It’s not a secret that human beings gravitate toward comfort, which can pose challenges for inclusion initiatives and stepping into unfamiliar territory. As leaders, we may feel anxious, behave differently, second-guess our decisions, and even experience physical symptoms when facing discomfort. And yet, embracing this discomfort is crucial for propelling personal growth and can lead to positive outcomes. 

If you’re anything like me, there have been many moments where you’ve felt competent… and at least a few moments where you have felt wildly outside of your comfort zone. I can recall several areas, personally and professionally, where I felt very uncomfortable, but found that the discomfort led to greater things.

One particular memory I have of experiencing deep discomfort was when I first became a speaker and facilitator. I felt uncomfortable being in front of groups of people – anxious and shy. I worried that people wouldn’t understand me because of my accent. That I’d use my hands too much. I’d hyper-prepare and spend much time trying to make everything perfect – to look and sound more “American.” As a result, I’d come across as tight, distant, and even unfriendly while speaking. I wasn’t being me. 

Over time, I started to relax and found ways to help myself. I introduced myself to as many participants as possible before starting the talk, which made me feel more human and at ease. I focused more on the subjects I taught and stopped trying to be somebody I wasn’t. The more “me” I was, the more I connected with my audiences, and the easier it became. I’d finish presentations and feel energized rather than depleted. My confidence soared.

I worked through the discomfort to propel my own personal growth, and that work is still reaping rewards for me today.