Discomfort Leads To Growth Quotes

[...] we need to cultivate the courage to be uncomfortable and to teach the people around us how to accept discomfort as a part of growth.

The ego might resist change until a person’s level of discomfort becomes unbearable. A person can employ logic to overcome the ego’s defense mechanism and intentionally integrate needed revisions in a person’s obsolete or ineffective beliefs and behavior patterns. The subtle sense that something is amiss in a person’s life can lead to a gradual or quick alteration in a person’s conscious thoughts and outlook on life. Resisting change can prolong unhappiness whereas implementing change can establish internal harmony and instate joy in a person’s life.

The big challenge for leaders is getting our heads and hearts around the fact that we need to cultivate the courage to be uncomfortable and to teach the people around us how to accept discomfort as a part of growth. For

Our obsession with chasing comfort and happiness is leading us down the wrong road... because circumstances (like these) only lead to short-term happiness.

the goal is not “getting comfortable with hard conversations” but normalizing discomfort. If leaders expect real learning, critical thinking, and change, then discomfort should be normalized: “We believe growth and learning are uncomfortable so it’s going to happen here—you’re going to feel that way. We want you to know that it’s normal and it’s an expectation here. You’re not alone and we ask that you stay open and lean into it.

Leadership expert Michael Hyatt reflected on Karnazes’s life and drew three conclusions about why we should embrace discomfort: 1. Comfort is overrated. It doesn’t lead to happiness. It makes us lazy—and forgetful. It often leads to self-absorption, boredom, and discontent. 2. Discomfort can be a catalyst for growth. It makes us yearn for something more. It forces us to change, stretch, and adapt. 3. Discomfort is often a sign we’re making progress. You’ve heard the expression, “no pain, no gain.” It’s true! When you push yourself to grow, you will experience discomfort.

If you’re comfortable, I’m not teaching and you’re not learning. It’s going to get uncomfortable in here and that’s okay. It’s normal and it’s part of the process.” The simple and honest process of letting people know that discomfort is normal, it’s going to happen, why it happens, and why it’s important, reduces anxiety, fear, and shame. Periods of discomfort become an expectation and a norm. In fact, most semesters I have students who approach me after class and say, “I haven’t been uncomfortable yet. I’m concerned.” These exchanges often lead to critically important conversations and feedback about their engagement and my teaching. The big challenge for leaders is getting our heads and hearts around the fact that we need to cultivate the courage to be uncomfortable and to teach the people around us how to accept discomfort as a part of growth. For the best guidance on how to give feedback that moves people and processes forward, I turn to my social work roots. In my experience the heart of valuable feedback is taking the “strengths perspective.” According to social work educator Dennis Saleebey, viewing performance from the strengths perspective offers

Habits are familiar and comfortable, putting our reactions on autopilot and often leading us, instead, to great discomfort.

If leaders expect real learning, critical thinking, and change, then discomfort should be normalized: “We believe growth and learning are uncomfortable so it’s going to happen here—you’re going to feel that way. We want you to know that it’s normal and it’s an expectation here. You’re not alone and we ask that you stay open and lean into it.

People undergo several sequential steps in maturing from infancy including childhood, adolescences, young adulthood, middle age, and old age. Each stage presents distinct challenges that require a person to amend how they think and act. The motive for seeking significant change in a person’s manner of perceiving the world and behaving vary. Alteration of person’s mindset can commence with a growing sense of awareness that a person is dissatisfied with an aspect of his or her life, which cause a person consciously to consider amending their lifestyle. The ego might resist change until a person’s level of discomfort becomes unbearable. A person can employ logic to overcome the ego’s defense mechanism and intentionally integrate needed revisions in a person’s obsolete or ineffective beliefs and behavior patterns. The subtle sense that something is amiss in a person’s life can lead to a gradual or quick alteration in a person’s conscious thoughts and outlook on life. Resisting change can prolong unhappiness whereas

You may have a valid reason for wanting to give someone a piece of your mind, but you won’t make the situation better with hurtful and belittling words. Choose right and choose growth. True growth demands discomfort. A healthy goodbye leads to a rich new beginning.

Processing and engaging with matters relating to racial and socioeconomic inequality takes time. You may be compelled to try and to take action or user your influence to fix an issue. However, you may do more harm than good if you do not take the time to listen, learn and grow in your own heart first. Tension is accompanied by discomfort. Discomfort leads to prayer, repentance, and growth. Engage discomfort. Embrace it and learn from it. It has a lot to teach you.

That’s the thing with humans. We don’t change unless we are taken to the edge. Unless we are shaken at our core, we don’t stop to listen and honour the messages that life is communicating to us and yet “all roads lead to Rome”. No matter what path we end up choosing, we are always being guided back “home”, where our truth and essence lies. No path is free from pain. Pain is what makes us stronger. From the moment we are born into this world, we are born into immense pain. We feel pain when we grow our first teeth. We experience pain when we first learn to take our first steps. We feel it when our bones grow bigger and stronger into adolescence. Pain is inevitable. Suffering, however, is optional. Depending on how and when you choose to grow in consciousness, you can lead a life that is free from suffering. You will not be free from discomfort and challenges, but you will be liberated from suffering.

Discomfort caused by chaos leads to growth.

I’m afraid a lot, but I’ve learned to flip fear by facing whatever it is I’m scared of head-on. When I first started to face my fears, I was tentative as fuck. That’s normal, and the emotions and discomfort I felt were proof of how potent this process can be. My anxiety stirred and my adrenaline pumped as my mind edged closer to what I was so desperate to avoid. But within all that energy is a mental and emotional growth factor that can lead to self-empowerment.

He points out that it's not enough to simply accept failure when it happens and move on, more or less hoping to avoid it going forward. We need to understand failure not as something to fear or try to avoid, but as a natural part of learning and exploration. Just as learning to ride a bike entails the physical discomfort of skinned knees or bruised elbows, creating a stunningly original movie requires the psychological pain of failure. Moreover, trying to avoid the pain of failure in learning will lead to far worse pain. Catmull: “for leaders especially, this strategy – trying to avoid failure by outthinking it – dooms you to fail.

Leadership expert Michael Hyatt reflected on Karnazes’s life and drew three conclusions about why we should embrace discomfort: 1. Comfort is overrated. It doesn’t lead to happiness. It makes us lazy—and forgetful. It often leads to self-absorption, boredom, and discontent. 2. Discomfort can be a catalyst for growth. It makes us yearn for something more. It forces us to change, stretch, and adapt. 3. Discomfort is often a sign we’re making progress. You’ve heard the expression, “no pain, no gain.” It’s true! When you push yourself to grow, you will experience discomfort.2

believe that feedback thrives in cultures where the goal is not “getting comfortable with hard conversations” but normalizing discomfort. If leaders expect real learning, critical thinking, and change, then discomfort should be normalized: “We believe growth and learning are uncomfortable so it’s going to happen here—you’re going to feel that way. We want you to know that it’s normal and it’s an expectation here.