As a leader, you want to grow and improve your skills, but sometimes you may not be aware of your own weaknesses or blind spots. Blind spots are areas where you lack self-awareness or feedback, and they can affect your performance, relationships, and reputation. How can you identify and address your blind spots as a leader? Here are some tips to help you.
One of the best ways to discover your blind spots is to ask for honest and constructive feedback from others. You can seek feedback from your peers, subordinates, superiors, mentors, coaches, or clients. Ask them to share their observations, opinions, and suggestions on your strengths and areas for improvement. Be open-minded and respectful, and listen without getting defensive or dismissive. Thank them for their feedback and acknowledge their perspectives.
I often leverage Gallup CliftonStrengths to help leaders identify and address blind spots. By harnessing individuals' unique strengths through CliftonStrengths assessments, leaders not only discover and leverage their inherent talents, but also identify areas that where they may lack awareness. Through targeted coaching and feedback, leaders can then learn to understand and better manage these blind spots, fostering continuous growth and development.
Absolutely, seeking feedback from various perspectives is crucial for personal and professional growth. It allows you to gain insights into areas you may not have noticed on your own and helps you continuously improve. Being open-minded and receptive to feedback is key to maximizing its value.
One of the best ways is to expose yourself through role play to challenging situations. In these situations, our difficulties will come out and we will be able to identify them. What is important is that in order to make these simulations with role play, we do them with expert professionals, both in their design, as well as in the subsequent assistance and feedback. It is what will allow us to work properly, both the blind spots and the difficulties that arise. Another work option is to be able to enter into a periodic dynamic of debate, into ethical dilemmas, which will allow us to bring to light, even, our beliefs, judgments and prejudices. It is also important in this case, that they are designed and conducted by expert professionals.
Blindspots are something we all have so accepting that is the first step to clarity. Ask for honest feedback from colleagues and team members. Be sure to create a safe environment where they feel comfortable providing constructive criticism and insights about your leadership style and behaviours. Break it down to make it easier for them by asking what you do as a leader that is effective and what can you do to be even more effective in the areas the feedback comes from. Feedback is a gift that can be taken forward. I always say that we are one person on ther world's stage each and every day and our view can be limited. Our audience will constantly change as will their perception of us. They see more of us than we do.
Why not give the Johari Window a try with your team? It's a fascinating tool that could open up new avenues of communication and understanding amongst team members. The Johari Window is a psychological framework that helps individuals better understand their relationship with themselves and others. It was created by psychologists Joseph Luft and Harrington Ingham in the 1950s and has since become a valuable tool in the field of personal development and team dynamics. The window is divided into four quadrants, each representing different aspects of our personality: Open Area Blind Area Hidden Area Unknown Area Using the Johari Window in a team setting encourages openness, self-disclosure, and constructive feedback.
Another way to uncover your blind spots is to use self-assessment tools that can help you measure your personality, values, skills, and behaviors. There are many online tools and tests that you can use, such as the Myers-Briggs Type Indicator (MBTI), the StrengthsFinder, the DISC Profile, or the 360-Degree Feedback. These tools can help you gain insights into your preferences, motivations, communication styles, and leadership styles. They can also help you compare your self-perception with how others perceive you.
Self-assessment tools offer structured methods to explore various aspects of oneself. They provide frameworks for understanding preferences, behaviors, and strengths, which can be valuable for personal development. However, it's important to use them as just one part of a broader approach to self-awareness, incorporating feedback from others and ongoing reflection to gain a comprehensive understanding of oneself.
The perspective that we get from 360 degree surveys shines a bright light on our blind spots - the confidentiality allows respondents to give feedback that they wouldn't' give face to face. While we look for Blind Spots, let's remember to also point out the converse of them - Hidden Strengths.
In my experience customized self-assessment tools are necessary for discovering depth in executive coaching. Executives that have discovered a pain point (e.g. monetary loss, high turnover, loss of job, etc.) are motivated to discover the “why” behind the pain points. Assessments that measure their competency / profitability, by cultural core values / leadership behaviors give a clear coaching baseline. You a place to start in order to measure the coaching success, as well as the return on investment from the coaching transformation. The ROI should far exceed the investment and an assessment offers a great starting point for the leader to measure their growth.
Self-assessment tools like Myers-Briggs, StrengthsFinder, DISC profile, and 360 feedback provide valuable insights into your personality, values, skills, and behaviors. These tools help uncover blind spots by comparing your self-perception with others’ perceptions of you, revealing preferences, motivations, and leadership styles. While these tools have been used widely, exploring newer analytics-based tools recommended by professional coaching organizations can offer fresh perspectives. However, the most beneficial approach is annual career check-ups and ongoing dialogue with a trusted advisor or coach. This ensures continuous personal and professional growth by staying aligned with your career goals and adapting to changes effectively.
