Standing Up and Falling Down

From Founder Joe: 

A while ago in a previous company, we were talking about our bucket list – what we wanted to achieve in life, those big moments or ‘once in a lifetime’ opportunities that we had either put off because they were too scary, or not really thought about how or when we could achieve them.

One of mine was to skydive. I was no adrenaline junky, and not particularly fond of heights, but it was something niggling away at me. One of the team asked the question ‘what’s stopping you?’

After a few excuses, like, money (to which the reply was “you could raise money for charity and cover the cost”), fear (“I’ve done it, it’s not scary”) and I just haven’t got the time (“let’s look at your diary”), I decided, I’ve just got to go and do it. Get out of my comfort zone. Jump out of the plane.

I stood up and said to the office floor (of around 80 people), “I’m going to skydive, I need people to hold me accountable so I’ll do it – but even better if someone does it with me”

10 people put their hand up! 10!

It turns out, sometimes all you need is a bit of bravery, but a whole lot of accountability.

Within 6 weeks we did it. Spoiler alert – it was great, every one of us had a fantastic time and it inspired us to come out of our comfort zone more. Because it wasn’t that expensive, it wasn’t that scary, and we had the time, we just had to make the time.

So should we have to jump out of a plane for this one?

No!

This was a pretty unique situation, and I’ve repeated it similarly in another environment and was completely ignored. But it’s a good story to start with in an engagement exercise.

The question that really should follow, ideally in a team setting, is : “What’s something you’ve always wanted to do, but haven’t?”

It could be work-related or personal.

Give people time to think. Some will know immediately. Others won’t.

Then offer the option:

• Share it with the team
• Find someone who can support or hold them accountable
• Set a small first step

This isn’t about big declarations, and you’re not expecting everyone to all do the big thing, but it’s about giving an opportunity to start something.

You can run this:

• In a team session
• As part of an away day
• In smaller group discussions
• Or even 1-2-1

Some companies create a simple follow-up, with check-ins and sharing progress.

Why it works

A lot of the time engagement initiatives are designed to focus on a direct ROI for a business, and focus on improving work. This is about helping people become more comfortable with the uncomfortable in their own lives. You won’t get a direct return from this, but if you can positively influence one person or help people break free from a mental constraint, you’re going to reap the benefit of that eventually.

It works because:

• It builds confidence
• It creates shared experiences
• It strengthens team support
• It encourages people to try things they wouldn’t alone

There’s also something powerful about seeing a colleague do something they didn’t think they could. It shifts the mindset of the whole team.

Why don’t people do these things already?

This is the interesting bit.

People often don’t act because:

• Fear of failure
• Fear of judgement
• Lack of accountability
• Waiting for the “right time”

Workplaces can accidentally reinforce this. Stay in your lane. Do your job. Don’t take risks. This challenge gently pushes against that.

It asks: What if you tried, with support?

What to watch out for

This is not a one-size-fits-all activity. This is difficult to keep inclusive as some people will love it. Others won’t engage at all. There are some people who are likely already ticking items off their bucket list, and it can be intimidating for those that aren’t.

• Don’t force participation
• Don’t only celebrate “big” achievements – celebrate those that are taking their first steps to trying something new.
• Make sure it feels safe to try and fail – if a junior employee wants to try public speaking, make sure the wider team are aware and to support them when it happens (even if for them it’s not that big a deal)
• Keep it inclusive. Not everything has to be extreme!
• If you prefer something that is more structured and goal focused (i.e. you really do need to demonstrate ROI to the board, try Golden Goals. Similar concept but focuses on smaller, detailed targets

For some people, the stretch might be:

• Running 5k
• Hosting a podcast
• Visiting the 7 wonders of the world
• Sharing an idea publicly!

If you’re a 100 person company and even one or two people are stepping outside their comfort zone, with the team supporting them, this will still have a huge impact.

The takeaway

Leaving The Comfort Zone is about helping people do things they’ve been putting off, and realising they are far more capable of achieving big things than they thought. They don’t have to do things alone, and are more likely to achieve these things with support. And people can be more supportive to other people than they realise.

Sometimes it starts with asking the question, and understanding why!

“What have you been meaning to do… and what would help you actually do it?”