My mother used to say: “beware the comfort zone.” What is the comfort zone? Precisely those with whom you are already connected and familiar. Your comfort zone is the people around you, who for the most part, already agree with you because they already have a similar set of values and experiences as you do. Here’s the thing: nothing really happens inside the comfort zone. Nothing changes in this area (that is why it is a comfort zone). A hazard if you are up to things is that this can appear quite the opposite in the short term, because within your circle there may be a lot of receptivity for your ideas and strategies. You may get people excited and talking.
Nobody went to the moon, got married, went paragliding or had kids by being reasonable. Likewise, no one invented sticky notes, created alternating current or perfected smartphones by being reasonable. No. Reasonable people stop at status quo. Unreasonable people push. They push what’s possible. They push their idea, their practice, their passion. They push the envelope.
This is why organizations as diverse as Lululemon, Joey’s and NASA sponsor employees in the Landmark Forum. Leaders in charge know that having more open, wide-aware minds in their employees can only benefit them in the long run. Top-down organization of decision-making is not sufficient in an age of distributed processes and distributed brands. Organizational components must be empowered to think for themselves, enabling nimble processes and lean management that align with local brand resources, needs and plans.