Calling on AI to Judge… Comfort or Discomfort in Business Growth?

I decided to let AI be the judge.

For well over a decade, I have talked about [argued] the need for people to be comfortable prior to making changes, i.e., making positive business changes for survival, growth, etc.

For well over a decade, many people have presented the opposite opinion, i.e., people must move beyond their comfort zones to make business changes.

To be clear, I see merit in moving out of our comfort zones. However, change-decisions succeed more when people are comfortable embracing and implementing those changes. So, if I were a judge and had to select between the two arguments, I would pick “people must be comfortable” over “people must be uncomfortable”.

I decided to evaluate AI’s ability to judge and, to the extent possible pick the winning argument.

I presented two of my decade-old blogs that capture my “people must be comfortable” arguments to AI and asked AI to create a blog that contained both “for comfort” arguments and “against comfort” arguments, considering the aspects of the arguments in my two blogs.

Two of the three aspects – Courage and Confidence are Waterloo Intuition & Technology corporate Values.

And, I asked AI to be the judge.


Here is AI’s response.


Change is inevitable in any business, and it can bring about growth and development or lead to stagnation and failure. The debate about whether change should be embraced when people are comfortable or when they are pushed out of their comfort zones is an ongoing one. This blog will delve into various aspects of change and provide arguments for both sides: the need for comfort before change can happen and the necessity of stepping outside one’s comfort zone to grow and deliver more value. We will also attempt to determine which argument is more compelling.

Aspect 1: Confidence and Change

Argument for comfort: Confidence plays a crucial role in successful change. A person who is comfortable and self-confident is more likely to adapt positively to change and make constructive decisions that align with their values and goals. When people are comfortable, they are more open to change and better equipped to handle it.

Argument for discomfort: It is not always possible to be confident and comfortable during change. Sometimes, individuals need to be pushed out of their comfort zones to develop the confidence necessary to embrace change. Overcoming initial discomfort can lead to personal growth and new skills that are valuable in navigating change.

Decision: Both arguments are valid. Confidence can be developed both within one’s comfort zone and outside it, and both approaches can contribute to constructive change.

Aspect 2: Courage and Change

Argument for comfort: Courage can be developed through training and education that builds confidence and comfort in facing challenges. For instance, firefighters and soldiers undergo rigorous training to become comfortable with dangerous situations, enabling them to perform their jobs effectively and confidently.

Argument for discomfort: Courage can also be displayed when individuals are pushed outside their comfort zones, overcoming their fears, and taking risks. Discomfort can be a catalyst for growth, leading to lasting and constructive change.

Decision: Both arguments are valid. Courage can arise from both comfort and discomfort, and both can contribute to constructive change.

Aspect 3: The Role of Crises in Change

Argument for comfort: Rarely, crises can force individuals to react constructively and adapt to change, even if they are uncomfortable. However, these instances are rare and should not be the primary focus when attempting to facilitate change in a business setting.

Argument for discomfort: In some cases, crises can push individuals outside their comfort zones and force them to adapt quickly. This discomfort can lead to growth and the development of new skills that are valuable in overcoming challenges.

Decision: While both arguments hold some truth, the focus should be on fostering change in a comfortable and supportive environment, as crises-driven change is rare and not a sustainable approach.


Both comfort and discomfort have their roles in facilitating change and growth in businesses. While there are arguments for both sides, it is essential to recognize that the most constructive and sustainable approach is to foster change in a comfortable and supportive environment. This does not mean that individuals should not be pushed outside their comfort zones occasionally, but the focus should be on understanding the needs of the people involved and creating a conducive atmosphere for change. In the end, the most compelling argument is for a balance between comfort and discomfort in driving change, as both are necessary for growth and delivering more value.

My reaction to AI’s Judgement

First, due to the biases I likely embedded in my blogs that contained the three aspects – Confidence, Courage, and Crises – I expect I influenced AI’s decision.

Regardless of AI’s judgement, what’s most important is your viewpoint.

We are extremely interested in knowing your thoughts…please share them with us or send an email to me at rick@waterloointuitioncom. 

Together our conversations can expand solutions and value

We look forward to helping you bring your ideas and solutions to life.
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