Difference between revisions of "Comfort zone"
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==Definitions== | ==Definitions== | ||
*1: the temperature range within which one is [[comfortable]] | *1: the temperature range within which one is [[comfortable]] | ||
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The '''comfort zone''' is a [[behavioural]] state within which a [[person]] operates in an [[anxiety]]-neutral condition, using a limited set of behaviours to deliver a steady level of [[performance]], usually without a sense of [[risk]]. A person's [[personality]] can be [[described]] by his or her comfort zones. Highly [[successful]] persons may routinely step outside their comfort zones, to accomplish what they [[wish]]. A comfort zone is a type of [[mental]] conditioning that causes a person to create and operate mental [[boundaries]]. Such boundaries create an unfounded sense of [[security]]. Like [[inertia]], a person who has established a comfort zone in a particular [[axis]] of his or her [[life]], will tend to stay within that zone without stepping outside of it. To step outside a [[person]]'s comfort zone, they must [[experiment]] with new and different [[behaviours]], and then experience the new and different [[responses]] that then occur within their [[environment]]. | The '''comfort zone''' is a [[behavioural]] state within which a [[person]] operates in an [[anxiety]]-neutral condition, using a limited set of behaviours to deliver a steady level of [[performance]], usually without a sense of [[risk]]. A person's [[personality]] can be [[described]] by his or her comfort zones. Highly [[successful]] persons may routinely step outside their comfort zones, to accomplish what they [[wish]]. A comfort zone is a type of [[mental]] conditioning that causes a person to create and operate mental [[boundaries]]. Such boundaries create an unfounded sense of [[security]]. Like [[inertia]], a person who has established a comfort zone in a particular [[axis]] of his or her [[life]], will tend to stay within that zone without stepping outside of it. To step outside a [[person]]'s comfort zone, they must [[experiment]] with new and different [[behaviours]], and then experience the new and different [[responses]] that then occur within their [[environment]]. | ||
<center>For lessons on the [[topic]] of '''''Comfort Zones''''', follow [https://nordan.daynal.org/wiki/index.php?title=Category:Comfort_Zones '''''this link'''''].</center> | <center>For lessons on the [[topic]] of '''''Comfort Zones''''', follow [https://nordan.daynal.org/wiki/index.php?title=Category:Comfort_Zones '''''this link'''''].</center> | ||
| − | To step out of the comfort zone raises the [[anxiety]] level engendering a [[stress]] [[response]], the result of which is an enhanced level of [[concentration]] and [[focus]]. This has been referred to this as the ''Optimal Performance Zone'' - a zone in which the [[performance]] of a person can be enhanced and in which their [[skills]] can be optimized. However, it is also observed that if the work of [ | + | To step out of the comfort zone raises the [[anxiety]] level engendering a [[stress]] [[response]], the result of which is an enhanced level of [[concentration]] and [[focus]]. This has been referred to this as the ''Optimal Performance Zone'' - a zone in which the [[performance]] of a person can be enhanced and in which their [[skills]] can be optimized. However, it is also observed that if the work of [https://en.wikipedia.org/wiki/Robert_Yerkes Robert Yerkes] (1907) is [[considered]] in which he reported '[[Anxiety]] improves performance until a certain optimum level of arousal has been reached. Beyond that [[point]], performance deteriorates as higher levels of [[anxiety]] are [[attained]]', if a person steps beyond the optimum performance zone they enter a "[[danger]] zone" in which performance will decline rapidly as higher levels of [[anxiety]] or discomfort occur. |
In terms of performance [[management]] or [[development]], the objective of the [[trainer]] or manager is to cause the [[person]] to enter the optimum performance zone for a sufficient period of [[time]] so that new [[skills]] and performance can be [[achieved]] and become embedded. The same reasoning is used with [[goal]] setting: change the [[anxiety]] level and the performance will change. (However, in performance terms, the term [[incentive]] is used to describe the [[process]] of changing the anxiety level - an incentive being anything that causes a change in [[behaviour]].) | In terms of performance [[management]] or [[development]], the objective of the [[trainer]] or manager is to cause the [[person]] to enter the optimum performance zone for a sufficient period of [[time]] so that new [[skills]] and performance can be [[achieved]] and become embedded. The same reasoning is used with [[goal]] setting: change the [[anxiety]] level and the performance will change. (However, in performance terms, the term [[incentive]] is used to describe the [[process]] of changing the anxiety level - an incentive being anything that causes a change in [[behaviour]].) | ||
Latest revision as of 23:45, 12 December 2020
Definitions
- 1: the temperature range within which one is comfortable
- 2: the level at which one functions with ease and familiarity
Description
The comfort zone is a behavioural state within which a person operates in an anxiety-neutral condition, using a limited set of behaviours to deliver a steady level of performance, usually without a sense of risk. A person's personality can be described by his or her comfort zones. Highly successful persons may routinely step outside their comfort zones, to accomplish what they wish. A comfort zone is a type of mental conditioning that causes a person to create and operate mental boundaries. Such boundaries create an unfounded sense of security. Like inertia, a person who has established a comfort zone in a particular axis of his or her life, will tend to stay within that zone without stepping outside of it. To step outside a person's comfort zone, they must experiment with new and different behaviours, and then experience the new and different responses that then occur within their environment.
To step out of the comfort zone raises the anxiety level engendering a stress response, the result of which is an enhanced level of concentration and focus. This has been referred to this as the Optimal Performance Zone - a zone in which the performance of a person can be enhanced and in which their skills can be optimized. However, it is also observed that if the work of Robert Yerkes (1907) is considered in which he reported 'Anxiety improves performance until a certain optimum level of arousal has been reached. Beyond that point, performance deteriorates as higher levels of anxiety are attained', if a person steps beyond the optimum performance zone they enter a "danger zone" in which performance will decline rapidly as higher levels of anxiety or discomfort occur.
In terms of performance management or development, the objective of the trainer or manager is to cause the person to enter the optimum performance zone for a sufficient period of time so that new skills and performance can be achieved and become embedded. The same reasoning is used with goal setting: change the anxiety level and the performance will change. (However, in performance terms, the term incentive is used to describe the process of changing the anxiety level - an incentive being anything that causes a change in behaviour.)
An example of stepping out of the comfort zone could be a recognized need to leave an unsatisfactory job but the fear of doing so as it would result in losing the sense of security the individual derives from the job. The sense of security the individual perceives could be attributed to the mental conditioning formed initially. This example highlights an example of a professional challenge. Research suggests that challenges that are commonly outside of one's comfort zone can be categorised as either professional, adrenaline, or lifestyle.