Self-assessment tools like Insights training offer an excellent way to uncover blind spots and gain valuable insights into various aspects of yourself. Through this training, you can understand your preferences, motivations, communication styles, and leadership approaches (hello, leading with Sunshine Yellow here!) Insights training provides a comprehensive view of your personality, values, skills, and behaviors, allowing you to compare your self-perception with how others perceive you. It's a powerful tool for personal and professional development, offering valuable *insights* that can drive growth and success.
A third way to identify your blind spots is to reflect on your actions and outcomes regularly. You can use a journal, a diary, or a log to record your goals, actions, results, and learnings. You can also use a SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats) to evaluate your performance and identify areas for improvement. By reflecting on your actions and outcomes, you can learn from your mistakes, successes, and feedback, and adjust your behavior accordingly.
Regular reflection on actions and outcomes provides a structured framework for individuals to assess their progress and identify areas for improvement. It promotes a deeper understanding of one's decision-making processes, strengths, and areas needing development. Additionally, it encourages accountability and fosters a culture of continuous learning and growth. By integrating reflection into daily routines, individuals can cultivate self-awareness and enhance their effectiveness in both personal and professional endeavors.
Reflecting on your actions and learning from it is a powerful habit that you can build to reduce blind spots. It starts with you being intentional about the action you are taking and then creating a reflection space/ time to notice with curiosity the impact that you are having. Your blindspots are indicated in areas where you find that intent and impact are misaligned. Once you notice these areas, find a mentor, coach, colleague who you trust and have a reflective conversation about it. Creating an open space to explore what else might have been at play and your blindspots that may have led to you acting the way you did. It’s important to not be self critical but curious through these conversations.
Have the self confidence to ask a trusted group of peers, boss, direct reports - to point out your blind spots. They already know what they are, and will like your willingness to take their feedback.
Reflection is a superpower. As the word itself says, the very act of writing and thinking shows us something about ourselves. It reflects something back like a mirror that allows us to see ourselves differently. The great thing is, reflections don't have to take long. A lot of people overestimate the required effort here to be effective. I believe that the 80-20 here is in just taking 5 minutes during the day to think about something instead of using any electronic device. And reflecting with pen and paper takes it to another level too.
Teaching MBAs the art of self-reflection has been my greatest challenge. Our education system often neglects to cultivate this crucial skill, essential for personal and professional growth. While tools like journals or logs for recording goals and outcomes are beneficial, the traditional SWOT analysis may not be the most effective for personal development. It's rooted in a business context that doesn't fully capture the nuances of personal growth. Fostering a mindset where continuous learning and self-awareness become integral to professional advancement is key. We must promote innovative methods that resonate with today’s dynamic professional landscapes, ensuring reflective practice becomes a cornerstone of lifelong learning.
A fourth way to address your blind spots is to seek mentorship or coaching from someone who has more experience, knowledge, or skills than you. A mentor or a coach can offer you guidance, advice, support, and feedback to help you overcome your challenges and achieve your goals. They can also help you develop new skills, perspectives, and strategies to enhance your leadership effectiveness. You can find a mentor or a coach within your organization, your network, or your industry.
Seeking mentorship or coaching from individuals with more experience can provide invaluable insights and guidance, enabling individuals to address blind spots and accelerate their growth. Mentors and coaches offer unique perspectives and personalized advice tailored to individual needs, helping to navigate challenges and capitalize on opportunities. Additionally, these relationships foster a supportive environment for learning, skill development, and professional advancement. By actively engaging with mentors or coaches, individuals can expand their knowledge, refine their skills, and enhance their leadership effectiveness, ultimately achieving their goals more efficiently.
Leadership coaching is a great vehicle for unearthing blind spots. In the coach / coachee relationship, the coach holds space, asking thoughtful questions, & creating a safe space for reflection. Making what is unconscious (blind spots) , conscious, can be a challenging realisation & process for the coachee. I had a client who was getting frustrated that they were not being granted new leadership opportunities … through the coaching process, it became apparent that it was their fear that was holding them back from putting themselves ‘out there’ By bringing this fear into view, we were able to address the subconscious drivers that were holding them back from boldly seeking & pursuing opportunities
As a leadership and executive coach, I have witnessed fist hand the benefits of engaging with an experienced coach that knows how to help you know your blind spots and prevent or mitigate them. I have been successful helping my clients prevent blind spots by strengthening their emotional intelligence.
