• Make your own copies of the templates provided, or prepare a collaborative board for your team to add their tasks to and represent the three zones. 
• Though time is planned during the experience for participants to complete the worksheet, you might consider sharing it with your participants in advance.

Open the experience by letting the team know you will be taking time today to talk about aspects of our work and gaining an understanding of where our comfort zone is, and where we feel out of our comfort zone. Discuss what psychological safety is, and how when we create an environment where our community positively embraces the vulnerability needed to work in areas which our outside of our comfort zone, and fosters reflection and learning, we can become stronger as a team.

Today, we will explore how our strengths fit together, and how we are able to support, compensate, and collaborate with a higher degree of psychological safety and trust based on a better understanding of our comfort zone.

• The facilitator should take part in this activity with their team. 
• What we feel in our panic zone is stress. The word stress might feel exaggerated or over-dramatic to some. Be sure to reiterate that these are tasks that are stressful or very uncomfortable to us.
• When sharing, it is recommended to present your comfort, stretch, and panic zones in order. This will be relevant for the debrief.

• Consider using this language in 1:1 conversations after the experience to keep the discussion going on when your team members are experiencing stress or challenges, or check that there is an appropriate balance between their comfort zones, learning opportunities, and stress situations.
• Consider asking team members to set goals as to how they would like to challenge themselves to do more work in the stretch zone following the session.
• Make an agreement as to how each person would like to be supported on tasks in their stretch or panic zones for better performance moving forward.