There is a widely used cliché about drawing people outside their comfort zone – which normally means ‘throwing them in at the deep end’ – unfortunately if they can’t learn to swim quickly, they sink – and even if they float – they’re not going to immediately be brilliant swimmers. This can at best result in a loss of confidence for them, and productivity for you.
A ‘comfort zone’ is one of either two things – a place where a person retreats to for an easy ride, or a field in which they can excel and perform to their best.
I always impress upon leaders to ensure they keep every individual in a ‘Place of Safety’ – where they feel protected, able to breathe, and perform to their best by taking clear minded decisions whilst experiencing the feeling of your protection, support and interdependence
Moving a person into a ‘Prison of Insecurity’ by taking them out of their comfort zone can be a risky approach. It can de-stabilise the person, and jeopardise your long term relationship built on mutual trust, by introducing fear and resentment.
Employment law in the UK refers to a process you have to adhere to if an individual’s role ‘substantially’ alters. This principle needs also to apply to the psychological contract between each individual, and you – any change needs to be carefully discussed and agreed before embarking upon a new direction.
Yes, you need to challenge and reinvent your team’s role and approach to work – but evolution, however fast, beats reinvention every time. This allows that person to apply the best of their abilities, rather than have their focus taken up through re-orientating themselves.
Don’t throw individuals ’in at the deep end’ without arm bands for support. If you do lead people out of their comfort zone, be alongside them. Hold their hand and walk with them out into their unknown!
