Feeling uncomfortable is certainly not pleasant for anyone – in any situation. Because of this, a lot of people will do everything possible to avoid situations that will put them in an uncomfortable position. However, avoiding these situations decreases the chance to make a change, get better results, and grow. You will never see the changes you’re looking for by sticking in your comfort zone! What should you do, then? Simple, create a leadership development plan. 

What does it mean to be Comfortable with being Uncomfortable?

Being comfortable with being uncomfortable is getting the courage to step out of your comfort zone. It might seem scary or intimidating at first, but you need to get through this phase if you want to change! Start by drafting a leadership development plan, which outlines what you want to improve with yourself and your leadership style. The goal is to create a plan that will help you deal with uncomfortable situations by listing the things that make you uncomfortable at work, and what you can do to overcome it. By facing a situation head on, say when you’re delivering bad news to the staff, you’ll find that you won’t feel as awkward when you’ve already done it before. 

The Downfalls of Staying in Your Comfort Zone

Really, living under a rock won’t save you from situations you fear. Besides, staying in your comfort zone means you are settling for average and not striving to achieve more. Is this what you want for your business and your staff? The people you lead will only be as bold as you are, so if you want to succeed then you need to be ready to take risks. You need to feel the fear and keep on going no matter what. Encouraging innovation, boldness, and constant search for improvement is a great leadership development plan to follow, and one that you can teach your employees.

Tips to Include in Your Leadership Development Plan

1. Uncomfortable with speaking at large gatherings

a. Practice what you’re going to say.

b. Keep calm; just imagine you’re talking to a friend.

c. If you’re delivering bad news, consider sending an office memo that will set everyone’s expectations before the official announcement.

d. Are you uncomfortable with admitting your mistakes? You don’t have to say “sorry” outright, just tell the person you’ve realized your mistake. That can count as an apology.

2. Uncomfortable with reprimanding or firing staff

a. It’s your job, people expect you to do this because you’re the boss. You’re entitled to do it.

 b. Keep your voice firm, but don’t shout. Better yet, send an email, and then discuss it afterwards.

c. If you really feel awkward about reprimanding staff, do it in private.

3.Uncomfortable with changing business procedures or setting higher goalsa.

a. Do a test run. Make a tentative policy for whatever change you want to implement, and if you find that it doesn’t work well for you or the staff then revert to the old policy.

b. Don’t bite off more than you can chew. Start with small goals, like a 2 per cent increase in production then just increase the goals as you get the ball rolling. A quick success will energize you and your staff to continue working harder, thus making the transition for change easier.

Sticking to your comfort zone is a mistake that you don’t want to make. Why settle for an average performance when you can continuously improve yourself and your staff? Why spend your life like an average Joe when you can live large? If you want to make a change and see better results then you need to tackle uncomfortable situations. Don’t hide because these awkward feelings will just keep coming back at you. Relax, take a deep breath, and get it done- whatever it is. Make sure that your leadership development plan is geared towards this. Remember, when you feel uncomfortable; it is a good thing for you. It means that you are taking chances and getting somewhere, whether it’s with your life, relationships, or in business.