Most people think the hardest part of change is knowing what to do.
But for leaders navigating today’s rapidly shifting workplace, the deeper challenge is learning how to see and lead differently. Not just adjusting your strategy or downloading a new tool, but actually shifting the lens through which you interpret the world around you. That’s where real transformation happens, and it’s also where most people get stuck.
At Inclusion Geeks, we use the Perspective Shift Model to describe this process. It outlines four stages — Fixed, Stretched, Open, and Fluid — that help leaders understand where they are in their own journey of growth, and what it takes to move toward more adaptive, inclusive leadership.
What Do We Mean by ‘Perspective Shift’?
We all hold internal narratives that guide our decisions. Some of them are conscious, like a belief in collaboration or a commitment to transparency. Others are so ingrained we don’t even notice them: assumptions about professionalism, ideas about who gets heard in meetings, or unspoken rules about what leadership should look like.
A perspective shift happens when we start to question those narratives and begin to notice that what once felt “true” might actually be inherited, biased, outdated, or simply incomplete. Shifting perspective doesn’t mean abandoning your values. It means recognizing the difference between being grounded and being rigid, between leading with clarity and clinging to control.
Perspective shifts are often quiet. They show up in moments of discomfort, friction, or dissonance. But over time, they’re what allow leaders to grow into more inclusive, resilient, and human-centered ways of working.
The Four Stages of the Perspective Shift
| Stage | Emotional Landscape | Relationship to Perspective | Leadership Impact |
| Fixed | Rigid, certain, resistant | Perspective is seen as identity or personal truth | Dismisses feedback, avoids discomfort, reinforces outdated systems |
| Stretched | Unsettled, uncertain, exposed | Perspective feels under threat but not yet replaceable | Starts to question assumptions, but hesitates to act; discomfort is high |
| Open | Curious, reflective, willing | Perspective is seen as one of many valid views | Explores alternative ideas, engages in dialogue, begins to change behavior |
| Fluid | Grounded, adaptive, steady | Perspective becomes a flexible lens, not a fixed identity | Models inclusive leadership, responds to complexity with clarity and care |
A Closer Look at Each Stage
These stages aren’t a straight line. You might find yourself moving between them, circling back, or even occupying more than one at a time, depending on the situation. The goal isn’t to rush through. It’s to understand where you are and create space to keep growing.
Fixed
At this stage, leaders tend to hold their current view as the only valid one. This can show up as defensiveness, an over-reliance on precedent, or discomfort with questions that challenge the norm. Leaders in this stage often feel responsible for maintaining control, but may unintentionally shut down innovation or feedback in the process.
You might be here if: You find yourself saying things like, “This is how we’ve always done it,” or “That’s not a problem here.”
Stretched
This is the uncomfortable middle. You’re starting to notice that something’s off. Maybe your team is disengaged, maybe an inclusive initiative fell flat, or maybe someone challenged your assumptions in a way that stuck with you. You haven’t fully adopted a new lens yet, but you’re no longer fully confident in the old one. This is where many leaders get overwhelmed or pull back.
You might be here if: You feel unsure, second-guessing your actions, but afraid to speak up or take a new stance. You may worry about “getting it wrong.”
Open
Here, curiosity becomes stronger than fear. Leaders in this stage begin seeking out alternative perspectives, asking more questions, and reflecting more often. They listen more than they speak and begin noticing where power dynamics, assumptions, or outdated systems might be causing harm or exclusion.
You might be here if: You’re genuinely open to feedback and experimentation, even if it’s uncomfortable. You’re more interested in learning than being right.
Fluid
This isn’t a final destination, but a practice. Leaders in the Fluid stage can hold multiple truths, navigate complexity without collapse, and take action without needing complete certainty. They model humility, inclusion, and adaptability in ways that build trust and belonging across their team.
You might be here if: You’re able to acknowledge when something needs to change, take thoughtful action, and keep others engaged in the process, especially when things feel unclear.
Why It Matters Right Now
Today’s workplaces are more complex than ever — politically charged, tech-accelerated, multigenerational, and rapidly changing. At the same time, many organizations are retreating from efforts toward inclusion and fairness, citing “fatigue,” “discomfort,” or budget cuts. But when inclusion becomes optional, trust erodes. And when leaders avoid discomfort, cultures stagnate.
Perspective shifting isn’t just helpful. It’s necessary.
Leaders who remain fixed in outdated narratives won’t be able to navigate what’s next. But those who understand how to move from rigidity to responsiveness, those who can identify where they are in the process and help others move too, are building the kind of leadership cultures the future will demand.
Three Ways to Start Your Own Shift
- Notice your reactions to challenge. When something makes you bristle or retreat, pause and ask: What belief is this brushing up against?
- Ask better questions. Instead of “Is this right or wrong?” try “What am I missing?” or “Who isn’t in the room but should be?”
- Start small but go deep. You don’t have to overhaul your leadership overnight. Start with one situation or one relationship where you can practice seeing differently.
Your perspective isn’t a fixed trait. It’s not a brand or a leadership style. It’s a living part of how you experience and impact the world around you.
And like anything alive, it can evolve.
Join us for a special workshop on Reimagining the Future of Work Together!