Embracing the Uncomfortable, Organizational Change, and Band-Aids.

I recently had a conversation over coffee (shocker) about navigating difficult conversations, especially with leadership teams, and executive teams.* It’s one of those topics that always comes up when discussing organizational change because, let’s be real, change is hard.

But as I told her, while change itself is challenging, behavioral change—the kind that really shifts mindsets and culture—is 10X harder. We cling to what we know, to the routines and behaviors that make us feel safe. We don’t exactly welcome change with open arms.

So then she asked me a straightforward question: “How do you deal with that?”

That’s when I used my go-to analogy: “Have you ever ripped off a bandaid?” It’s that moment we all know too well. It stings, it’s fast, but it’s necessary.

She immediately responded, “So you just go with brutal honesty?”

I laughed and said, “Yes... and no."

Both, because I'm garbage at hiding the truth and have no interest in playing nice.** But, I don’t just drop the truth like a bomb and walk away. Instead, I follow up with this: “Have you ever left the bandaid on for a couple of years and just hoped for the best?”

It’s funny, but it also makes people think a little harder. Leaving the bandaid on, hoping the wound heals on its own, does not works. The same goes for difficult conversations and real change. You can avoid the tough conversations for years, but the discomfort doesn’t go away—it just lingers, sometimes getting worse.

Why embrace the discomfort?

Because growth doesn’t happen in comfort zones. Whether it’s organizational change, leadership growth, or team development, progress often comes from embracing what’s uncomfortable. It’s not just about having the hard conversations—it’s about leaning into the resistance and tackling the behaviors and mindsets that need to change for real progress to happen.

So, if you’re staring down a difficult conversation, ask yourself: Are you ready to rip off the bandaid, or are you still hoping the wound will magically heal? Because one thing’s for sure, real change rarely happens while you’re still wearing the bandaid.

*Leadership teams and executive teams are not the same.

**Am I kind? Always! Am I nice? Not always.