messaging about preserving quality work. When words and actions align consistently, employees can stop watching for the disconnect and start believing in the direction.

Leaders create culture whether they mean to or not. The question isn't whether they're sharing it with the team—it's whether they're building the one they want or accidentally creating the one they'll eventually have to fix. 

Learn more about Promark’s Leadership Development services.

2. Executive Coaching Is a Strategic Lever

Executive coaching should never be about damage control—it's a proactive investment in the leaders who shape culture every day. The best organizations develop their culture-shapers before problems emerge, not after. The best leaders are able to establish systems to prevent problems, rather than pick up the pieces after things fall apart.

Effective coaching can act as a mirror, giving leaders the lens to see the gaps between their intentions, actions, and impact. Maybe your leader values transparency but communicates in ways that feel guarded or unclear. They might champion innovation while unconsciously punishing failures. This awareness becomes the foundation for authentic change.

The real power of coaching is in alignment. Executive coaching helps leaders understand how they either support or sabotage the culture they're trying to build. It moves them from talking about their culture to showing it and telling it—embodying organizational values in their decisions, conflicts, and daily interactions.

3. Culture Change Starts at the Top — But It Can’t End There

Culture can’t live only in the C-suite, but it should still be rooted there. While executives set the tone, an effective culture must reach every level of the organization. The goal isn’t for leaders to simply talk about values—it’s to create an environment where employees naturally reflect what they see in their leaders.

When executives consistently demonstrate the culture they want to see, it should spread to every employee organically. Employees don’t just hear about collaboration; they notice how their manager handles conflict. They don’t just read about accountability; they watch how leaders respond to mistakes. This ripple effect takes hold when leadership is authentic, visible, and consistent.

Executive coaching amplifies this ripple effect. As your leaders become more intentional about how they enact your culture, they often extend coaching to their own teams. What begins as individual development becomes organizational transformation by spreading self-awareness, alignment, and shared values throughout the company. Cultural change that makes a real difference is when employees at every level understand not just what the culture is, but why it matters and how to live it day to day. That’s when culture stops being something managed from the top and becomes something owned by everyone.

Read more on building better organizational culture.

The Bottom Line: Culture Is Your Competitive Advantage

Culture is the invisible force that determines whether your organization thrives or merely survives. In a world where talent is mobile and competition is strong, culture becomes the differentiator that attracts top performers, drives engagement, and sustains long-term success for a modern workplace.

The truth is simple: organizations with strong cultures see higher retention, better performance, and more innovation. But the path to get there isn't just about more training sessions, technological advancements, or updated mission statements. It's about leaders who understand that every decision, every interaction, and every response shapes the reality employees experience daily.

Executive coaching transforms this understanding into action. It gives leaders the self-awareness to see their true impact, the alignment to match their actions with their values, and the accountability to make culture a lived experience rather than a corporate aspiration.

The question isn't whether you can afford to invest in coaching your leaders—it's whether you can afford not to. Right now, culture determines everything from recruiting success to customer satisfaction, the organizations that get this right won't just survive the future, they'll define it.

Your culture is being created right now, with or without your involvement. The time to shape it strategically is now, before it shapes itself.

Let’s work together to mold your leaders to match the culture your organization needs. Contact us today.

The era of the side-hustle is upon us, and it looks different than it did during COVID. Employees are feeling the pressure of rising costs, so much that they are seeking additional sources of income. In fact, 64% of employed U.S. adults say they’re likely to get a second job or start a side hustle in the next year. On top of that, parents who have minor children are even more likely to find a side hustle — 75% plan to take on a second job in the next year.

The younger members of the workforce are also feeling the heat. Millennials (76%) and Gen Z (73%) are the most likely to be picking up side hustles—proof that younger workers are feeling the squeeze and looking for more income, stability, or both.

Employees needing or seeking another income is about more than just paying the bills — although 28% of employed renters have less than one month’s savings if they were to lose their job; 14% of homeowners are in the same position. Beyond the financial element, employees are also looking for one thing: hope. 

Modern employees need hope. Hope looks like opportunity, growth, support, purpose, fulfillment, and flexibility. That search for hope is exactly where employers come in. 

When your team doesn't see a future with you—or doesn't feel supported in building one—they're more likely to look elsewhere.

Side hustles are about more than just making extra cash. For many, side hustles fill gaps their full-time roles aren’t meeting. That’s the real risk for employers: not the hustle itself, but what it means regarding disengagement, burnout, and unmet needs inside the organization.

The Hidden Cost of the Hustle

Side hustles don’t always mean your employees are ready to quit—but they are a sign that your organization is not meeting their needs. Without the right support, that second job can quickly lead to:

• Burnout. Working 9-5 and then adding on the hours of a side hustle? Even something like driving for Uber one night a week takes away valuable time resting and participating in hobbies outside of work.

