4 Ways To Overcome Victim Mindset At Work

You’ve probably seen the victim mindset at work, both in yourself and others. Falling into a victim mindset is actually quite natural—it’s our brain’s way of protecting us from perceived threats and preserving our self-image when things go wrong. When we face challenges or criticism, our minds instinctively look outward for causes rather than inward for solutions. While this self-protective mechanism may feel comforting in the moment, it can ultimately hold us back from growth, resilience, and taking productive action.

Luckily, this mindset isn’t fixed. It’s something we can recognize and change with practice. Psychologist Dr. Scott Barry Kaufman has studied this pattern for years, drawing from both research and personal experience. His new book, Rise Above, offers evidence-based insights on how to shift from feeling powerless to taking meaningful action. Here are key takeaways from his work that can help you transform your approach at work.

1. Differentiate Between Victimization and Victim Mindset.  This distinction is crucial in the workplace. You might genuinely encounter unfair treatment—discrimination, working under a difficult manager, or dealing with unreasonable deadlines. But the problem arises when these experiences become the lens through which you view your entire work life.  Try a “yes, and” approach, acknowledging the reality of challenging systems while still asking yourself, “How can I as an individual make the most of my situation knowing I have to live within that system?” This doesn’t mean accepting unfair treatment or not working toward systemic change. Rather, it means refusing to surrender your agency and joy while navigating difficult circumstances.
2. Direct Your Thoughts.  When you catch yourself blaming external factors for your workplace challenges, create psychological distance from these thoughts.  You can also use a technique from psychologist Tasha Eurich of swapping why questions for what questions. Instead of asking, “Why does my boss always do this to me?” or “Why am I never recognized for my work?” to “What am I feeling right now, and what’s driving that feeling?” or, “What opportunities exist within this challenge?”
3. Develop Learning Hopefulness.  This earned hopefulness pairs perfectly with building emotional resilience. Many of us have become victims to our own emotions, believing we can’t take action until we feel comfortable or confident. But as Kaufman points out, “Sometimes the only way out is through.”  Learned hopefulness can be developed by:  Gradually expanding your “window of tolerance” by facing manageable challenges that stretch your comfort zone.  Practicing “bothness”—holding multiple emotions simultaneously: “I am frustrated and angry and I’m also excited and looking forward to completing this project”.  Remember that deep satisfaction often comes after pushing through difficulty, not from avoiding it.  Question the belief that you need to feel positive emotions to perform well.
4. Ditch All-or-Nothing Overgeneralization.  When one person or situation disappoints you at work, it’s remarkably easy to spiral into catastrophic thinking. A single critical comment from your manager can transform into “I’m never appreciated here.” One missed opportunity can become “I’ll never advance in this field.”  Remember most people aren’t actively conspiring against you. As Kaufman puts it, “The truth of the matter is that people just don’t care about you. They’re not actively conspiring against you. They’re just in their own worlds.”