CHALLENGES

Advancing success through difficult conversations 

How this could spur organisational success

COMMUNICATION BARRIERS | 5 MINUTE READ | 26 FEBRUARY 2025

Summary

• Applied improvisation techniques, such as the “One Word Story,” help normalise vulnerability and enhance adaptability in workplace communication.

•  Embracing open dialogue transforms organisational culture, enabling teams to resolve conflicts, innovate, and perform at their highest potential.

• Candid conversations, supported by emotional intelligence and applied improvisation, are essential for building psychological safety and trust within teams.

Organisational culture and the fear of embarrassment

Avoiding difficult conversations in the workplace is a pervasive issue that carries significant costs for both individuals and organisations. When challenging topics are sidestepped—whether due to discomfort, fear of conflict, uncertainty about how to proceed, or a desire to maintain short-term harmony—the long-term consequences can be profound.

Trust and collaboration erode as employees become hesitant to voice concerns or share feedback, leading to siloed teams and stagnated progress. Small issues, left unaddressed, often escalate into major problems that require more time, resources, and emotional energy to resolve, undermining the authority of managers and diluting accountability across the business.

Financial and operational impact

The financial impact is equally stark: lost productivity, increased absenteeism, higher turnover, and even legal costs can all be traced back to unresolved workplace tensions. Studies show that every failed conversation can cost an organisation thousands of dollars and weeks of lost work time, with one in five employees estimating that avoiding crucial discussions costs their organisation more than $50,000 annually. Furthermore, disengaged employees—often a result of poor communication—are more likely to leave, with Gallup reporting that 51% of employees are considering new jobs and 30% leave within their first 90 days.

Cultural consequences

The cultural toll is just as damaging. When difficult conversations are routinely avoided, a culture of silence and cynicism takes root, stifling innovation and growth. Employees may feel unsupported, leading to a decline in morale, engagement, and overall wellbeing. Managers, meanwhile, may find themselves overwhelmed by a constant need to “put out fires” that could have been prevented with timely, honest dialogue. Over time, this avoidance undermines leadership credibility and sets a precedent that poor performance or problematic behaviours are tolerated until they become unmanageable.

Building conversational ability

One promising approach to building conversational agility is through applied improvisation exercises, such as collaborative storytelling or “Yes, and…” activities. These techniques, though simple, help teams practice active listening, adaptability, and responding constructively in the moment—skills that translate directly to more confident and effective workplace dialogue.

Conclusion: embarrassment as a bridge to innovation

Ultimately, the cost of avoiding difficult conversations is far greater than the discomfort of having them. By recognising the risks of silence and investing in communication and emotional intelligence, organisations can foster a culture of openness, accountability, and resilience—unlocking both individual and collective performance.