The announcement was finally emailed out: They actually promoted him to VP of Operations. In an instant, the whispers across the cubicle wall start, “Did you see the announcement they just sent? This is going to be awful.”
It’s that instant reaction when we hear about a big shift—a promotion, a reorganization, or even a new policy. Our thoughts zero in on the ripple effects: the routines disrupted, the resources lost, the extra work required. Before we know it, we’ve painted the future with a worst-case scenario brush. This isn’t a lack of positive mindset—it’s actually just human biology.
Because change often feels like loss, and loss activates the same neural pathways as physical pain. When you or your team instinctively resist change, it’s not because you’re being negative; it’s because your brain is doing exactly what it’s designed to do: protect you.
The issue is that when we stay stuck in loss-focused thinking, we miss out on the opportunities that change can bring. We risk spiraling into resistance, disengagement, or even apathy in an environment that is constantly announcing changes. The good news? Once we recognize this human tendency, we can intentionally shift to a mindset of curiosity and possibility.
When we notice ourselves or our team stuck in this loss-focused thinking, there are a few quick strategies we can use to make a shift:
Stop trying to convince yourself (or others) that “it’ll all be fine.” Chances are, this change will bring real loss. Maybe it’s extra time spent adjusting, losing a routine you’ve mastered, or giving up autonomy in a familiar process. Validate these losses. Let yourself (and your team) name these losses and grieve them if necessary. This acceptance creates space for what’s next.
Help your brain (and others) shift out of loss mode by scaffolding new perspectives. Ask questions like:
These questions aren’t about toxic positivity; they’re about balancing loss with possibility. Push for more zoomed-out or long-term thinking in your response.
When the weight of change feels overwhelming, reach out to a trusted colleague and ask for help processing it. Share your concerns, and ask them to help you explore the potential benefits. Sometimes, a fresh perspective from someone you respect can break you free from the tunnel vision that loss creates.
When we get stuck in loss-focused thinking, we reinforce fear, resistance, and disengagement within ourselves and our teams. But when we intentionally shift to curiosity and possibility, we create the conditions for growth, innovation, and resilience. Change doesn’t have to derail us—it can be the spark for something better.