1. Consider a goal that your manager could set for you that would put you in the Comfort Zone. How does it feel to be in the Comfort Zone? What is the impact on performance and productivity? Why do managers put or keep people in the Comfort Zone?

One goal my manager could set for me is to be sure that all training hosts are communicated with in a timely manner. In my position, I oversee the coordination of all training classes and meetings that happen within our office, so this goal would put me in the comfort zone. As someone who prefers to be challenged with her goals, this would not make me feel good and would make me feel as if I wasn't already providing excellent service. I feel as if I have created wonderful relationships with our trainers which impact my performance and productivity positively. It is easy for me to reach out to them with any questions as well as they know I am available for anything they need as well. I feel as managers it is easy to keep people in their comfort zone because the performance of our employees also reflects us as managers. I am a manager myself and I feel it is easier to give goals we know our employees can achieve rather than goals that may be a little harder to achieve.

2. Now think of a goal that would put you in the Peak Zone? How would it feel to be expected to reach that goal? What would your productivity look like? What percentage of the employees in your organization are in the Peak Zone?

A goal that would put me in peak zone would be to create and host a training session of my own. This would be something I would be interested in doing but would also challenge me because I feel that there are so many topics I could cover. The trainings hosted in our office are a variety and stretch across the company. As examples, I regularly coordinate for Health Information Management, Billing, and Leadership. I would have to first pick a subject to discuss, then plan out what sub-topics to talk about, book the rooms, invite attendees, and create the necessary materials for the class. My company is pretty large, as we are a fortune 500 mental and behavioral health company. If I were to focus on just the office I am in, I would say there are about 45% in their peak zones.

3. Now imagine you've been given a goal that is beyond your capabilities: you are in the Frozen Zone. How do you feel? What might happen if you stay in the Frozen Zone? How can managers identify when they've put someone in the Frozen Zone?

A goal that would be beyond my capabilities currently would be finding areas for our new hires to sit. In 2022, our company decided to eliminate of a floor that we were leasing out. This left us with 2 full floors. While at the time, this sounded great, we are now facing a growth spurt that was, supposedly, unexpected. This has put me in the frozen zone. I am a 'get it done' person so this one has me feeling like no matter what I do, I will not be able to succeed without furthering construction, which we just completed in October 2023, and not being able to succeed without financial means. If I were to stay in this zone and my opinions were not heard, this would make me feel as if I were not successful in my job. Failing is something we all hate, and I am no different. I think one way to identify the frozen zone is by truly listening to your employees and their concerns and asking questions to further both your knowledge as their manager and their knowledge as the employee