Several years ago, I had problems with my new team. It did not matter how hard I tried to gain their trust, or how vulnerable or open I was, some people just were not interested. I felt frustrated and concerned.

I shared this with my manager, and he helped me by asking around to try to understand what was going on. A few days later, he came back to me saying “You may have a blind spot…” I could feel shivers running down my spine…  Is that what it was? If I were unaware of what I was doing, how could I prevent it? It seems my way of expressing myself gave my team the impression that I was not listening to them. As a result, they did not trust me.

Leadership blind spots can be the Achilles’ heel of even the most talented executives. These are personal traits or behaviors we are unaware of that limit our effectiveness and impact our relationships with others. As leaders, it is crucial to identify and address these blind spots to grow and succeed.

The Importance of Self-Awareness

Self-awareness is key to uncovering blind spots. Without it, we move through relationships and experiences disconnected, unaware of how others perceive us and are unable to take full responsibility for our choices.

For instance: Tom, a busy leader, is always racing against the clock and running late. He sees this as normal, but his poor time management is causing stress for his team, missed deadlines, and chaotic projects.

Tom’s blind spot is failing to recognize how his behavior affects others. His last-minute requests and inability to prioritize create a ripple effect, impacting team productivity and morale.

To address this, Tom needs to acknowledge that effective leadership includes time management and setting realistic expectations. By recognizing this blind spot, he can implement tools to prioritize tasks, delegate effectively, and create a more structured workflow.

Or take the example of Sarah, a driven marketing team leader, who prided herself on her work ethic. She often worked late, sending emails at all hours, expecting her team to match her pace.

One day, her boss informed her that her team felt burnt out and overwhelmed. Sarah was shocked. She thought she was setting a notable example, but her team saw it as pressure and unrealistic expectations. This is a classic leadership blind spot – the “Everyone’s Like Me” syndrome. Sarah assumed her work style was best for everyone, not realizing it was causing stress.

Once aware, Sarah made changes. She set clearer boundaries, encouraged breaks, and opened discussions about work-life balance. This example shows how recognizing blind spots is crucial for better leadership. It is about being open to feedback and considering different perspectives, to bring out the best in your team.

Remember, uncovering blind spots is an ongoing process. As we address one, there is always another to discover. Here are some more examples:

Common Leadership Blind Spots

1. Going alone (fear of asking for help). -> Example: A manager consistently works late to finish projects instead of delegating tasks to team members.
2. Insensitivity to how your behavior affects others. -> Example: A leader frequently interrupts team members during meetings, unaware that this discourages open communication.
3. Valuing being right more than anything else (“I know” attitude) -> Example: A supervisor dismisses employees’ suggestions without consideration, believing their way is always best.
4. Avoiding difficult conversations (conflict avoidance)  -> Example: A team leader postpones addressing performance issues with a struggling employee, hoping the problem will resolve itself.
5. Blaming others or circumstances (playing the victim) -> Example: A project manager attributes missed deadlines to external factors without examining their own role in the delays.
6. Disrespecting others’ time and resources (casual about commitments) -> Example: An executive regularly shows up late to meetings, sending the message that their time is more valuable than others’.
7. Failing to take a stand on critical issues. -> Example: A department head avoids making decisions on controversial topics, leading to team confusion and lack of direction.
8. Accepting mediocrity (“good enough” mentality) -> Example: A sales manager settles for meeting minimum targets instead of pushing the team to exceed goals.

A framework for action:

The Johari Window, developed by psychologists Joseph Luft and Harrington Ingham, provides a helpful framework for understanding blind spots. This model illustrates four quadrants of self-awareness:

1. Open Area: Known to self and others.
2. Hidden Area: Known to self but not others.
3. Blind Spot: Known to others but not self.
4. Unknown Area: Not known to self or others.

The blind spot area is dangerous. Others see things in you that you are not aware.

Does the phrase “I have done everything well, but it isn’t working as I expected. I don’t understand why” ring a bell?

Without acknowledging your own contributions to the problem, you will not be able to see it clearly.

Uncovering Blind Spots

Here are ten effective ways to identify your own leadership blind spots:

1. Seeking honest feedback from others. Encourage your team members, colleagues, and superiors to provide candid input about your leadership style and behaviors.
2. Create an environment of trust where people feel comfortable sharing their observations.
3. Use self-assessment tools. Take personality assessments or 360-degree feedback surveys to gain insights into how others perceive you compared to your self-perception.
4. Reflect on past experiences and patterns. Examine situations where you faced challenges or conflicts to identify recurring issues that may point to blind spots.
5. Pay attention to your reactions. When you receive feedback or face frustrating situations, notice your emotional responses. Strong reactions often indicate blind spots.
6. Look for patterns in feedback. If you hear similar comments from multiple people, it is likely to point to a blind spot.
7. Examine what you avoid or procrastinate on. The tasks or conversations you consistently put off may reveal areas of discomfort or weakness.
8. Consider getting a coach or mentor. An experienced outsider can provide valuable perspective and help uncover blind spots you may miss on your own.
9. Actively seek diverse perspectives. Surround yourself with people who think differently and learn from their viewpoints.
10. Practice self-reflection regularly. Set aside time to honestly assess your behaviors, decisions, and impact on others.

Remember, identifying blind spots is an ongoing process that requires humility and a willingness to grow. By actively working to uncover your blind spots, you can become a more effective and self-aware leader.

Are you ready to uncover your blind spots and work on them?

En www.powerinsideout.com, we work with leaders to enhance their leadership effectiveness, increase organizational performance, and create stronger team dynamics. Contact us to learn more!