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Life Is About How To Be Comfortable With Being Uncomfortable

Life Is About How To Be Comfortable With Being Uncomfortable

“You never change your life until you step out of your comfort zone. Change begins at the end of your comfort zone.” -Roy T. Bennett

Ever wonder why some people seem to glide effortlessly through life, handling problems as if they were riding waves on a surfboard? They always appear cool, calm and collected during those intense stressful moments, like college finals or business meetings, while you and everyone else break into a sweat. You wonder if they possess some secret elixir of awesomeness or 24-hour access to a personal self-confidence life coach. Chances are, they do have the formula for success, and some of them may not even realize it. It doesn’t come in powders or pills; it comes through pushing themselves beyond their comfort zone with regular, intense exercise.

Rethinking Your Comfort Zone

Comfort zones are cozy places defined by the familiar things with which you fill your daily lives with.  They are the stuff you don’t question and go through the motions of doing. They are predictable. Unchallenging. Comforting. Like meatloaf and mashed potatoes. And like eating meatloaf every single day, staying within your comfort zone all the time can be bad for your health.

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Athletes who physically push themselves, whether they are training for a marathon or a long distance swim, break through the barriers of that comfort zone, holding on until they reach their goal: that 5-mile run, that 5th lap, the top of the climbing wall. They achieve their athletic goal, but something else happens in the process: they are rewiring their brain to accept physical discomfort.

Society today is geared towards removing obstacles from your life. Remote controls change the television channels from afar, room temperatures are altered with the flick of a button, cars start themselves without you turning a key (some even drive themselves). In the process, you are losing touch with yourself and when faced with a difficult task, it can appear more daunting and stressful than it actually is because you’ve been weaned off of dealing with obstacles.

While interviewing top professional adventure and endurance athletes, Brad Shulberg of Outside Magazine noted in his article[1] that despite their different life choices, from mountain climbing to long distance swimming, these highly successful athletes physically pushed themselves to their limits to reach their final goals—completing the race, reaching the summit. And they had one thing in common: they taught themselves to embrace life outside their comfort zones. They became comfortable with being uncomfortable.

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Change your game, change your brain

If you have ever attained a physical goal like a 10-mile mountain hike, a 3-mile run, or whitewater rafting Class V rapids, a curious thing occurs. When you reach the end, you feel exhausted yet elated. You feel hot and sweaty. Your muscles are aching, maybe even screaming, and your body is shaking. Your heart is pounding. But you feel happy. You came, you saw, you conquered! Yes, it was difficult. Maybe even terrifying. That last part you pushed yourself through, just to reach the end, like Indiana Jones stretching out to grab the golden idol before the temple collapses.

Afterward, you may have high-fived your fellow rafters and chugged a quart of water, feeling like the king of the mountain. It was hard and you survived. Somehow facing the boss on Monday morning doesn’t feel so daunting. And that kid who got your sandwich order mixed up at lunch? You laugh it off. Your perspective on life has altered. Your brain has changed.

Psychotherapist and Counselor, Angela Percival explains[2] that the human brain continuously labels and uploads information. It constantly compares any new information it receives to its “library” of collected data, so when you are faced with something outside of your comfort zone like those finals or the dreaded meeting with the boss, it has nothing with which to compare it, and you get that uncomfortable, queasy feeling—your fear of the unknown.

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Percival goes on to say “the more uncomfortable and new experiences you go through, the more your brain realizes that you will be okay, because you did the unknown before and you survived,” so by all brain-logic, you will survive this too. As a result, you feel less stressed and more confident when venturing outside your comfort zone because you have made that place your new norm.

How to get comfortable with being uncomfortable

The more you wade outside of your comfort zone, the easier it becomes. Partaking in regular exercise to reach an athletic goal—whether it’s training for a marathon or building up the stamina to hike the Appalachian Trail, will improve a plethora of areas throughout your life.

Make a goal and write it down. Set up an action plan to work towards that goal. Use the baby-step process if you are a beginner; in other words, if you want to run a marathon and you don’t jog, start by walking. Download a health and fitness app on your phone to track your progress. Join a gym. Consider hiring a professional trainer. Enlist friends and family to help. And always consult your physician before partaking in any rigorous exercise.

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When you do something on a regular basis, it becomes a habit. If you exercise regularly with a set goal in your mind, you will push yourself towards that goal and it will become easier to feel comfortable with being uncomfortable.

Reference

[1] Science of Us: How Exercise Shapes You
[2] Counselling-Directory.Org: Fear of the Unknown and How The Mind Works

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Sally White

writer, artist & blogger

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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