Culture is evolving - and that’s a good thing

If there’s one thing the latest Global Culture Report from the O.C. Tanner Institute makes clear, it’s this: workplace culture is never finished. It’s fluid, shaped by people and always a work in progress. That’s good news because it means every organisation has the chance to improve, learn and adapt.

The report, based on insights from over 38,000 employees worldwide, shows that while challenges remain, there’s real progress. Talent Magnet scores - measures like purpose, opportunity and appreciation - are all trending upward. Organisations are investing in wellbeing, inclusion and recognition. And yet, only 16% of employees say they’re thriving in their roles and a third admit they feel uninspired. So, what can we do to keep the momentum going?

Inspiration isn’t a buzzword - it’s a business driver

One of the most powerful findings is the role of inspiration. When employees feel inspired, they’re 14 times more likely to stay, six times more likely to produce great work and 20 times more likely to recommend their organisation as a great place to work. That’s not just good for morale - it’s good for business.

The report shows inspiration doesn’t come from big speeches or posters on the wall. It comes from meaningful interactions: leaders who share ideas openly, teams that collaborate and workplaces that encourage experimentation.

This is where coaching can make a real difference. Coaching conversations create space for curiosity and reflection, helping people find their own solutions and feel energised about what’s possible.

As Karen Smart, head of consultancy at the AoEC, says: “Coaching conversations help leaders move beyond telling and into listening, questioning and enabling. This creates the psychological safety and autonomy employees need to innovate and thrive.”

Hope turns goals into progress

Another insight that stands out is the concept of hope - not as a vague feeling, but as a practice. Employees who feel hopeful are eight times more likely to do great work and seven times more engaged. Hope grows when people have achievable, inspiring goals and the support to reach them.

Coaching complements this beautifully. It helps leaders and teams set goals that matter, explore pathways and overcome obstacles. And when those goals are met, confidence builds, creating a cycle of progress. It’s not about perfection; it’s about moving forward together.

Inclusion starts with everyday behaviours

Despite years of investment in diversity and inclusion, only 32% of employees say they have an inclusive team. The report reminds us that inclusion isn’t a policy - it’s a daily practice. It happens when people feel heard, respected and valued.

Coaching can support this shift by encouraging leaders to listen deeply, invite different perspectives and recognise contributions. Recognition is a powerful lever here: organisations with integrated recognition see employees 15 times more likely to practise inclusive behaviours. When people feel appreciated, they’re more willing to share ideas and collaborate.

High expectations need high support

One of the most encouraging findings is that performance and wellbeing don’t have to compete. In fact, employees stay two years longer when their organisation combines ambitious goals with strong support. This “authoritative” culture - high expectations matched by high support - delivers the best outcomes for both people and business.

Coaching helps leaders strike that balance. It’s not about lowering the bar; it’s about giving people the tools, feedback and confidence to succeed. That’s how you build resilience and trust.

What this means for your organisation

The report offers practical steps that any organisation can take:

• Create moments of inspiration through open conversations and shared ideas
• Set achievable, meaningful goals that connect to purpose
• Model inclusive behaviours and make recognition part of everyday life
• Balance challenge with support, using coaching skills to guide and empower
• Celebrate progress often, not just big wins

Coaching isn’t the whole answer, but it’s a powerful complement to these practices. It helps leaders move from telling to enabling and it gives employees the confidence to grow. And when that happens, culture becomes something everyone shapes together.

A culture that grows with you

Culture isn’t a destination; it’s a journey. Every conversation, every recognition moment, every shared idea moves your organisation forward. Progress matters more than perfection - and coaching can help you make that progress stick.

As Karen Smart comments: “When leaders adopt a coaching mindset, they unlock potential at every level. It’s not about fixing people; it’s about enabling them to flourish.”