Introduction: The Moment of Self-Reflection

That small moment stuck with me. It reminded me just how easy it is for our personal experiences to block out the bigger picture. The truth? It’s only natural to see the world through our own eyes. Genuine awareness begins when we catch ourselves in the act. When we pause and intentionally widen our perspective, we unlock deeper empathy, stronger connections, and more mindful leadership. That’s what breaking out of your bubble is really about.

The Bubble Effect: How Our Experiences Shape Perception

It’s so easy—almost automatic—to move through life assuming others see, feel, and act just like we do. Our routines, beliefs, and cultural cues quietly reinforce our worldview until it feels like the default setting. This is what I call the “bubble effect”: our experiences filter how we interpret situations and make decisions.

A helpful model here is the Johari Window. It shows how self-perception and others’ perceptions interact. When we intentionally expand the ‘open area’—what’s known by both ourselves and others—by seeking feedback and sharing perspectives, we reduce misunderstandings born from hidden biases.

Let’s bring this down to earth for a second. Think about the workplace: A leader who thrives in fast-paced environments might assume everyone relishes constant change—without realizing some colleagues crave stability or need time to adjust. Or on social media: when you’re offline for a holiday, it’s easy to imagine everyone else is too. These assumptions aren’t malicious; they’re just mental shortcuts built from our own reference points.

But here’s what most people overlook: while these shortcuts help us make quick judgments, they often cost us connection. We might unintentionally exclude someone whose reality doesn’t match ours or miss subtle signs that a colleague is quietly struggling. Over time, these little misalignments create walls instead of bridges.

Psychologists have long studied why we default to our own viewpoint. The false consensus effect shows we tend to overestimate how much others share our beliefs and behaviors. The empathy gap describes how hard it can be to imagine experiences outside our current state of mind. Both highlight just how pervasive—and invisible—our bubbles can be.

Recognizing these patterns isn’t about blame; it’s about building self-awareness so we can start seeing beyond them.

If this resonates, you may also appreciate exploring rethinking others’ stories as a daily empathy practice.

Breaking Out: The Four-Step Playbook

1. Pause: Notice When You’re Viewing the World Through Your Own Lens

   This step sounds simple but rarely is in practice: catching yourself in the act. Slow down enough to notice when you’re making assumptions based on your own context. Maybe you’re about to send an email assuming everyone shares your urgency or dismissing an idea because it doesn’t fit your way of thinking.

   It’s tempting to skip this step—it feels small or even unnecessary. But every pause is a chance to check in with your story: Am I seeing this only from my own vantage point?

2. Ask: How Might Someone Else’s Reality Differ?

   Once you’ve paused, get curious: How might someone else experience this situation? What pressures or priorities shape their response? Before scheduling a meeting on Friday afternoon, consider who might observe different holidays or have caregiving responsibilities. When designing a policy or process, think about who it might unintentionally leave out.

   Here’s where it gets real—this isn’t about guessing perfectly. It’s simply acknowledging that other realities exist outside your own.

   If you’ve ever wondered if curiosity can actually turn frustration into insight, curiosity transforming annoyance is worth reflecting on.

3. Reframe: Imagine Their Perspective

   Here’s where most people stop—but don’t skip this! Actively reframe from another’s point of view. If you’re a manager who values direct feedback, imagine how a more introverted team member might perceive your approach. If you find certain traditions comforting, consider what those same traditions might feel like for someone new to your organization.

   There’s an exercise I keep coming back to: “Three Chairs.” Picture yourself sitting as you normally do, then as another stakeholder (a teammate or client), then as an impartial observer. As you cycle through each chair, jot down how each perspective might interpret the same scenario. You might be surprised by what surfaces—the little blind spots that only reveal themselves when you shift seats.

   During the remote work transitions of 2020, some managers tried anonymous surveys to understand team challenges—uncovering issues like inadequate home setups or heavy caregiving duties that weren’t visible in virtual meetings. Acting on these insights led to practical support (think flexible hours or equipment stipends) that boosted morale and productivity across the board.

