Here's how you can uncover and improve your blind spots or areas of weakness through feedback.

A couple of things about seeking feedback is intentionally getting feedback from different perspectives in order to get an idea of your blindspots. First is getting feedback from peers on what they think about you personally and professionally from their interactions with you. Secondly is getting feedback from individuals that are ahead of you, they could mentors, seniors etc. and their feedback is critical as they can actually give you feedback on areas you can level up and improve. Third, personality tests which are varied and easily available online which you can take continuously, can give you insights into your personality which can enable you get an idea of blind spots which you didnt get from peers and mentors.

To uncover and improve your blind spots or areas of weakness, it’s essential to create a safe and trusting environment where open and honest feedback can be shared. In my practice, we prioritize building a culture of trust and respect, where team members feel comfortable expressing their thoughts and concerns without fear of judgment or retribution. This kind of environment fosters authentic communication, which is crucial for personal and professional growth.

To uncover blind spots, you need to recognize that you have them. We all do. We just don't know what they are. That's why they're blind spots. When asking for feedback, go in with an open mind and thank the people who share it with you, even when -- or especially when -- it's hard to hear. Those conversations are likely to make you aware of true blind spots. Awareness of the areas where you aren't doing as well as you thought you were is the first step in making improvements.

Promova um ambiente onde o feedback é visto como uma ferramenta positiva para crescimento. Incentive todos a darem e receberem feedback regularmente. -Os líderes devem modelar comportamentos positivos, solicitando e aceitando feedback abertamente sem levar para o lado pessoal. -Utilize ferramentas e sistemas que facilitem o feedback e o coaching, como plataformas de gest?o de desempenho. -Comunique claramente os benefícios do feedback e para o desenvolvimento pessoal e profissional. -Crie um ambiente onde os colaboradores se sintam seguros para compartilhar suas opini?es e sugest?es sem medo de retalia??es, tratando todos igualmente.

Here is how you can reflect on constructive Feedback: 1?? Listen carefully. No interrupting! 2?? Reflect. Think about what was said. 3?? Ask questions. Get clarity where needed. 4?? Assess. Is the feedback relevant and useful? 5?? Plan. Decide on changes or actions to take. 6?? Implement. Make the changes and grow! Feedback is a gift ??, even when it doesn't feel like one right away.

Reflecting on the responses or interactions I have with others (personally and professionally) have helped me gain insight on my areas that need improvement. Recently, I recently experienced two situations that led me to the realization that I need to reflect with greater care regarding my reactions before I respond - that there needs to be sharper focus given to the level of mindfulness in my responses and my understanding of individual differences in people I interact with. I think the continuous awareness of our behavior, thoughts and actions help us to better reflect on where our strengths and areas of improvement are and more importantly develop and improve ourselves.

En el autoanálisis, te sugiero poner especial atención a aquello que te produzca mayor resistencia o donde conscientemente o inconscientemente tiendes a culpar a otros. A menudo, es más fácil proyectar hacia afuera lo que nos cuesta enfrentar en nuestro interior. Este ejercicio puede revelar áreas importantes para tu desarrollo personal y profesional. Espero que encuentres útil este ejercicio. ?Mucho éxito!

Blind spots can hinder your growth, but they also present an opportunity for development. Embrace humility and actively seek feedback from others. 360-degree surveys are powerful tools to uncover discrepancies between your self-perception and how others perceive you. Acknowledge feedback with an open mind and reflect deeply on how to address your blind spots. Cultivate a growth mindset, develop an action plan, and track your progress over time. Remember, transforming blind spots into strengths is an ongoing journey that requires dedication.

Hier kann eine Reflexion im Rahmen eines Coachings sehr hilfreich sein. Der/die Coach:in hat eine Aussenperspektive und kann mit gezielten Fragen die Perspektive ?ffnen, was zu neuen Erkenntnissen führen kann. Oft verbergen sich unbewusste Muster und Antreiber hinter einem Verhalten. Dass man diese selbst nicht direkt sieht ist v?llig "normal". Das Aufdecken ist ein stetiger Prozess und ist auch mir nur in Zusammenarbeit mit meiner Coachin/Supervisorin gelungen.

Any changes or updates upgrades anything that needs to improve needs discomfort. It’s the key to improving, most of the managers i have been working with don’t step out of their comfort zone after reaching a certain point. They become redundant, they loose innovation, they loose most of what makes them great managers in the first place. Most line staff as well are not stepping out of their comfort zone even if they are qualified for higher positions, they do not take it just to stay in said comfort zone. Stepping out of it risking loosing and putting yourself out there creates the opportunity to grow and achieve more.

As you embrace discomfort time after time, your comfort zone circle becomes bigger. When you test your limit by going outside your comfort zone, you discover new things (whether in your body, mind or spirit). As you become used to testing your limit on the edge of your comfort zone circle, you become more comfortable with this discomfort. What was once new to you will now become routine. And this is how you expand your comfort zone and skill set, by embracing discomfort (step by step) and reaching beyond your comfort zone.

