Your greatest learning comes when you are open to new information and willing to undergo the transformation it takes to integrate the new information with the status quo. I frequently hear students and employees tell me “it’s hard” or “its takes too long” when they are completing assignments or adapting to a new system. This is true. Learning requires us to stretch and grow, push ourselves beyond our norm, and disables our ability to work on automatic mode.
Each and every day you are able to do a multitude of tasks and respond to questions and demands at work and at home automatically. These are things that have been learned and are now within your comfort zone. Learning requires you to think, act or say things differently and therefore disrupts your ability to react instinctively. It also challenges your beliefs. Your greatest learning will come when you are on the verge of your comfort zone — that place where you may feel like you’ll never achieve the goal, or where you are most uncomfortable. Learning involves change… a process that upset your normal and allows you to push the limits of your comfort zone in a way that expands your horizons and opens new opportunities. Next time you feel like your assignment is hard, or you are procrastinating to avoid the task at hand, be open to pushing yourself — you are on the verge of a great breakthrough!
2. Not recognizing the extent of the challenge
How often have you attempted to undertake a change where you had to learn new techniques, integrate new information or changed how you do things only to realize part way through the process that you took on more than you could handle? In contrast, have you over-prepared for or over-thought a transformation only to realize it was so much easier than you expected? In both situations, over-estimating or under-estimating a challenge can pose a huge barrier to the learning process. The solutions is to take the time to establish an implementation plan for the change where you know what you want to achieve and identify the steps and resources needed to get there. In the May 21, 2013 issue of my newsletter I shared the PDCA (Plan/Do/Check/Act) methodology. Using this approach you are more likely to minimize these barriers and increase the success of learning and leading change. You will also have more buy-in from other people who will be affected by these changes as they will know what is going to happen and when.
When a change is suggested how often do you disagree with the need to change and offer up numerous reasons why the current system or thinking is “just fine”? Disagreement creates an obstacle to learning. It can be caused by fear, an unwillingness to move outside the comfort zone or over-estimating the challenge. When you position yourself in opposition to the change, you create another obstacle to learning. Disagreement generally closes the mind to learning – and understanding another perspective. When you feel yourself switching into disagreement, step back and relook at the situation from a different perspective and how the changes or learning process could be worthwhile. This process alone will enable you to learn more about the scenario you instinctively opposed, even if it doesn’t change your mind.
These are just three barriers to learning. As a leader, you want to remain open to and lead the changes within your life, your career and your business. The world is changing around you and maintaining the status quo will leave you stuck and unable to compete, advance and enjoy the fruits of your efforts. Be open to taking the time and effort to learn and expand your mind, and move from your comfort zone into new horizons… where your goals and dreams live!
Can I help you navigate your transformation?
As a Coach and Consultant I am available to work with you to navigate the transformations you wish to undertake by offering you support, encouragement, action planning and implementation. Contact me if you want to reach your full potential, lead a transformation efficiently and effectively, or break though the fear of success. Book now