{"id":29033,"date":"2026-07-28T17:33:59","date_gmt":"2026-07-28T16:33:59","guid":{"rendered":"https:\/\/www.learning-partners.com\/?p=29033"},"modified":"2026-07-28T17:54:03","modified_gmt":"2026-07-28T16:54:03","slug":"overcoming-barriers-to-interpersonal-communication-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.learning-partners.com\/en\/blog\/performance-cohesion\/overcoming-barriers-to-interpersonal-communication-in-the-workplace\/","title":{"rendered":"Overcoming barriers to interpersonal communication in the workplace"},"content":{"rendered":"<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_0 et_pb_row et_block_row\">\n<div class=\"et_pb_column_0 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_toggle_0 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h2 class=\"et_pb_toggle_title\">Contents<\/h2><div class=\"et_pb_toggle_content clearfix\"><p><span style=\"color: #ffffff;\">No matter how often you repeat the same instructions, organise follow-up meetings or send emails to clarify things\u2026 misunderstandings still keep piling up. The team is struggling to make progress. The atmosphere is becoming tense. You\u2019re not alone in this situation.   <\/span><br \/><span style=\"color: #ffffff;\"><strong>Communication in the workplace<\/strong> is often regarded as a \u2018soft\u2019 skill \u2014 secondary to hard figures. Yet when it breaks down, the consequences are very real, measurable and costly. <\/span><br \/><span style=\"color: #ffffff;\">This guide provides you with the tools to <strong>identify communication barriers<\/strong> within your team, <strong>understand<\/strong> them and, above all, take practical steps to <strong>overcome<\/strong> them.<\/span><\/p>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"et_pb_section_1 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_1 et_pb_row et_block_row\">\n<div class=\"et_pb_column_1 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\" id=\"sommaire-1\"><div class=\"et_pb_text_inner\"><h2><b>Why poor communication is costly<\/b><\/h2>\n<\/div><\/div>\n\n<div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>Before looking for <strong>solutions<\/strong>, let\u2019s take a moment to <strong>assess the scale of the problem<\/strong>. The figures speak for themselves. <\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_toggle_1 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_flex_module\"><h5 class=\"et_pb_toggle_title\">What the studies say<\/h5><div class=\"et_pb_toggle_content clearfix et_flex_module\"><p>&nbsp;<\/p>\n<table style=\"border-collapse: collapse; width: 100%;\" border=\"1\">\n<tbody>\n<tr>\n<td style=\"width: 100%;\">A study by The Holmes Report (2019) estimates that poor communication costs large companies 37 billion dollars a year.<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 100%;\">According to Gallup, employee disengagement \u2014 largely fuelled by poor communication \u2014 costs the global economy 8,500 billion dollars annually.<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 100%;\">A McKinsey survey reveals that teams that communicate effectively are 25 per cent more productive than average.<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 100%;\">In France, 73 per cent of managers believe that misunderstandings within their teams slow down decision-making (Cegos Barometer, 2023).<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div><\/div>\n\n<div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module\"><div class=\"et_pb_text_inner\"><p>Beyond the figures, there are many tangible effects on the teams\u2019 day-to-day work:<\/p>\n<ul>\n<li>A <strong>waste of time<\/strong>: we have to do it over again, explain again, and plan again.<\/li>\n<li><strong>Repeated errors:<\/strong> information that is communicated incorrectly can lead to a cascade of errors.<\/li>\n<li><strong>Tensions and conflicts<\/strong>: unspoken issues pile up, and frustrations boil over.<\/li>\n<li><strong>Higher staff turnover<\/strong>: an employee who feels their voice isn\u2019t being heard will look to leave.<\/li>\n<li>Innovation stifled: if no one dares to speak up, good ideas remain buried.<\/li>\n<\/ul>\n<p>Poor communication is not inevitable. It has identifiable causes and practical solutions. That is what we are going to explore now.  <\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\" id=\"sommaire-2\"><div class=\"et_pb_text_inner\"><h2><b>Mapping the 10 barriers to communication<\/b><\/h2>\n<\/div><\/div>\n\n<div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>Communication does not \u2018go wrong\u2019 by chance. There are well-documented <strong>mechanisms<\/strong> that disrupt <strong>communication<\/strong>. Here are the <strong>10 most common obstacles<\/strong>, grouped into four main categories.  <\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3><strong>Cognitive barriers \u2014 what our brain does without us realising<\/strong><\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_text_6 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><em>Obstacle 1 \u00b7 Perceptual filters<\/em><\/h4>\n<p>Each individual perceives reality through the lens of their <strong>past experiences<\/strong>, <strong>beliefs<\/strong> and <strong>values<\/strong>. The same message can therefore be interpreted in radically different ways depending on the person hearing it. <\/p>\n<p>A <strong>practical<\/strong> <span style=\"color: #3366ff;\">example<\/span>: A manager who says \u2018do your best\u2019 may be seen as encouraging by one person, and as vague and lacking in direction by another.