• Distraction or disengagement. When employees know they have something else to do later, they’re likely to be thinking about it throughout their workday. When that after work activity is another job, they might be checking emails or schedules when they should be doing their job.

• Increased turnover risk. Feeling like you have options is common when you have a second job, paired with burnout, your organization might be put on the back burner, and eventually left behind in general.

• Decreased loyalty and harmony within their team. When employees are pouring energy into a second job, their emotional investment in your organization naturally starts to fade. Over time, they may feel less connected to the mission, their coworkers, and even their long-term role on the team.
  

What Employees Really Want

Side hustles aren’t always about chasing passion projects—they’re often a response to gaps employees feel in their current role. If those needs aren’t met internally, they’ll look to meet them elsewhere. What they’re searching for might look like:

• Opportunity. Employees want to know there’s a next step for them and that someone sees their potential. Without clear opportunities for advancement, even your most motivated team members might start looking elsewhere.

• Growth. Most people don’t want to stay stagnant. When they’re not learning, developing new skills, taking on new responsibilities, or being challenged in meaningful ways, they’ll seek out environments where they can.

• Support. In a world that’s more remote and fast-paced, employees need to feel like someone has their back. Coaching, feedback, and clear communication go a long way in building that trust.

• Purpose. Knowing that their work matters and is contributing something meaningful helps people feel more loyal and involved with their organization. Employees want to feel like what they do goes toward something bigger than a to-do list.

• Fulfillment. When people feel stuck, unappreciated, or disconnected from their strengths, it’s easy for disengagement to creep in. Fulfillment can be the difference between coasting and thriving.

• Flexibility. Whether it’s hybrid work, adjusted hours, or just understanding life outside the office, flexibility is no longer a perk—it’s an expectation.

• Benefits. Robust, thoughtful benefits signal that an organization truly values its people. Whether it’s pay, more time off, or other ways to improve the work life balance, benefits are key to employee satisfaction. If the safety net isn’t strong, employees may feel the need to build one themselves—through another job.

Keeping Side Hustles Off the Table: How to Support Your Employees

Let’s be real: most employees don’t want to juggle two jobs. They’re doing it because they feel like they have to. The good news? With the right support, your organization can become the place where they grow, thrive, and see a future—no late-night DoorDashing, Etsy shop management, or Uber driving required.

Let’s talk about some ways your organization can help your team feel grounded, valued, and secure.

• Executive coaching. Sometimes people aren’t unhappy—they just don’t have the right direction. Coaching gives executives a clearer vision of their path forward inside your organization, helping them reconnect with their strengths, set goals, and build momentum, ultimately setting your organization up for long-term success.

• Leadership development. High-potential employees who feel overlooked or stuck are some of the first to disengage—or look for something new, whether it’s a side hustle or a new position altogether.. Leadership development shows them they’re seen, supported, and invested in.

• Clarity around internal mobility. Many people turn to a side hustle for a sense of ownership over their career or as an opportunity for growth. Creating transparency around advancement, skill-building, and long-term opportunity helps keep that energy in-house.

• Reframing outplacement as retention. Promark’s career transition tools aren’t just for those exiting—they can be a powerful resource for current employees navigating internal moves, role changes, or career reflection.

• Ongoing upskilling. Don’t let your team wonder if they’re being left behind. Giving employees the chance to build relevant, future-facing skills makes them feel more capable, confident, and secure in their future with you. Learn more about upskilling.

The Bottom Line

The rise of side hustles isn’t just a sign of a shifting economy—it’s a signal about way more than that. Your employees are telling you what they need: more security, more growth, more meaning, and more support. If those needs aren’t being met within your organization, they’ll find a way to meet them somewhere else, side hustle or not.

It doesn’t have to be that way. With the right resources in place—executive coaching, leadership development, strategic talent advisory, transparent opportunities for growth, and a genuine investment in employee well-being—you can turn potential turnover into long-term loyalty.

Promark is here to help. Whether you're looking to empower your team through coaching, upskill future leaders, or provide the kind of support that keeps top talent engaged, we can help you create a workplace where side hustles aren’t necessary—because your people will already feel secure, valued, and excited about what’s next.

What once defined a “strong leader” is no longer what organizations need — or want — to succeed. Modern, effective leadership doesn’t look like aggression, loud speaking, or workaholism. It looks like transparency, emotional intelligence, and support at all levels. Embracing a human-centric approach is crucial in today's AI-driven world.

While organizations may not have a guiding force for following every kind of workplace trend, we can guarantee one service that will follow trends and evolving needs: Promark’s leadership development programs. 

