Shifting our perspective

You arrive at the scene of a workplace incident. What mindset do you bring with you? 

Is your first thought: “What happened this time?”  (With an unspoken assumption: “Someone probably did something careless again.”) 

Are you thinking: “Why would they do it that way? It was obvious something would go wrong.” 

Or are you approaching the situation with curiosity, trying to see it through the eyes of those who experienced it? 

Do you try to step into the shoes of the person involved, to truly understand what led to their actions? 

It’s not always easy to set aside our assumptions — especially when we already know the outcome but not the full story of how things unfolded. It's natural to judge based on results. But that perspective can block us from uncovering the real reasons behind an incident. 

Let’s be honest: in your own life, have you ever made a mistake that led to negative consequences? 

You probably didn’t wake up that morning thinking:  “Today’s the perfect day to make a mistake and get myself hurt!” 

Of course not. 

So why do we assume others act that way when they make mistakes? 

In reality, most people make decisions believing they are doing the right thing. They don’t know what’s coming next — they act with the information they have at the time, doing what they think makes sense. 

If we want to prevent incidents from repeating, we need to shift our approach. That begins with curiosity — seeking to understand why the person made that choice, rather than simply focusing on what they did. 

The first step? Listen. Listen to truly understand the person’s point of view. From there, we can identify meaningful, effective solutions that actually address the root causes. 

Whenever we find ourselves questioning someone’s decision, let’s remember this:  At the time they acted, they were trying to do the right thing. 

So the real question becomes:  What shaped their perspective in that moment?  What can we change so that, next time, that same decision doesn’t feel like the best — or only — option? 

By choosing empathy, and by taking the time to understand the “why” behind risky behaviors or errors, we can uncover deeper insights, reduce blame, and create safer, stronger workplaces — where learning drives lasting improvement. 

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