The discomfort of learning

I’ve been involved in helping develop female talent for over 25 years. Among the many lessons I’ve learned is that Development doesn’t happen when women are in a cocoon of comfort. Positive change starts with women stepping into what I call “the discomfort of learning.”

How the discomfort of learning helps women advance

For women to develop the skills and attitudes necessary for advancement in their careers, they need a willingness to let go of preconceived notions and embrace the discomfort that comes with adopting new strategies and behaviors.

A few examples of career-advancing requirements that often bring with them a “discomfort of learning”:

• Getting past believing advancement is all about competency.
• Seeking out helpful feedback from leaders.
• Shedding the “I can do it all” syndrome and learning to delegate.
• Building a  diverse support team of networks, which includes mentors and sponsors.
• Taking a vocal seat at the table, especially when power players are present.
• Being willing to take calculated career risks.
• Self-advocating to highlight their worth and impact vs. hoping their work will speak for them.

All of these situations, individually or in tandem, have proven to be stumbling blocks for women as they look to advance their careers. Ignoring the need for change or being paralyzed by self-doubt are common, but misguided approaches. In my experience, when women step into the discomfort, look at the reasons why they are uncomfortable and develop strategies to move forward, discomfort turns into leadership progress. When faced and overcome, obstacles like self-doubt and risk aversion become steppingstones to growth and advancement. The mindset needed to get past these hurdles can help women at every point in their careers.

Most importantly, women cannot accomplish this transformation alone. It is a multi-faceted, multiplayer process involving the woman’s direct manager, mentors, networks and sponsors as well as developmental opportunities. With this unified approach, the odds for success increase exponentially.

Additionally, in working toward the advancement of female talent, those support players may also enter the zone of learning discomfort. They may likely have to rethink unconscious biases, preconceived notions, unwillingness to adapt to individual needs and overall corporate culture.

Turning discomfort into advancement is an on-going team effort. Never a one-and-done situation.

Discomforts of learning take many forms: An international example

In the U.S., the discomforts of learning as they apply to careers often relate to the corporate environment itself. For women in other countries, it can be quite a different story. Their discomforts of learning can come from families, societal norms or repressive governments.

One organization helping women take on these challenges is the UNDP — the United Nations Development Programme. My organization, WOMEN Unlimited, is privileged to partner with the UNDP in delivering a mentoring program for women in 23 countries in Asia and the Pacific. The program includes women from Afghanistan and Myanmar, two countries where opportunities and rights for women have been significantly threatened in recent years.

These women have participated remotely and have pushed past the significant and varied discomforts of learning they face. They have taken to heart the support of other women, as well as men, gaining strength and confidence to face challenges in the workplace and beyond. 

According to Kanni Wignaraja, director of the Regional Bureau for Asia and the Pacific in UNDP, these women often report that as a result of their participation and interaction with other women, they are finding “strength, purpose and unity” and have created a community of champions in their own offices and the organization at large.

It is clear “discomfort of learning” takes many shapes and forms and is part and parcel of women’s growth and development, not just in the U.S. but around the world — and not just in basically stable environments, but in areas where challenges extend far beyond the workplace.

By inviting women to acknowledge their “discomfort of learning” we are inviting them to increase their awareness, their confidence and their ability to confront and move past career limiting challenges. 

It is a privilege to be part of that process!