Sins of Omission
- Morgan Hunter
- Jan 28
- 4 min read
In this episode of Monster in My Closet, Anil and Morgan explore "Sins of Omission: When Silence Equals Consent." They discuss the impact of avoiding difficult conversations and tolerating bad behavior in the workplace, which can lead to toxic cultures. The episode highlights the cost of silence, the shades of complicity, and the need for psychological safety. Through personal anecdotes and professional insights, they emphasize the importance of fostering a workplace culture where people feel empowered to address the issues and leaders who actively support such behavior. These show notes include the following:
"Let's just turn the workplace back into a workplace. Don’t shush people...Male, female, gay, straight—doesn’t matter...Just don’t."
Key Take-a-ways
Cultural Complicity and Silence: Silence in the face of bad behavior or unethical actions in the workplace perpetuates toxicity, creates blind spots in leadership, and reinforces harmful norms.
Barriers to Speaking Up: Fear of retaliation, lack of cultural norms around calling out bad behavior, and a failure to operationalize ethics training are key reasons people don’t confront workplace issues.
The Second Betrayal Concept: The damage caused by witnessing colleagues’ silence in the face of harm can be worse than the original act of harm itself.
Need for Professional Standards: A return to professionalism in the workplace, regardless of diversity considerations, is critical. This includes respectful communication and clear behavioral standards.
Leadership's Role in Cultural Norms: Leaders must actively set the tone for psychological safety by demonstrating the norms they wish to instill, protecting employees who call out bad behavior, and ensuring diverse perspectives in hiring and evaluation processes.
Practicing Confrontation: Employees need practical, hands-on training to prepare them for real-life situations where they need to call out inappropriate behavior constructively.
The Cost of Silence: Failing to address issues damages morale, reduces discretionary effort, and undermines organizational culture. Leaders must act on employee feedback and avoid tolerating high-performing but toxic individuals.
Constructive Feedback Culture: Workplaces should encourage open conversations about behavior, crowdsource solutions for team norms, and empower employees to address issues directly and professionally.
Reporting Mechanisms: Organizations must provide safe and effective reporting channels, such as anonymous whistleblower hotlines, and take action on reports to avoid dismissing employee trust.
Individual Agency: Employees should be clear about their boundaries, professionally address issues, and keep their resumes updated in case they need to leave toxic environments.
"It’s not the first impact that kills you; it’s the second one."
How to ID and correct Sin of Omission
Use AI-powered sentiment analysis to detect trends in employee communications for early signs of toxicity.
Implement a real-time feedback app allowing employees to report concerns instantly and anonymously.
Host interactive role-playing sessions to practice handling tough conversations and navigating conflicts.
Introduce “culture audits” led by third-party specialists to identify underlying issues without internal bias.
Develop gamified team challenges that promote collaboration, empathy, and mutual understanding.
Create micro-learning modules on navigating workplace toxicity, accessible via mobile for on-demand coaching.
Pilot a “reverse mentoring” program where junior employees advise senior leaders on inclusivity and communication.
Use virtual reality simulations to train leaders on identifying and managing toxic behaviors in the workplace.
Set up peer-led accountability groups where teams work together to address behavioral concerns.
Develop a “workplace climate index” that tracks and publicly reports metrics on trust, communication, and inclusivity.
Crowdsource solutions by engaging employees to co-design better communication and behavior standards.
Introduce “toxicity insurance” policies where teams collectively commit to calling out and addressing issues constructively
"If you don’t know how to articulate it and you think they’ll take it the wrong way, then don’t say it."
Research and Statistics
Psychological Safety and Team Performance: Research by Amy Edmondson shows that teams with high psychological safety are 12% more productive and 40% more innovative than those without it.
Cost of Workplace Incivility: Studies reveal that 98% of employees experience workplace incivility, and 50% reduce their effort as a result, costing organizations billions annually.
Impact of Bystander Intervention Training: Organizations that implement bystander intervention training report a 25% reduction in workplace harassment incidents within a year.
Diversity in Hiring Panels: Research indicates that companies with diverse interview panels are 46% more likely to hire candidates who reflect their organizational values.
Suggested Reading
Dare to Lead by Brené Brown
The Fearless Organization by Amy Edmondson
Crucial Conversations: Tools for Talking When Stakes Are High by Patterson, Grenny, McMillan, and Switzler
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity by Kim Scott
Team of Teams by General Stanley McChrystal
Wrap-up
Creating a workplace culture that addresses the "sins of omission" requires deliberate effort and consistent practice. By prioritizing psychological safety, modeling respectful behavior, and empowering employees to address issues head-on, organizations can foster an environment where everyone thrives. Whether through proactive training, diverse hiring practices, or clear leadership accountability, the path to a healthier workplace starts with recognizing the power of speaking up and setting actionable norms for professional conduct.
Comments