Beyond the Flight Deck: The Cost of Being "Too Busy"

Why Leaders Can't Afford to Ignore Organizational Culture

In the fast-paced world of aviation and aerospace, it’s not just executives who are busy—everyone in the company is juggling responsibilities, tight deadlines, and operational demands. But leaders and executives, in particular, have an additional responsibility that often gets overlooked in the whirlwind of “being busy”: ensuring the health of their organizational culture. After all, isn’t paying attention to the culture a key part of leadership?

Isn’t Culture Part of a Leader’s Primary Responsibility?

Yes, and it should be. Culture isn’t a side project or an HR initiative—it’s the foundation on which everything else is built. Leaders set the tone for their organizations, and driving the culture is as critical as managing budgets or executing strategy. If culture isn’t actively shaped and monitored, it will develop on its own—often in ways that undermine innovation, inclusion, and trust.

Leaders owe it to their teams to make the time. Neglecting culture sends a message to employees that it isn’t a priority, which can lead to disengagement, turnover, and stagnation. Culture isn’t something that can be outsourced or fixed later—it requires consistent attention and intentional action.

The Cost of Being “Too Busy”

When leaders say they are “too busy” to focus on culture, the long-term costs can be devastating to the organization. Here’s a deeper dive into the risks and repercussions of neglecting culture:

1. High Turnover

Employees who feel unsupported or disconnected from the organizational culture are far more likely to leave. This can create a revolving door effect, where teams lose valuable knowledge and cohesion.

Cost: Replacing an employee can cost up to 200% of their annual salary, not to mention the time and resources required to recruit, onboard, and train new hires. High turnover can also lead to overburdened teams, exacerbating burnout.

2. Decreased Productivity

A neglected or toxic culture causes disengagement. Employees who feel undervalued or excluded often lack the motivation to perform at their best.

Cost: Studies show that disengaged employees are 18% less productive and 15% less profitable than engaged employees. Over time, this lack of productivity compounds, leading to missed deadlines, lower-quality work, and a reduction in overall performance.

3. Damaged Reputation

Culture isn’t contained within the walls of an organization—it influences how a company is perceived externally. Disengaged employees or negative work environments often lead to poor reviews on platforms like Glassdoor or word-of-mouth warnings that spread through professional networks.

Cost: A damaged reputation makes it harder to attract top talent and can cause customers and partners to question their association with the organization. Repairing a tarnished reputation can take years and significant investment.

4. Missed Innovation Opportunities

Innovation thrives in a culture where diverse perspectives are valued and employees feel safe to share bold ideas. Neglecting culture stifles creativity and creates an environment of risk aversion.

Cost: Without innovation, organizations risk falling behind competitors. This is particularly detrimental in industries like aviation and aerospace, where staying ahead of the curve is critical for survival and growth.

5. Low Employee Morale and Burnout

When leaders are “too busy” to address culture, employees often feel unsupported, leading to stress and burnout. Over time, this can erode morale across entire teams.

Cost: Burnout not only reduces productivity but also contributes to long-term health issues for employees, increasing absenteeism and healthcare costs for the organization.

6. Fragmented Teams

A lack of focus on culture often results in silos, poor communication, and a lack of trust among team members. This fragmentation slows down decision-making and weakens collaboration.

Cost: Teams that don’t work well together waste time and resources. Inefficiencies multiply, making it difficult to execute strategies effectively.

How Leaders Can Drive Culture—Even When They’re Busy

Driving culture doesn’t require an all-or-nothing approach. Even amidst the pressures of a demanding schedule, leaders can take intentional, impactful steps to ensure their organization’s culture thrives. Here’s how:

1. Make Culture a Priority:

Treat culture as a core business goal rather than an afterthought. Schedule it into your leadership agenda and ensure accountability.

Example: Incorporate culture metrics into quarterly reviews, similar to financial or operational updates, to track progress and identify areas for improvement.

2. Lead by Example:

Actions speak louder than words. Model the values and behaviors you want to see across your organization.

Example: If inclusivity is a cultural priority, actively seek diverse perspectives during meetings and acknowledge contributions openly.

3. Empower Your Teams:

Delegate cultural responsibilities to trusted leaders at all levels, ensuring they align with the organization’s values.

Example: Create “culture champion” roles within departments to drive initiatives and serve as a bridge between leadership and frontline teams.

4. Create Feedback Loops:

Listening is a key component of leadership. Provide platforms for employees to voice their experiences and ideas regarding the culture.

Example: Host monthly town halls or set up anonymous feedback systems where employees can share concerns or suggestions without fear of reprisal.