<\/p>\n<h4><em>Obstacle 2 \u00b7 Cognitive biases<\/em><\/h4>\n<p><strong>Confirmation bias<\/strong> (we tend to remember what confirms our opinion), <strong>attribution bias<\/strong> (we attribute other people\u2019s mistakes to their character, and our own to circumstances), and many other <strong>unconscious mechanisms<\/strong> colour our interactions without us even realising it.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_7 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3><strong>Emotional barriers \u2014 when emotions get the better of us<\/strong><o:p><\/o:p><\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_text_8 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><em>Obstacle 3 \u00b7 Emotional overload<\/em><\/h4>\n<p>Stress, tiredness, frustration or fear can short-circuit our <strong>ability to listen<\/strong> and <strong>express ourselves clearly<\/strong>. Cortisol \u2014 the stress hormone \u2014 literally reduces our access to the areas of the brain involved in <strong>complex<\/strong> <strong>communication<\/strong>. <\/p>\n<p><strong>Practical tip<\/strong>: before a difficult conversation, take three deep breaths. This isn\u2019t just a bit of a trick: it lowers cortisol levels and helps create a <strong>calmer atmosphere<\/strong> for the conversation. <\/p>\n<h4><em>Obstacle 4 \u00b7 Unspoken thoughts and repressed emotions<\/em><\/h4>\n<p>In many teams, people avoid \u2018<strong>sensitive topics<\/strong>\u2019. Frustrations build up silently until they finally boil over \u2014 often in a disproportionate way and at the wrong moment. <\/p>\n<h4><em>Obstacle 5 \u00b7 Poor listening skills<\/em><\/h4>\n<p>We think we\u2019re listening, but in reality we\u2019re already formulating our response. <strong>Active listening<\/strong> \u2014 the kind that suspends judgement and genuinely seeks to understand \u2014 is a rare skill that can be learnt.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_9 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3><strong>Cultural and structural barriers \u2014 the influence of context<\/strong><\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_text_10 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><em>Obstacle 6 \u00b7 Hierarchical barriers<\/em><\/h4>\n<p>The <strong>fear of judgement<\/strong>, <strong>punishment<\/strong> or <strong>ridicule<\/strong> prevents people from speaking up to those higher up the hierarchy. As a result, bad news is reported too late, and innovative ideas are not put forward. <\/p>\n<h4><em>Challenge 7 \u00b7 Cultural and generational differences<\/em><\/h4>\n<p>In a multicultural or multigenerational team, the unspoken <strong>rules<\/strong> of <strong>communication<\/strong> vary enormously. What is perceived as direct and honest in one culture may be seen as <strong>aggressive<\/strong> in another. What is normal for a \u2018digital native\u2019 may seem <strong>rude<\/strong> to an older colleague.  <\/p>\n<h4><em>Challenge 8 \u00b7 Lack of clarity and structure<\/em><\/h4>\n<p>Messages that are too long, vague objectives, non-existent agendas: when the <strong>form<\/strong> is lacking, the <strong>substance<\/strong> is lost. Meetings drag on, minutes are incomplete, and nobody really knows who is doing what. <\/p>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"et_pb_section_2 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_2 et_pb_row et_block_row\">\n<div class=\"et_pb_column_2 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_image_0 et_pb_image et_pb_module et_block_module\"><span class=\"et_pb_image_wrap\"><img decoding=\"async\" src=\"https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/measure-human-performance.png\" width=\"1594\" height=\"800\" srcset=\"https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/measure-human-performance.png 1594w, https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/measure-human-performance-1280x642.png 1280w, https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/measure-human-performance-980x492.png 980w, https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/measure-human-performance-480x241.