#57 Blog. What Do You See? On Leadership, Interpretation, and the Stories We Choose

We all know those images- you look at them and suddenly realize there are two pictures in one.

But have you ever stopped and wondered… why?

Why does our brain do that?

Why do some people immediately see one version, while others see something completely different?

And what does that have to do with the kind of manager you are?

Yea, lots of questions. I’ll try to unpack a few.

When I show this image to groups of managers, something interesting always happens:

Some immediately see a young woman.

Others are sure it’s an old woman.

Both are right.

But here’s the catch- once you see one version, it’s surprisingly hard to see the other. And often, you need someone else to point it out before your brain can “switch.”

That moment always stays with me.

Because this is exactly what happens in leadership, just without the picture.

What’s actually happening in our brain?

Research in cognitive psychology explains this through something called top-down processing.

Our brain is not a passive camera. It doesn’t simply “record” reality. Instead, it actively interprets what we see using prior knowledge, expectations, and past experiences.

In other words:

We don’t see first and then understand.

We predict what we’re seeing- and then we experience it as reality.

That’s why two people can look at the same image and genuinely see different things.

Our brain is filling in any gaps based on what it expects to be there.

And once one interpretation “wins,” or get “stuck”, the brain actually filters out information that doesn’t fit it. This is related to what researchers call perceptual set and cognitive bias- our mind’s tendency to lock onto a pattern and stick with it.

Even more interesting: switching between interpretations requires cognitive flexibility, a mental shift that takes effort. That’s why you often need someone else to “unlock” the second image for you.

We Don’t See Reality. We See Interpretation.

As managers, we like to believe we’re objective.

An employee is “not committed.”

A peer is “difficult.”

A meeting “went badly.”

But more often than not, we’re looking at one version of the picture, and treating it as the truth.

Just like with those images, we lock into a single interpretation:

“She’s disengaged” → instead of “She’s overwhelmed”

“He’s resistant” → instead of “He needs clarity”

“They don’t care” → instead of “They don’t feel safe speaking up”

Same situation. Different story. Sounds familiar?

The Cost of a Single Perspective

When we stick to one interpretation, we don’t just misunderstand- we act on it, cause we live in a world where we communicate with each other, and not only staring at pictures…

We might:

• Give feedback that completely misses the real issue

• Escalate tension instead of reducing it

• Lose trust without even realizing why

And the hardest part?

We’re usually convinced we’re right. Because this is what our fascinating brain made us think and believe in.

The Leadership Shift: From Knowing to Exploring

Over time, I’ve realized that strong leadership is less about being right- and more about being curious.

Instead of asking:

“What’s going on with them?”

Try asking:

“What else could be true here?”

That one question creates space.

Space to pause.

Space to rethink.

Space to actually see the other image.

Practical Ways to “Switch the Picture”

Here are a few tools I often share with managers:

1. Name your assumption

Say it out loud (or write it):

“I’m assuming she doesn’t care.”

Then pause- and treat it as a hypothesis, not a fact. “Option A”.

2. Generate two alternative explanations

Push yourself to come up with at least two other possibilities. “Option B & C”.

If you can’t- you’re probably still stuck in one view.

3. Get closer to the source

Instead of interpreting from a distance- ask.

A simple question can shift everything:

“Hey, I noticed you were quieter in the meeting- what was going on for you?”

4. Borrow someone else’s lens

Ask a colleague:“ How would you read this situation? Am I missing anything?”

Often, they’ll immediately see what you can’t.

Final Thought

Leadership is not just about what we see.

It’s about how willing we are to question what we see.

Because just like in those images- there’s almost always another version, waiting for us to notice it.

If you want to learn how to grow as a manager, and more importantly, actually practice, RiseBud is the best platform for you. Explore more here.