5. Integrate Culture into Operations:

Embed cultural values into everyday processes, from hiring and onboarding to performance evaluations and team meetings.

Example: Include cultural fit and alignment with company values as criteria during recruitment and promotion processes.

6. Celebrate and Amplify Wins:

Recognize individuals and teams who embody the organization’s cultural values. This reinforces desired behaviors and motivates others to follow suit.

Example: Feature a “Culture Spotlight” during company meetings or newsletters to highlight contributions that advance the organization’s goals.

7. Invest in Leadership Development:

Equip managers and leaders with the tools and training they need to champion culture effectively.

Example: Offer workshops or coaching sessions focused on building emotional intelligence, active listening, and inclusive leadership skills.

8. Be Adaptable:

Culture is dynamic and must evolve with the organization. Stay attuned to changes within your workforce and the broader industry.

Example: Regularly reassess cultural initiatives to ensure they remain relevant and impactful, making adjustments as needed.

9. Communicate Consistently:

Culture thrives when there’s clarity. Reinforce organizational values through consistent messaging and communication.

Example: Share stories, updates, and progress on cultural goals in company-wide emails or leadership updates.

10. Balance Accountability with Empathy:

Hold yourself and others accountable for cultural priorities, but also approach challenges with understanding.

Example: If an initiative isn’t gaining traction, explore the root causes and collaborate on solutions rather than assigning blame.

Why Culture Is a Strategic Asset

Culture is a critical driver of long-term success, shaping how organizations perform, adapt, and thrive in competitive markets. Here’s why culture matters so deeply:

1. Attracts and Retains Top Talent:

A strong, positive culture is one of the biggest draws for top talent. Employees want to work for organizations where they feel valued, included, and aligned with the mission.

Example: Companies with strong cultures often report lower turnover rates and higher levels of employee satisfaction, reducing recruitment and training costs.

2. Increases Employee Engagement and Productivity:

When employees feel connected to the culture, they are more motivated and engaged. This translates into better performance, higher productivity, and improved customer service.

Statistic: Highly engaged teams show 21% greater profitability and 17% higher productivity than less engaged counterparts.

3. Drives Innovation and Adaptability:

A culture that encourages diverse perspectives, collaboration, and risk-taking fosters innovation. Organizations with strong cultures are better equipped to adapt to change and seize new opportunities.

Example: Companies that prioritize inclusivity often benefit from creative solutions and groundbreaking ideas that emerge from diverse teams.

4. Enhances Customer Trust and Loyalty:

Customers are drawn to organizations that demonstrate authenticity and integrity. A strong internal culture reflects outwardly, building trust and loyalty among customers and partners.

Example: A company known for its ethical practices and employee satisfaction is more likely to attract repeat customers and long-term business relationships.

5. Creates Resilience in Times of Crisis:

In challenging times, a strong culture provides a foundation of trust and unity. Employees rally together, remaining focused on shared goals even in the face of adversity.

Example: Organizations with a solid cultural framework weather disruptions—like economic downturns or industry changes—more effectively than those with fragmented cultures.

6. Shapes Organizational Reputation:

Culture is visible to the outside world. Organizations with positive cultures are perceived as industry leaders, making them more attractive to potential hires, investors, and partners.

Example: Companies consistently ranked as “Best Places to Work” often outperform competitors in financial performance and market reputation.

Investing in culture isn’t a distraction—it’s a strategic imperative that drives performance and builds a sustainable, competitive advantage.  When leaders prioritize culture, they’re investing in the organization’s long-term success.

Final Thoughts

As a leader, you’re not just responsible for achieving short-term results—you’re the steward of your organization’s future. Culture may not show up on the balance sheet, but its impact is felt in every corner of your business. Being “too busy” to drive culture is not just a missed opportunity—it’s a liability. The most successful organizations are those where leaders recognize that culture is not a distraction from their responsibilities but a central part of them.

So, ask yourself: Are you making time to shape the culture of your organization, or are you letting it shape itself? Your team—and your success—depend on your answer.

The Elevate Initiative: Building Cultures Where Everyone Thrives

The Elevate Initiative is designed to address the challenges women face in aviation and aerospace, fostering inclusion and equity while building stronger organizational cultures. Through its two components, NAVIGATE™ Your Ascent and ELEVATE™: Leadership and Engagement for Empowerment, the initiative provides tools, strategies, and actionable insights to:

• Empower women in male-dominated industries.

• Equip leaders to drive systemic change and build inclusive cultures.

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