Hoje mesmo vi aqui no LinkedIn alguém falando deste assunto e a alegoria era “feedback é uma pedra preciosa - se for simplesmente jogada na outra pessoa, fere e gera ressentimento “. Eu prefiro pensar em outra alegoria “as mais lindas pérolas s?o fruto do trabalho árduo da natureza tentando livrar-se do desconforto causado pela areia indesejada“. Assim é o feedback de verdade - pode n?o ser agradável no momento, pode parecer injusto, pode até ser causador de algum incomodo mas acredite - sempre vai te fazer crescer! Desenvolva um vínculo real com as pessoas, sinta-se confortável em ouvir e em falar com o outro e ent?o, só depois pratique dar e receber Feedback. Mesmo que doa, o resultado pode ser um pérola valiosa!

Discomfort often signals an area we need growth, and by leaning into it we can become more aware of our limitations, be more open to feedback and learning which builds our resilience and helps us improve.

Aceptar la incomodidad puede resultar desafiante, ojo: al principio; sin embargo, es crucial para nuestro crecimiento. Nos obliga a mirar de cerca nuestras debilidades y nos impulsa a superarlas. En lugar de resistirnos, debemos abrazar esa incomodidad con valentía y determinación. Verla como una oportunidad para aprender y evolucionar nos permite expandir nuestros límites y alcanzar nuestro máximo potencial.

I would say I prefer to use the ASMART method for planning goals, ensuring our goals are aligned, specific, measurable, achievable, realistic, and time-bound, and that they fit seamlessly into our overall strategy. They should always be aligned to our objectives.

Cuando nos enfrentamos a nuestras debilidades, es como si abriéramos una ventana hacia nuevas oportunidades de crecimiento. Para mí, establecer metas se convierte en un acto de empoderamiento. Opto por objetivos SMART: específicos, medibles, alcanzables, relevantes y con límite de tiempo. Por ejemplo, si identifico que necesito mejorar en la gestión del tiempo, podría establecer la meta de dedicar 30 minutos diarios a planificar mis actividades. Cada paso que doy en esta dirección me acerca más a convertir mis debilidades en fortalezas.

Setting SMART goals isn't some fancy concept. It's about being *Specific*, *Measurable*, *Achievable*, *Relevant*, and *Time-bound*. ?? No more vague goals like "get better at my job". Instead, think "finish that report by Friday and get feedback from my boss". It’s like giving your tasks a GPS route. ????? Give it a shot. You might just find that work gets a little bit easier. And maybe, just maybe, you'll finish those pesky reports on time. ????

This is one critical aspect that often gets pushed into the perpetual "to-do-list". But we simply have to bite the bullet and state to ourselves what improvement we want to see, and by when, and keep an honest tool for assessment - whether internal or external. These small steps that we take help us climb mountains.

Para llevar a la acción lo que has descubierto puedes enfocarte en estos 5 puntos. Situación: Describe la situación o hábito que deseas cambiar. Acciones: Lista acciones específicas y realizables. Recursos: Identifica a las personas y recursos clave que necesitas. Tiempo: Establece un cronograma claro y realista. Evaluación: observa que cambios vas realizando en tus hábitos y conductas semanalmente. Te aseguro que irás cambiando poco a poco y esto te hará sentir mas seguro y con claridad. Este enfoque estructurado te ayudará a superar tus puntos ciegos y fortalecer tus habilidades. éxito!!!!

It's very important that others see you actively and consistently working on improving yourself in a variety of areas. One great way I've found to do this is to regularly share with them what I've been learning and how I'm putting my learnings into practice.

Improvement requires consistent action. Daily reflection is a powerful tool. Set aside time each day to think about your actions, decisions, and interactions. Consider what went well and what could be improved. This habit of self-assessment helps you stay aware of your progress and areas that still need attention. Remember, consistency is key. Even small, daily improvements can lead to significant changes over time. It’s the steady, ongoing effort that accumulates and brings about substantial transformation. Set realistic, achievable goals and stick to your routine. Celebrate your progress, no matter how small, and keep pushing forward. In summary, improvement requires consistent action.

