The Learning Zone Model
The Learning Zone Model
Get out of your comfort zone to seek new discoveries and opportunities.
In this article, we take a closer look at the three stages we often move through
when we're tasked with learning a new skill. These stages comprise the
Learning Zone Model.
Figure 1 illustrates the three zones that comprise the Learning Zone model.
Figure 1 – The Learning Zone Model
The model divides the experience of learning into three main zones:
1.
2. The Comfort Zone.
3. The Learning Zone (or Growth Zone).
4. The Panic Zone.
Let's look at each zone in more detail:
Your Comfort Zone isn't necessarily a bad place. It's where you can perform
well, set strong personal boundaries , and even rest, recharge and reflect.
But staying too long in the Comfort Zone can prevent you from developing
new skills, and may even limit your career opportunities. After all, if you
don't take any risks, even carefully managed ones, you'll likely not develop
beyond your current position.
For example, you might be confident giving routine project updates to your
team and manager. But what if the CEO suddenly asks you to give a
presentation on how the project fits into the organization's wider strategy?
Suddenly you need to acquire and organize new material, and present it to a
demanding audience.
However, if the challenge that you're given is reasonable and doesn't stretch
your skill set too much – and you can easily access the right support – tasks
that might once have panicked you may become easier to achieve.
Note:
The Learning Zone model shares some features with Carol Dweck’s work on
the growth mindset , particularly the importance of embracing challenges
and pushing beyond what you already know to enhance and grow your skills.
To successfully move through the learning zones, you'll also need personal
determination. There will undoubtedly be challenges along the way,
particularly as you reach the outer edges of the Learning Zone. Building
resilience can help you to bounce back from setbacks or failures, and
continue to learn.
A mentor or coach can help you here. Mentors can be a motivating force.
They give feedback and ask questions to help you build your confidence, and
encourage you to reflect on what you've learned so far. They may also
suggest anchors that you may not have already considered.
Learning with a mentor also gives you the opportunity to explore real-world
examples of how to apply a new skill, as well as the benefits that it can bring.
Perhaps it will help you to complete your everyday tasks more effectively,
achieve a career goal, or even get a promotion.
4. Use Scaffolding
"Scaffolding" refers to support structures that encourage learning and
development. It's often put in place by a mentor or coach, but you can look
for opportunities to develop your own scaffolding, too.
Key Points
The Learning Zone Model describes the journey that we often take when we
start learning something new. It is divided into three distinctive zones:
Five key strategies can enable you to navigate the Learning Zone Model and
improve how you learn. They are:
1. Developing trust and resilience.
2. Building anchors to your comfort zone.
3. Working with mentors.
4. Using "scaffolding."
5. Learning socially.