Comfort, the word sounds very cool. In fact every individual enjoys and feel excited to hear the same in their professional life. But recent studies and observations show that ‘Comfort’ confines the creativity and capability of an individual in her/his professional development. Recruiters and experience HR heads of the view that, with the unprecedented challenges and mounting pressure in 21st century personal and professional sphere, if an individual sticks to her/his comfort level for long duration she/he may not remain in the race for a long period. They see life from a corner and confines to small cubical only. As a matter of fact they start negotiating in different aspects viz. Salary, Position and moreover availing new role (opportunities). At a larger level this contributes to the problem of under employment, disguised employment and unemployment as well. They complain with self and life becomes monotonous. Ultimately it affects their productivity and efficiency. So, the point rose here is ‘how to come over from this syndrome’? May be this is the reason the term ‘Compatibility’ is coined by the recruiters in those days. Although the term ‘Compatibility’ is mostly used in hard ware and technical sector but as understood in general, it is the adaptive capacity of an individual and or risk taking behaviour or approach. It’s something that is difficult to teach or train in theory. Rather it comes from experience and maturity. It’s a process of continuous learning, exploring and analysing one’s self in terms of target setting, technique to be adopted, task to be accomplished and areas to improvise. The author in this regard creates a model as illustrated to provide a probable path of solution. Although it is expressive and not exclusive.
Background of the Model:
There is a theory of change behind the proposed model to come over of the zone of Comfort. In the field of education it is called “Zone of Proximal Development or ZPD1”. The father of this concept Vygotsky, the Soviet Psychologist defines it as “the distance between the actual developmental level as determined by independent problem solving and the level of potential development as determined through problem-solving under adult guidance, or in collaboration with more capable peers” (Vygotsky, 1978, p. 86).
Applying the basic fundamental principles of this theory in the field of Management the author finds three major points that can be worked out at individual level to overcome the syndrome of “Comfort”. Those are:
Target Setting (Goal, Time line).
Technique chosen and Technology applied.
Tasks to be accomplished.
Step 1: Target
It is proven that target i.e. a goal; destination is the most essential and foremost step to develop in any walks of life. Sometimes it may be dream as well. So, one has to clearly define her/his target. Which she/he should decide after a careful thought and if requires may consult as well. Along with this she/he has to set a time line for this. While setting the target exploring the immediate environment with available resources and opportunities is must. However, one should never compensate with her/his satisfaction and strength.
Step 2: Technique
Technique is broadly the method or modus operandi one has to drive. This also involves the effective use of technology. However, it is an individual choice but while deciding the method one should remember that there is no short cut to success. It is practice that makes one perfect.
Step 3: Task
Task here is to be understood as the finest or specific activities one has to accomplish. This may be study new courses or recent developments or trends, internships, exposure visits, etc with a spirit to learn and practice in own field of work. Yoga, Meditation, Time to time expert opinion, Target check tests can also be the best way to access ones progress. Precisely it is the action points and milestones to be achieved.
Well, as mentioned above, life in 21st century is controlled by pace, performance and productivity (Output). “Perform or perish” is the cutting edge maxim. In this backdrop one has to continuously work hard and therefore she or he has to sharpen her/his skills along with updated knowledge. Lessons learnt years ago may not have utility and relevance in present days. Likewise one cannot simply sit idle and wait for the turn. You have to grab the opportunity as and when called. And therefore one has to break that zone of comfort. Make her/him competent, skilful and confident to take up the new challenges. To conclude, “Success is not final, failure is not fatal: it is the courage to continue that counts.”
Sraban, is a development consultant professional having around 12 years of progressive and rich experience of working in the development sector with thematic expertise in the area of educational planning, monitoring, project designing and training. Over the years he has worked with many International and National Organisations of repute along with Government at different capacities. His key skill areas are : Project Management, Capacity building, Training & Monitoring, Partnership building, Campaigning, Advocacy, Donor Management services and Appropriate Technology. His Interest Area are Research, writing developmental and Educational Articles, Organizing Intellectual discourse, travelling rural and remote areas.