Here's how you can uncover and overcome your blind spots as a leader through feedback.

Is there something here that seems familiar but I've been trying to avoid? In a way, blind spots keep giving us "signs" of their presence through misunderstandings, errors, recurring conflicts, etc. Seeking for feedback is a good starting point, but you can also try stepping away from your role and look at your own patterns. They probably will give you a very good idea of your blind spots.

All leaders have blind spots, and overcoming them begins with self-awareness. Actively solicit feedback from a variety of sources – colleagues, mentors, and even subordinates. Approach feedback constructively, focusing on what you can learn for growth rather than becoming defensive. Create an action plan to address identified areas, involving a mentor or coach for accountability where helpful. Remember, the most effective leaders see continuous development as a key part of their role.

Seeking feedback is one thing but getting it is a totally different story. For that you need to foster a culture of feedback and continuous improvement. You should be the first one to share your failures and to promote the learning and growth mindset. Ask questions and send out surveys - help people practice giving feedback.

Feedback is your navigational compass in leadership. To uncover blind spots, create a culture of open dialogue where feedback flows freely. Seek feedback from diverse sources like peers, team members, and mentors, valuing both positive and constructive criticism. Embrace vulnerability, acknowledging that growth comes from acknowledging weaknesses. Use feedback as a catalyst for change, setting specific goals to address identified blind spots. Regularly revisit feedback to track progress and ensure continuous improvement. Remember, great leaders aren't flawless; they're open to feedback and committed to personal and professional growth.

Seeking feedback is only the first step. It is insufficient to only seek feedback if it won't be received with an open mind, willing to accept there is the probability of necessary changes with the intent to implement those changes. Feedback is no good sitting on a shelf, stored on a hard drive, or encapsulated in uninterpreted data. Moreover, ensures the emotional intelligence and maturity necessary to accept and integrate the feedback are present.

I recently posted about a great tool in this area called the johari window. It’s an interesting framework/activity that can help leaders and teams explore their conscious and unconscious bias while taking a deeper look at how they are perceived by those around them! I recommend learning more about it.

Feedback is crucial, and a deep study of yourself is just as powerful. Dig into yourself through assessments such as CliftonStrengths and Enneagram. These assessments provide you insights into how you are wired, how you behave, when you are firing on all cylinders, and when your natural wiring and tendencies become overpowering and ineffective. When you combine these assessment's insights with feedback from people you trust, you will learn and develop an understanding of your blind spots, biases, and natural tendencies.

Reflections are most meaningful when done with regularity. It has to be implemented into your development plan. It can't be done one-off, but rather, should be a best-practice. Documenting the reflections will help keep you accountable to yourself. When reflecting on the feedback, start with how the feedback made you feel and the thoughts that came up when you were receiving it. (We often skip this and more directly to action.) Reflections also allow for opportunities to make quick pivots and can serve as gateways to creative new ideas.

A commitment to daily self-reflection (especially on days when you don't want to) is what creates an outstanding leader. One of the most powerful questions you can ask yourself while reflecting is "Why did that emotion/thought/feeling come up for me?" This question allows you to go beneath the triggers, stories, and defense walls we naturally put up to protect ourselves as humans. It's beneath those things that we can get to the truth aka the root cause. This is the start of a beautiful process of shedding the things that aren't truly YOU. A quote I turn to often that reminds me of this is by Michaelangelo: "I created a vision of David in my mind and simply carved away everything that was not David." What a profound leadership principle.

As a leader it’s important to vulnerably acknowledge that we don’t have all the answers. Our teams and peers are much more likely to feel safe enough to share when they experience us falling short and recommend how we might improve going forward.

In my experience as a leader in business intelligence, embracing vulnerability is not just about admitting blind spots, it's about fostering a culture of transparency and trust. It's about showing your team that you're not just a leader, but a learner too. This openness to feedback and willingness to change is what drives continuous improvement and innovation in the industry. Remember, in the world of BI, the best leaders are those who are not afraid to ask questions and seek answers. ??????

While it is true that embracing vulnerability as a leader is crucial, we must understand also that it is a delicate balance. Leaders must be careful not to overshare or appear too fragile, as this could undermine confidence in their abilities. The key here, is to strike a balance - being open enough to boost trust, but maintaining an appropriate level of composure and authority.

