Reframing Change: From Uncertainty to Opportunity
by Dani Thompson
In government work, predictability is gone—and change isn’t just coming, it’s already here. So how do we move forward in a productive and positive manner when the path ahead is unclear? How do we avoid panic and fear, not only for ourselves, but for our teams? There’s no one-size-fits-all answer, and, unfortunately, no way to predict the future. However, there are productive ways to navigate change, and much of it has to do with our perceptions.
Get comfortable with VUCA
In last month’s article, we introduced the concept of VUCA—Volatility, Uncertainty, Complexity, and Ambiguity—which is the reality of today’s fast-changing, unprecedented times. We won’t always see what’s coming next but acknowledging that is the first step. VUCA can help us mentally prepare when inevitable changes do arise.
One of the most powerful tools for helping leaders, teams, and individuals navigate change is surprisingly simple: reframe it. Just shifting your mindset can help make even the toughest moments more manageable.
Change can be something we dread, or something we expect and leverage. It can be something we fear, or it can be an opportunity. If we find ourselves thinking negatively about change, we always have the opportunity to reframe it. This does not mean you need to develop a completely new way of thinking, just that you consider the change from a different angle.
Whether you’re a senior leader, mid-level manager, or individual team member, you can always use change to your advantage. Below we provide a framework not only for processing change, but also for turning it into an opportunity.
Reframing Change as an Individual
As an individual, thinking positively can have a profound impact on your day-to-day, mental health, and even physical health. There is constant stress and anxiety due to continual changes across all aspects of life, but positivity can still be a default mindset, and it can start with a reframe. Here’s how you can reframe change as an individual:
Consider the reasoning. Let’s say leadership has just shared another change across your organization, and you don’t know how they plan to implement it. Maybe the change will be hard to get through, but ultimately everyone will be better off. If you assume negative intentions or outcomes, however, it can all but ensure that the change be challenging.
Spin the narrative. Maybe the change directly impacts you and your work, maybe it doesn’t. Either way, consider the possible positive impacts of the change, rather than only focusing on the negatives.
Support your team. Sometimes, while changes might not be the most positive for us as individuals, they might be better for our team at large. And who knows, they may be better for us in the long run, as well.
Reframing Change as a Leader
Leaders play a vital role in how the workforce perceives and embraces change. When leaders take a positive stance toward change—embracing it rather than disrupting it—they set the tone for the entire organization. The below tools will enable leaders to model and reframe change:
Communicate the purpose. Employees in the public sector are currently experiencing large-scale changes and anticipating more, some of which may affect not only their professional lives, but also their personal lives. Staff are more likely to embrace whatever change arrives if they understand the purpose. Leaders should communicate not only what is changing, but why it’s changing and how it supports the larger mission and team.
Foster a safe environment. When the day-to-day is unknown and unpredictable, encourage open dialogue about change. Provide opportunities for your team members to express concerns, ask questions, and share ideas. The safer the environment, the more your team will share, and the more insight you’ll gain as a leader. That insight will enable you to guide your team through the change, helping them adapt and thrive in a new and changing environment.
Celebrate the small wins. Recognize adaptability, creativity, and resilience on your team. Provide opportunities for positive exchanges and empower teams to see change not just as something to survive, but as a springboard for success.
Reframing in Action
Below are everyday examples in which a simple shift in perspective can make a big difference:
| About a recurring team sync: “This is a waste of time.” | “This is a chance to stay visible, align with the team, and maybe even help improve how we meet.” | Shifts focus from frustration to opportunity for influence and connection. |
| After reading survey results: “This negative feedback is a comment on me as a person.” | “This is a chance to understand how I’m perceived and where I can grow.” | Encourages growth mindset and emotional resilience. |
| When a team resists change: “They’re being difficult.” | “They’re letting me know they need more clarity, support, or involvement in the process.” | Builds empathy and opens the door to collaborative problem-solving. |
Start Small
Change can be difficult, especially when things seem to be working well already. But here’s the reframe: Change is a chance. A chance to grow, build new skills, and connect with others.
Whether you’re a leader or an individual team member, you don’t have to overhaul your mindset overnight. Start small by reframing just one challenge today. Maybe it’s a project you don’t want to work on, an email you’ve been avoiding, or a review you’ve been putting off. Ask yourself: What is the opportunity here? What can I learn? How can I show up differently?
Reframing isn’t about ignoring the hard parts or the difficult tasks, it’s about choosing to see beyond them and recognizing that discomfort often signals growth.
For leaders, this means modeling the mindset you want to see. For teams, it means supporting one another through the unknown. For individuals, it means supporting yourself as you adapt and evolve.
While we don’t know precisely what’s next, we know something is coming, and we know we’re not facing it alone. We have the power to reframe the future–not as something to fear, but as something to shape.
Reframing isn’t magic–it’s a mindset shift. And it starts with one moment, one thought, or one choice to see things differently. That’s where real change begins.