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) and (max-width: 1280px) 1280px, (min-width: 1281px) 1594px, 100vw\" class=\"wp-image-27311\" title=\"infographie-kpi-performance-humaine\" alt=\"Infographic on the importance of measuring human performance indicators in the workplace\" \/><\/span><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"et_pb_section_3 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_3 et_pb_row et_block_row\">\n<div class=\"et_pb_column_3 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_11 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\" id=\"sommaire-3\"><div class=\"et_pb_text_inner\"><h3><strong>Digital barriers \u2014 the pitfalls of remote communication<\/strong><\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_text_12 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><em>Challenge 9 \u00b7 The misuse and abuse of digital tools<\/em><\/h4>\n<p>Poorly worded emails, a cluttered Slack feed, Teams meetings where nobody turns on their camera\u2026 <strong>Digital tools <\/strong>amplify misunderstandings because they remove non-verbal cues (tone of voice, eye contact, body language) which account for <strong>55 to 70 per cent of our communication<\/strong>. <\/p>\n<h4><em>Obstacle 10 \u00b7 The lack of constructive feedback<\/em><\/h4>\n<p>No feedback = no improvement. When <strong>feedback<\/strong> is non-existent, too infrequent or poorly worded, teams are left to <strong>flounder in the dark<\/strong>. The same mistakes are repeated, and people feel neither seen nor recognised.  <\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_13 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h2><strong>Self-assessment tool: evaluate your team<\/strong><\/h2>\n<\/div><\/div>\n\n<div class=\"et_pb_text_14 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>Before taking action, you need to know where you stand. Here is a simple <strong>tool<\/strong> you can use in <strong>team meetings<\/strong> or <strong>one-to-one meetings<\/strong>. For each obstacle, rate how often you encounter it on a scale of 1 (never) to 4 (very often).  <\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_15 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><table style=\"border-collapse: collapse; width: 100%;\" border=\"1\">\n<tbody>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Obstacle<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">Never (1)<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">Sometimes (2)<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">Often (3)<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">Very often (4)<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Repeated misunderstandings regarding instructions<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Lack of active listening in meetings<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Disproportionate emotional reactions<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Unspoken issues and taboo subjects within the team<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Lack of clarity regarding objectives<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Reluctance to speak up in front of senior staff<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Cultural\/generational misunderstandings<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Overuse of digital tools<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">Lack of regular feedback<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 17.2185%;\">\u2610<\/td>\n<td width=\"75\" style=\"width: 16.8874%;\">\u2610<\/td>\n<\/tr>\n<tr>\n<td width=\"302\" style=\"width: 36.0927%;\">TOTAL<\/td>\n<td width=\"75\" style=\"width: 14.9007%;\"><\/td>\n<td width=\"75\" style=\"width: 14.9007%;\"><\/td>\n<td width=\"75\" style=\"width: 17.2185%;\"><\/td>\n<td width=\"75\" style=\"width: 16.8874%;\"><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_toggle_2 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_flex_module\"><h5 class=\"et_pb_toggle_title\">Interpret your score<\/h5><div class=\"et_pb_toggle_content clearfix et_flex_module\"><table style=\"border-collapse: collapse; width: 100%;\" border=\"1\">\n<tbody>\n<tr>\n<td width=\"602\" style=\"width: 50.9615%;\">9 to 18 points \u00b7<\/td>\n<td style=\"width: 50%;\">Communication is generally good. Stick to your routines and reinforce good habits. <\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 50.9615%;\">19 to 27 points \u00b7<\/td>\n<td style=\"width: 50%;\">There are some areas of friction. Identify the two or three most common obstacles and tackle them as a priority. <\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 50.9615%;\">28 to 36 points \u00b7<\/td>\n<td style=\"width: 50%;\">Communication is compromised. Structured support is strongly recommended. <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div><\/div>\n\n<div class=\"et_pb_text_16 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h2><strong>Solutions by profile<\/strong><\/h2>\n<\/div><\/div>\n\n<div class=\"et_pb_text_17 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>There is no one-size-fits-all solution. The courses of action available to you will depend on your role and your team\u2019s circumstances. Here are some practical suggestions tailored to three different profiles.  <\/p>\n<ul><\/ul>\n<h3><strong>For managers<\/strong><\/h3>\n<p>The manager is the key player \u2014 and often the main obstacle \u2014 when it comes to communication within their team. Their behaviour sets the tone. <\/p>\n<ul>\n<li>Practise active listening: ask open-ended questions (\u2018What\u2019s holding you back?\u2019) rather than closed questions (\u2018Are you OK?\u2019).<\/li>\n<li>Establish feedback routines: a 5-minute \u2018check-in\u2019 at the start of a meeting, or an informal monthly chat, is enough to ease a lot of tension.