4. Act: Add Curiosity and Understanding to Your Actions

   Let your new insights guide what you do next. Instead of assuming silence means agreement in a meeting, invite quieter voices with open-ended questions. If someone seems to be struggling but isn’t saying so directly, offer support without prying. When in doubt, lead with curiosity instead of certainty.

   Small acts—asking instead of assuming, listening rather than telling—can shift entire cultures toward greater openness and trust.

   Here’s a business case worth noting: A global technology firm instituted “perspective rounds” during weekly team meetings. Instead of kicking off with status updates, managers invited team members to share something from their workload or personal context others might not know about. Hidden challenges surfaced (like caregiving duties or remote work obstacles), which allowed teams to adapt timelines and expectations more realistically. The result? Higher engagement scores and reduced turnover within six months.

   If you’re interested in practical strategies for making positive changes at work, reducing stress and boosting productivity is another powerful direction.

Expanding Empathy: The Benefits of a Wider Perspective

Let me ground this with research: Peer-reviewed studies draw a clear line from leader behaviors rooted in self-awareness and emotional intelligence to greater employee engagement and performance (see this study from Sage Journals).

Additionally, findings show that self-awareness and self-regulation are positively related to job performance among managers—especially when paired with strong thought leadership skills (see this Taylor & Francis study). So developing self-awareness isn’t just personally transformative; it leads to real improvements in organizational outcomes.

Another proven method is the Empathy Circle practice: in small groups, participants take turns sharing their views while others actively listen and reflect back what they heard—without judgment or interruption. This simple structure can deepen understanding and trust—even among people with divergent backgrounds or opinions.

On an individual level, leaders who inspire and connect can directly (and indirectly) boost their teams’ engagement by fostering psychological capital such as optimism and resilience (see this PLOS ONE study). These benefits ripple outward: organizations that cultivate self-aware leadership report higher employee satisfaction and stronger collective results.

Beyond work, expanding perspective helps us bridge differences—whether cultural, generational, or ideological. In fact, research shows employee engagement is shaped more by social interaction and organizational context than by individual resources alone (explored in this Wiley article). In other words, shifting perspective helps us find common ground where we might otherwise see only obstacles.

If embracing authenticity is something you’ve been reflecting on lately, why authenticity wins explores why being yourself can be transformative for you and those around you.

Making Perspective Shifts a Daily Practice

The best news? Breaking out of your bubble isn’t a one-time event—it’s an ongoing practice that grows stronger with intention and repetition.

Start small: Each day this week, pick one interaction—a meeting, an email exchange, even a conversation at home—and walk through the four-step playbook above. Notice your assumptions; ask how someone else’s world might look different; reframe; then act with curiosity and care.

Building this habit can be as simple as journaling at day’s end about moments when you succeeded (or struggled) to see beyond your experience. Over time, these micro-habits create new neural pathways—making empathy and open-mindedness your default response instead of the exception.

• Take two minutes each morning to reflect on someone else’s possible challenges before starting work.
• After every meeting or conversation, jot down one assumption you made—and consider an alternative explanation.
• Regularly seek feedback from colleagues on how your communication style lands with them; use their input for growth rather than defense.

If you’re looking for inspiration to build new habits or break out of old ones, owning your path and challenging the status quo provides practical encouragement for forging new ground intentionally.

Tracking your progress—like noting when a perspective shift led to a positive outcome—can reinforce motivation and highlight real benefits, making it easier to sustain these habits long-term.

I won’t sugarcoat it: Sometimes breaking out of your bubble means confronting blind spots or challenging deeply held beliefs. But in my experience, the payoff is always worth it—deeper connections, wiser decisions, more inclusive environments wherever you lead or belong.

As you move through this week—and beyond—pause before making an assumption and ask yourself: How might someone else’s world look different? The answers may surprise you—and just might transform how you show up for others.

Ultimately, breaking out of our bubble isn’t just about seeing others more clearly—it’s about enriching our own lives with deeper connection, humility, and growth.

As you navigate your next conversation or challenge, remember that empathy begins with a single step outside your usual frame—and that small shift can transform not only your leadership but your world.