Consistent action is the cornerstone of success. It’s not enough to have goals and plans; you must take steady, deliberate steps toward them every day. Consistency builds habits, reinforces commitment, and leads to significant progress over time. Even small, daily actions can accumulate into substantial achievements. Stay focused, maintain a routine, and push through challenges without losing sight of your objectives. Remember, persistence and consistency are more powerful than sporadic bursts of effort. Keep moving forward, one step at a time, and watch your efforts transform into success. #Consistency #DailyAction #SuccessJourney #StayFocused

Ideen haben ist eine Sache. Diese auch umzusetzen eine andere. Besonders Personen, welche sehr perfektionistisch veranlagt sind, f?llt es manchmal schwer ins Handeln zu kommen. Hier kann die Idee des Prototyping helfen. Einfach mal eine erste Idee als Prototyp im Kleinen (z.B. ein neues Verhalten in einer wenig kritischen Situation) ausprobieren und danach reflektieren, wie hat sich dies angefühlt?, was braucht es, damit ich mich das n?chste mal wohler mit meinem Verhalten fühle? etc. Bei diesem Vorgehen reduziert sich in der Regel der Anspruch gegenüber sich selbst von Beginn an, da es sich um einen Testlauf handelt.

Consistent action is essential for improvement. After setting SMART goals, integrate regular practices into your routine to work on your blind spots. This could include daily reflection, seeking ongoing feedback, or taking relevant courses to develop new skills. Remember, even small, daily improvements can lead to significant changes over time when approached with consistency.

Want to transform your blind spots into strengths? The key is embracing feedback as a catalyst for growth. A recent Gallup study found managers often overestimate how well they give feedback. To truly evaluate progress: 1. Seek 360° feedback regularly from peers, reports, and managers. Listen without defensiveness. 2. Reflect on themes and create an action plan with 1-2 specific goals. 3. Follow up to share how their feedback helped you improve. Feedback takes courage, but it's essential for continuous growth. How

Regular feedback sessions are an effective way to uncover blind spots. Implement structured feedback mechanisms such as one-on-one meetings, peer reviews, and anonymous surveys. These sessions should be conducted consistently and should encourage constructive feedback. By doing so, you can gather insights from various perspectives, which can help identify areas of improvement you may not have noticed.

Track your journey: Regular evaluations turn feedback into success. Schedule regular check-ins to evaluate your progress toward your goals. Use metrics and feedback to assess improvements and identify ongoing challenges. Celebrate small victories to stay motivated and adjust your strategies as needed. This continuous loop of feedback, action, and evaluation ensures sustained growth and development.

If you don't check how you're doing by evaluating your progress, you won't know where you are now, where you were yesterday, and how much further you need to go.

Evaluar el progreso es fundamental para el desarrollo profesional. Con más de 18 a?os en roles comerciales y de liderazgo, he aprendido que no basta con alcanzar objetivos; es crucial reevaluar su relevancia y asegurar que nuestras acciones generen los cambios deseados. En mi experiencia gestionando equipos y cumpliendo KPI, he visto cómo el ciclo de evaluación y ajuste impulsa el crecimiento continuo. Solicitar retroalimentación periódica y verificar si los demás notan mejoras es clave para mantenerse en el camino correcto y seguir avanzando en nuestro desarrollo personal y profesional.

Having accountability partners on the same journey as you can help you both out tremendously. One person is able to see what you don’t see… or they may see it from a whole different perspective. This can give you great insight on how you can better show up in the world. I’ve had accountability partners for the past 2 years for different areas in my life: business, fitness, and relationships. Having these like-minded people on my side has been a game-changer. Four eyes are better than two.

El nivel de consciencia y aprendizaje que logras aceptando feedback que edifica y aportan a tu vida resulta en un cambio de comportamiento radical que nos lleva a comenzar a actuar bajo el “es por mi” y dejar atrás el “es conmigo” o “es contra mi”

Feedback from trusted sources is an excellent way to identify your blind spots. One important tip is to prioritize which blind spots you want to address based on your long-term vision. After receiving feedback, you may identify several blind spots, but not all of them are worth addressing immediately. I strongly believe in leveraging individual strengths. If working on a particular blind spot or weakness enhances your strengths and supports your long-term goals, then it is worth addressing. Start by clarifying your long-term objectives and understanding your strengths. Then, approach feedback discussions with this perspective in mind for more effective outcomes.

Você tem facilidade em aplicar feedback? Você tem facilidade em receber feedback? Essas perguntas eu fa?o para líderes de processos, gestores, etc. As respostas s?o sempre sonoros "SIM". A prática é outra. Na minha opini?o e vivência, o indivíduo que recebe ou aplica feedback deve praticar o autoconhecimento, dessa forma terá o bom-senso de entender que feedback é sobre o que cada um faz, e n?o sobre o que cada um é. Comunicar, esclarecer, explicar, estabelecer conex?es, faz parte desse processo e cada profissional deve ter seu posicionamento. Dito isso, os profissionais envolvidos poder?o estabelecer metas, tra?ar seus planos de a??es, procurar ajuda (coachees, terapias, etc) num ambiente propício para isso.

In our transition from solo to group practice, we leveraged feedback extensively to refine our processes. We regularly sought input from our team, clients, and even our community. This not only helped us identify and address weaknesses but also empowered our staff by involving them in the decision-making process. By paying attention to feedback and continuously improving our systems, we were able to create a more effective and supportive practice.