As we change we have to apply new knowledge, skills and behaviours. This can happen in a more or less conscious way. This stage of the process is often a test bed not only for trying out changes we own, but also a trial of whether we will own them or not. Using the example of assertiveness - this period may be at time in which we polish our newly owned assertive responses, or during which we decide it really is not for us.

This stage is often characterised by a degree of tension as we apply new learning without the benefit of practiced experience. Failure at his stage may be due to a variety of causes -

Each cause would require a different remedy, so it is essential to diagnose the exact situation.

We can increase the likelihood of positive outcomes by providing systematic review and a process by which experiences can be examined to establish what was learned and why. It is a process of learning about learning.

Trying things out, taking risks and making mistakes - these things take us out of our comfort zone. Here is where the organisation must provide support to facilitate the learning of the individual - and to allow itself to grow with the individual.

Never has it been more true of the old saying " Whether I think I can, or whether I think I can't - I am right ".