Vulnerability is a sign of authenticity and can build trust across teams. Involve your reports in the feedback process. Ask them where you might have blindspots and use their feedback to guide your development.

Leadership isn't about projecting invincibility—it's about embracing vulnerability as a catalyst for growth. Here's how you can navigate the journey of uncovering and overcoming your blind spots through feedback: - Cultivate Psychological Safety - Lead with Authenticity - Normalize Imperfection - Invite Courageous Conversations - Listen with Empathy - Lean into Discomfort - Celebrate Growth Mindset - Express Gratitude By embracing vulnerability as a leader, you create space for profound self-discovery and growth. Let's walk the path of vulnerability together, uncovering our blind spots and evolving into more empathetic, resilient leaders

Implementing change can be difficult. I advocate for identifying the highest impact changes first. This allows you to focus your efforts on a narrow set of changes rather than boiling the proverbial ocean attempting to change everything. When planning behavioral changes I believe it's also critical to socialize your plan with a selected group to ensure you have accountability and the appropriate feedback loops.

Specificity is key here. Instead of saying you want to become a better communicator, boil that down to what the improvement will look like in practice. Who are you communicating to? What communication skills do you need to practice? How will you know if they're effective? Which communication behaviors do you need to limit or stop? When will you put this goal into action?

Through application and a confidante to share experiences with applied knowledge, great progress is made in the attempts to change attitudes leading to behaviors.

I try to make a habit of asking "What am I missing?" and then being appreciative when something is pointed out, even if it is negative. I think this might be the hardest step - especially when it requires you to step outside of your comfort zone! When I've done this, I've been very transparent with my team - in effect, modeling that I am afraid of risk, but am trusting their judgement. My hope is that my doing so will help shift the dynamics that created my blind spot.

You might be able to create and action plan and implement changes on your own, but maintaining the momentum is toughest to do alone. Creating sustainable habits around motivation, accountability, change management, growth tracking, and more are best done in partnership with a coach. They can serve as your co-pilot and be the mirror that you need to stay on track. It also shows others how committed you are to your actions and growth. The best leaders know when to seek outside partnership and help!

Uncovering and overcoming blind spots isn't a one-time endeavor—it's a journey of continuous growth and evolution. Here's how you can maintain momentum and propel your leadership journey forward through ongoing feedback: - Embrace a Growth Mindset - Set Clear Goals - Regular Check-ins - Seek Diverse Perspectives - Reflect and Iterate - Celebrate Milestones - Celebrating progress - Stay Resilient - Pay It Forward By maintaining momentum through continuous feedback, you unlock your full potential as a leader and inspire others to do the same. Let's keep the momentum going and forge ahead on our journey of growth and self-discovery.

Es importante ser adaptable y abierto a cambiar algunos de tus enfoques y estrategias en respuesta a nueva retroalimentación y desafíos.

Use the LADA framework to receive feedback graciously:- Listen actively Ask/ clarify doubts Decide which aspects need work Act- come up with a specific action plan

We assume our blindspots are negative. People already know your blindspots. You grow acceptance and trust by admitting them. People often try to hide them by not acknowledging that they do not understand something and do not admit they were wrong. Overcoming your blind spots means asking questions about yourself and your team and researching. If you want to improve your relationships and foster deeper connections, remember to acknowledge and engage with your blind spots. That is, identify your blindspots and seek support to address them.

The wise educator Cornelius Minor once told me sometimes leaders need to do their learning in private. I've reflected on this many times, as a colleague and now as a coach. Senior leaders, especially c-suite leaders, may not be comfortable going through their feedback journey for all to see. There should be private moments allowed for 1:1 reflection and counsel from a trusted colleague or coach as the executive works their way towards addressing blind spots.

If you're resistant to feedback, consider whether you have a proving vs. improving mindset. If you have a proving focus, you're trying to prove you deserve the title, the team, the promotion, etc. so you act like you have it all figured out. You don't ask questions and you don't ask for feedback because you need to act as though you have it all together. If you have an improving focus, you're open to learning, to accepting critical feedback and to acknowledging how you need to improve because you realize, there's always room to grow.