The essence of Change and Learning is to embrace discomfort

Change and learning, by their own definition, imply leaving our comfort zone and entering the realm of the unknown in order to do something new. Having some sense of discomfort is inevitable. As leaders, the key is to ensure the change is just enough to stretch our people and systems but not overwhelm them.

For change to happen, it must hurt a little bit.

This is a very delicate balance. Too little change doesn't feel rewarding. Too much change can set us in a state of panic.

When we go too far, change leads people to a place of anxiety and distress where no progress or learning is possible. Our brains are in survival mode. This is the challenge we face when companies impose too much change on people.

However, when things are right, people experience a surge of energy and eustress. In those moments, change can be thrilling and rewarding. The sense of achievement can be enormous. There is a buzz.

These are moments when people feel that they are Ready, Willing and Able to achieve things.

So, when you are engaged in any change check that the conditions are ready for that change to happen. Ensure that the people most affected by the change are actively participating in its design and are willing to give it a go. And make sure that people have the skills and knowledge available to be able to succeed.

Finally, don't forget to keep checking that people are operating in their stretch zone. Listen to the signals that indicate you are doing too much or too little. It's a dynamic zone. It can change depending on many variable factors.

As Mihály Csíkszentmihályi showed us, our ideal is to get into a State of Flow where amazing things can happen.