On Culture: What Predicts Loyalty Beyond Compensation
- Myste Wylde
- 1 day ago
- 5 min read
Dear Culturati Insider,
If your culture isn't creating meaning, trust, and growth, your best people will find one that does.
McKinsey reports that 51% of workers are open to switching occupations, driven by the pursuit of better pay, more hours, and stronger career paths. Yet 45% cite lack of skills or credentials as the main barrier. As AI continues to reshape roles and workflows, and with 10% of the workforce expected to shift occupations by 2030, upskilling is a strategic priority that strengthens retention, builds capability, and helps organizations stay competitive in a rapidly changing environment.
Skill-building alone, however, won’t keep top performers engaged. A multi-year study by Wes Adams and Tamara Myles found that long-term commitment comes from three signals: community, contribution, and challenge. These green flags predict performance, loyalty, and resilience.
But even meaningful work falters without trust. According to Aura Intelligence, which analyzed 20 million company profiles, trust collapses after layoffs, compliance failures, or poorly handled return-to-office plans. Gallup confirms what many already sense—trust in leadership has become an important early indicator of organizational health.
Trust also shapes how teams think. Research shows that inclusive organizations are 87% more likely to make better decisions and 75% more likely to turn ideas into products (Deloitte). Diverse thinking styles—analytical, holistic, divergent, and convergent—are critical for navigating complexity, anticipating risk, and building resilience.
And in high-stakes moments, clarity matters. Suzy Welch’s 10-10-10 rule offers a valuable check: how will this decision feel in 10 minutes, 10 months, and 10 years? When used consistently, it encourages clarity, alignment, and strategic patience.
You’ll see these principles come to life in Culturati: Summit 2C25's closing keynote: Pattern Breaking Leadership and Culture with Mike Maples Jr. and Rev. Steven Tomlinson, PhD who explore how bold leaders find inflection points and back non-consensus ideas that change everything.
Next week, join us for Culturati: LIVE with Rev. Steven Tomlinson, PhD and Dr. Claire Miller Colombo as they explore how small shifts in how we respond to setbacks can build the resilience we need—for work and beyond.
These are not isolated insights. Together, they form a clear blueprint for building cultures that outperform. Retention, innovation, and resilience are earned through the same leadership commitments: think clearly, invest early, act with intention, and lead with courage when it matters most.
For what’s next and needed,
Myste Wylde, COO
The Three Green Flags of Meaningful Work
MIT Sloan Management Review By Wes Adams and Tamara Myles
Summary: With 51% of workers currently job hunting, compensation alone is no longer enough to retain top talent. A multi-year study involving over 2,000 participants across 25 industries identified three key drivers of meaningful work that candidates actively look for during the hiring process: community (a sense of belonging), contribution (clear impact), and challenge (growth opportunities). These "green flags" are closely linked to higher engagement, stronger performance, and longer retention. Companies that spotlight these elements during recruitment and embed them into their culture are better positioned to attract and retain high-performing talent. |
Trust in Leadership May Be Barometer for Company Health, Report Finds
HR Dive By Kathryn Moody
Summary: Trust in leadership is a strong early signal of organizational health, according to Aura Intelligence, which analyzed data from 20 million company profiles. Employee trust declined significantly in companies dealing with layoffs, compliance issues, and sudden return-to-office mandates. However, satisfaction rose when those transitions were handled with structure and clear communication. Gallup data reinforces the connection between leadership trust and employee retention and resilience. Building that trust requires more than policy; it depends on transparency, inclusion, active listening, and vulnerability. In periods of uncertainty, leadership credibility becomes a critical factor for stability and long-term success. |
The Upskilling Imperative: Required at Scale for the Future of Work
McKinsey & Company By Kweilin Ellingrud and Nora Gardner
Summary: Nearly 50% of employed Americans are open to switching occupations, but 45% cite a lack of skills or credentials as the primary barrier, making large-scale upskilling a critical business priority. McKinsey’s latest American Opportunity Survey shows 20% of workers already use generative AI on the job, and 17% have changed occupations since 2020. Younger, lower-income, immigrant, and Black workers show the highest interest in upskilling. Time and cost remain the biggest obstacles. Employers can address these gaps by offering on-the-job training, flexible formats, and financial support. With 10% of the U.S. workforce expected to change occupations by 2030, companies that invest now will be better equipped for an AI-driven future. |
How Different Thinking Styles Drive Unbeatable Resilience
Psychology Today By Ed Thompson
Summary: Cognitive diversity is emerging as a strategic advantage for crisis resilience. Research shows that inclusive organizations are 87% more likely to make better decisions and 75% more likely to turn ideas into products (Deloitte). Different thinking styles—analytical, holistic, divergent, and convergent—contribute uniquely across crisis phases, improving pattern recognition, avoiding groupthink, and accelerating solution development. Inclusive cultures are also six times more innovative when facing complexity. As business challenges grow more unpredictable, organizations that build neuroinclusive teams and normalize diverse cognitive approaches will respond faster, smarter, and with greater long-term resilience. |
The Decision-Making Rule That Helps You Focus, Make Smarter Choices, and Think Like a CEO
Inc. By Marcel Schwantes
Summary: In high-stakes leadership, reactive decisions driven by urgency often derail long-term goals. The 10-10-10 rule, developed by Suzy Welch, offers a simple yet powerful framework to help leaders think strategically under pressure: How will I feel about this decision in 10 minutes, 10 months, and 10 years? This mental time travel helps shift focus from short-term emotion to long-term impact. Coaches report that leaders who use this tool consistently make better, more values-aligned choices, avoid regret, and build trust. Embedding it into daily routines—team meetings, one-on-ones, and strategic planning—fosters a culture of clarity and compounding good decisions. |
When setbacks strike, our nervous system decides—often before we do—whether we spiral or steady. In this Culturati: LIVE session, Seminary of the Southwest professors Dr. Claire Miller Colombo and Rev. Steven Tomlinson, PhD. explore how small shifts in our responses to everyday crises can build neurobiological and spiritual resilience for work and beyond. |
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LEADERSHIP AND CULTURE
C-SUITE
EMPLOYEES
A.I. AND TECHNOLOGY
CORPORATE RESPONSIBILITY
INCLUSION, DIVERSITY, EQUITY, BELONGING
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