<\/li>\n<li>Name the emotions: saying \u2018I can see that this situation is worrying you\u2019 builds trust far more effectively than ignoring the other person\u2019s emotional state.<\/li>\n<li>Be the first to admit your mistakes: a manager who says, \u2018I didn\u2019t express myself clearly\u2019 gives their team implicit permission to do the same.<\/li>\n<li>Structure your messages: start with the conclusion, then move on to the main points. In meetings, share the agenda 24 hours in advance. <\/li>\n<\/ul>\n<h3><strong>For staff<\/strong><\/h3>\n<p>Communication cannot be delegated. Every member of the team has an active role to play. <\/p>\n<ul>\n<li>Try rephrasing it: \u2018If I\u2019ve understood correctly, you\u2019re expecting me to\u2026\u2019 \u2013 this avoids 80 per cent of misunderstandings.<\/li>\n<li>Express your needs clearly rather than expecting others to guess what they are.<\/li>\n<li>Avoid ambiguous written communication: if a topic is likely to stir up emotions, pick up the phone.<\/li>\n<li>Follow the 24-hour rule: before sending an email in the heat of the moment (out of frustration or anger), wait until the next day.<\/li>\n<li>Point out what\u2019s been left unsaid: \u2018I get the feeling that something hasn\u2019t been said \u2014 am I wrong?\u2019<\/li>\n<\/ul>\n<h3><strong>For cross-cultural teams<\/strong><\/h3>\n<p>In a multicultural context, misunderstandings do not stem from ill will but from a difference in points of reference.<\/p>\n<ul>\n<li>Explain what seems obvious to you: what is \u2018self-evident\u2019 to you is not necessarily \u2018self-evident\u2019 to someone from a different culture.<\/li>\n<li>Learn your colleagues\u2019 communication conventions: in some cultures, saying \u2018yes\u2019 means \u2018I\u2019ve heard you\u2019, not \u2018I agree\u2019.<\/li>\n<li>Use inclusive language in meetings: ensure that everyone has the space to express themselves, particularly those who are more culturally reserved.<\/li>\n<li>Celebrate differences: diverse teams that communicate effectively outperform homogeneous teams in terms of creativity and performance (Harvard Business Review, 2018).<\/li>\n<\/ul>\n<\/div><\/div>\n\n<div class=\"et_pb_image_1 et_pb_image et_pb_module et_block_module\"><span class=\"et_pb_image_wrap\"><img decoding=\"async\" src=\"https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/practical-case-human-performance.png\" width=\"1594\" height=\"800\" srcset=\"https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/practical-case-human-performance.png 1594w, https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/practical-case-human-performance-1280x642.png 1280w, https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/practical-case-human-performance-980x492.png 980w, https:\/\/www.learning-partners.com\/wp-content\/uploads\/2025\/08\/practical-case-human-performance-480x241.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) and (max-width: 1280px) 1280px, (min-width: 1281px) 1594px, 100vw\" class=\"wp-image-27315\" title=\"infographic-case-study-KPIs-human-performance\" alt=\"Case study: measuring human performance indicators\" \/><\/span><\/div>\n\n<div class=\"et_pb_text_18 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h2><strong>Take action<\/strong><\/h2>\n<\/div><\/div>\n\n<div class=\"et_pb_text_19 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>Reading this article is all well and good. Taking action is even better. Communication improves with practice, feedback and, often, an outside perspective to help break ingrained habits.  <\/p>\n<table style=\"border-collapse: collapse; width: 100%;\" border=\"1\">\n<tbody>\n<tr>\n<td width=\"602\" style=\"width: 99.5192%;\"><strong>\ud83d\ude80 Learning Partners is here to support you<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 99.5192%; text-align: center;\">Our \u2018Communication and Team Cohesion\u2019 training courses<br \/>are tailored to your specific challenges:<\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 99.5192%; text-align: center;\">\u2022 Interpersonal Communication Training<br \/>\u2014 1 to 2 days, face-to-face or online<\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 99.5192%; text-align: center;\">\u2022 Individual management coaching<br \/>\u2014 for managers wishing to change their management style<\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 99.5192%; text-align: center;\">\u2022 Team communication audit<br \/>\u2014 in-depth assessment + bespoke action plan<\/td>\n<\/tr>\n<tr>\n<td width=\"602\" style=\"width: 99.5192%; text-align: center;\">\u2022 Team-building workshop<br \/>\u2014 to (re)build trust within teams experiencing tension<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"et_pb_section_4 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_4 et_pb_row et_block_row\">\n<div class=\"et_pb_column_4 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_20 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\" id=\"sommaire-7\"><div class=\"et_pb_text_inner\"><h2>Turn metrics into tangible results with Learning Partners<\/h2>\n<\/div><\/div>\n\n<div class=\"et_pb_text_21 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>Would you like to take your 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