Let’s take a step back, together and see the bigger picture of what no longer works, and what to focus on and cultivate in 2025.

 5 Outdated Leadership Traits to Leave Behind

• Top-Down Authority

Authority and leadership are no longer about having a certain title. It’s not about “because I said so” directions. Today, teams respond to influence, not title. Respect is earned through collaboration and authenticity—not control and authoritarian practices. 

• Chasing Perfection

Perfection has never existed, and likely never will. Constantly running after flawless execution can halt innovation and progress in general. High-performing leaders in 2025 prioritize taking steps forward and experimenting to find the most effective strategy. These leaders are on board with receiving messy drafts as long as it means learning quickly and moving forward.

• Closed Door Decisions

Decision-making that excludes the team it affects is out, transparency is in. Modern teams want to be a part of the discussion rather than leadership calling all the shots behind the scenes. Open communication creates employee buy-in, boosts morale, and prevents disconnects between leaders and teams.

• Standardized Management

What works for some employees won’t work for all employees. Operating under a “one size fits all” management style is never going to be as impactful as tailoring your leadership to each individual or department. Personalization and flexibility are essential.

• Workaholism

Becoming a workaholic is a straight shot to becoming burnt out. Overworking doesn’t equate to success. Modern leaders should encourage — and follow — a healthy work-life balance and establish boundaries for themselves and their teams to promote wellness. Burned-out employees are 63% more likely to take a sick day. Don’t have your team calling out with mysterious “illnesses” — encourage them to work their regular hours and relax after they leave.

Now that you know what not to look for and nurture in your leaders, let’s talk about the ones you want to find.

5 Leadership Traits to Cultivate in 2025

• Emotional Intelligence

Did you know that 90% of top performers are high in emotional intelligence or EQ? While you can’t simply instruct someone on how to have emotional intelligence, you can encourage certain habits and educate them on what a high EQ might look like for someone in leadership. The ability to listen actively, respond with empathy, and navigate interpersonal dynamics with ease is one of the most. Leaders with high EQ can foster psychological safety and deeper team cohesion, rather than those who may respond without empathy or understand fluctuating team dynamics. 

• Agility

In a high-tech world with changes happening across every sector and industry at all times, your leaders should know how to expect the unexpected and know how to respond to any problem with grace. Leaders who embrace the rising tides and unforeseen circumstances create a culture of resilience and innovation. 

Learn more about building a team that can face advancements and challenges in the workplace in Reskilling and Upskilling: The Key to Future-Proofing Careers.

• Inclusion

Inclusivity is more than just a buzzword. It’s a strategic advantage for cutting-edge organizations. Businesses with higher racial and ethnic diversity are 35% more likely to see above-average financial returns compared to others in their industry. Leaders who give opportunities for diverse voices to be heard and create equitable opportunities for all give room for broader perspectives, innovation, and more success for the organization. 

Read about Building a Better Organizational Culture.

• Coaching, not commanding

Employees today want mentors and leaders, not micromanagers or bosses. Good leaders will guide employees through success and loss, while also providing regular, constructive feedback and investing in the personal growth of each team member. Leadership should coach the team to victory, not yell out commands for everyone to act as robots.

• Digital Fluency

Not everyone in an organization needs to be an IT employee or technology expert, but the truth is that technology and digital tasks are part of almost every organization’s workday. Leaders should understand how technology shapes their industry and workflow, as well as have their finger on the pulse of what’s next and what’s changing. Leaders who leverage digital tools, including AI, are helping to future-proof both their team and the organization as a whole.

Ready to Build the Leaders of Tomorrow?

In today’s world, staying ahead of your competitors requires more than just awareness—it demands action. Promark's Leadership Development Services are thoughtfully designed to equip your organization with the tools and strategies necessary to foster effective, modern leaders.

Why Choose Promark?

• Customized Programs: Tailor-made solutions that align with your organization's unique goals and challenges.
  

• Comprehensive Offerings: From management development and leadership assessments to mentoring programs and DEI initiatives, we cover all facets of leadership growth.
  

• Experienced Coaches: Our seasoned professionals bring real-world experience to guide your leaders through transformative journeys.
  

• Measurable Outcomes: We focus on delivering quantifiable results that drive organizational success.
  

Services Include:

• Management Development

• Leadership Assessments

• Mentoring Programs

• Diversity, Equity, and Inclusion Programs

• Communication Training

• Readiness Programs
  

Investing in leadership development is not just about individual growth; it's about building the roadway for the future of your organization. Let Promark be your partner in this transformative journey. The best time to start? Right now.

Explore how Promark's Leadership Development Services can make a tangible difference in your organization. Learn more here and let's build the leaders of tomorrow together.