The Power of Reframing: How to Change Your Perspective

During these challenging economic times and business cutbacks, it is easy to adopt a pessimistic outlook on the future. As a leader, you must be careful not to allow the world to affect how you choose to behave with your team. Notice, I said choose. Yes, you have a choice in how you respond to what is happening and how you allow it to become part of your team's reality. You set the tone for your subordinates, and you must lead by example. Especially when it comes to reframing your perspective. When challenges arise, your viewpoint can either limit your leadership—or expand it. Reframing is the intentional act of viewing a situation through a new lens, and it's a skill that distinguishes reactive managers from transformational leaders.

Here are three ways to practice reframing your perspective: 

  1. Shift from "Problem" to "Opportunity" 

It is often easy to focus on the problems that are staring you in the face rather than growth opportunities. After all, the problems can seem so much bigger and utilize all your energy. Seize the opportunity to take a different stance. 

What to Reframe: Setbacks and failures 

Why it Matters: Leaders who view obstacles as learning opportunities foster innovation and psychological safety. This perspective shift not only promotes a culture of growth but also instills a sense of optimism and hope in the face of challenges. 

Try It: Ask, "What is this issue trying to teach me?" instead of "Why is this happening to me?" 

 2. Reframe Resistance as Data 

When met with resistance from your team, you may want to defend yourself. After all, you are human. What if I told you to allow the resistance without any defense or rebuttal? Would you be able to conform? It is hard to listen to others criticize you or your leadership style without wanting to defend yourself. However, the key is not to simply allow criticism. The key is to listen for data points to make you a better leader. 

What to Reframe: Team pushback or disengagement 

Why it Matters: Resistance often signals unmet needs, unclear direction, or fear. It's not defiance—it's feedback. 

Try It: Instead of silencing resistance, explore it: "What are they telling me—directly or indirectly?" 

  3. See Feedback as Fuel, Not Failure 

Open-door policies do not work. It is not realistic to think your team will walk into your office willingly to provide you with critical feedback about your leadership skills. It will not happen. Seek out feedback. Relish in the difficult conversations. It is those conversations that may uncover the keys to your leadership gold standard. 

What to Reframe: Critical or challenging feedback 

Why it Matters: Emotionally intelligent leaders don't internalize critique—they use it for growth. 

Try It: Shift from "I failed" to "I'm evolving." Invite feedback to refine, not define, your leadership. 

Somedays, these three tips may be easier said than done. Still, if you commit to working toward changing your perspective and shifting how you think about challenging situations, your team will both appreciate your efforts and begin to do the same. 

PowHer Point 

Where in your leadership journey are you stuck in a negative frame—and what new lens can you try on?