REQUEST A 360 ASSESSMENT Request a 360 assessment and ask contributors to be honest with their feedback because for the most part the written feedback tells a true story. Once a debrief is completed with you and your coach, together you should create a plan going forward to work on changing behaviors once you have gained awareness of those blind spots. I have helped so many of my clients using this approach and they have received great feedback from peer and direct reports of the changes noticed. Another approach is helping them to build their Emotional Intelligence. It helps with their awareness and understanding how they show up. Coaching also helps with sustainment.
Having a coach is like having a full length mirror, identifying the gaps between how you perceive you show up to others, and how you actually show up to others. Your coach is a dedicated resource to your professional growth, and is there to support you with establishing goals, providing tools, and perspective on how you can build your strengths.
A fifth way to overcome your blind spots is to challenge yourself to step out of your comfort zone and try new things. You can do this by taking on new projects, roles, or responsibilities that require you to learn new skills, work with different people, or face new situations. You can also do this by seeking new opportunities for learning and development, such as courses, workshops, webinars, or books. By challenging yourself, you can expand your horizons, discover new strengths and weaknesses, and grow as a leader.
The best advice I ever received: "Get comfortable with being uncomfortable." It is so easy to settle into our comfort zone, turn on autopilot, and set the cruise control. In this space, there's little danger, few mistakes, and minute instances of fear. It feels good. But a leader (and everyone's a leader) is obligated to grow. No one wants to follow a stagnant leader. Your team needs to see that you're growing and not only challenging yourself, but challenging them as well. There's a rush and excitement in the challenge and in the growth. That's where ideas are formed and progress is made and cool stuff gets invented and problems are solved. Leaders owe this to themselves and their teams.
Look for one of these common blind spots: - Not actively listening - Difficulty delegating - Resistance to change - Lack of feedback - Favoritism: Preferring certain employees over others, which can create an imbalanced work environment and affect team morale. - Not recognizing your own emotions - Underestimating the importance of company culture - Lack of a clear vision
The key word in the phrase "your comfort zone" is YOUR. This is a very individualized approach and should be reflective of your EQ, abilities, stretch goals, talents, etc. By embarking on new projects, embracing unfamiliar roles, or engaging with diverse teams, we not only acquire new skills but also deepen our self-awareness and empathy—core components of EQ. This journey of self-discovery is propelled by seeking opportunities that stretch our capabilities and challenge our existing perceptions. Deliberately and strategically pushing our boundaries is not just a pathway to leadership development but a cornerstone of emotional and intellectual expansion. However, it has to match YOU, not what course is being pushed or what others are doing.
Humility and openness foster growth. Acknowledging that you do not have all answers and viewing challenges as learning opportunities for growth and development is a step towards being an inclusive learner. Stay curious and open to new ideas. Mindfulness meditation or journaling deepen understanding of own emotions , reactions and thought patterns. Challenge your assumptions to expand your world view.
During the course of individual development, you will become an informed, responsible, committed, disciplined person who abandons perfectionism and procrastination and focuses only on your goals and strives to make the world a better place to live.
Encouraging oneself to venture beyond the familiar is an essential aspect of personal development. By actively seeking out new experiences, individuals can cultivate adaptability, resilience, and a deeper understanding of their capabilities. Stepping out of one's comfort zone fosters a mindset of continuous learning and growth, allowing individuals to uncover hidden talents and address areas for improvement. Embracing challenges enables leaders to expand their horizons, build confidence, and develop the agility needed to navigate complexity effectively. Ultimately, embracing the discomfort of the unknown empowers individuals to thrive in dynamic environments and realize their full potential as leaders.
It is probably a combination of the suggestions listed in the article: ask for feedback, be it a formal assessment like a 360' or similar, or talking to people you trust, who are candid and know you well. Take time to reflect, think back to past experiences, behaviors, situations - build your self-awareness through discussing these with a coach or mentor in a 121 session which ensures a safe space for you. Colleagues, peers, previous line managers can also be contacted for feedback, friends and tutors from university may also be open to share - although easier with strengths, and tougher asking for weaknesses (if focusing on a personal SWOT). Ask for development suggestions, what can one improve in, do better... & always thank the feedback.
for me, I seek out trusted colleagues and friends who are prepared to help me excel. I ask them to look for certain areas that I feel needs attention and ask them to look for other areas, they feel that they can comment on. I also know that its never personal just development.
When seeking feedback from a wide range of sources, make sure you also allow for anonymous feedback. It's easy to assume everyone will be comfortable with giving honest feedback. However, some respondents might be reluctant to give honest feedback if they're unsure how it will be received, or the implications on their career.
Once you've identified potential blind spots as a leader, it's crucial to take concrete steps to address them. An effective approach is to experiment with new behaviors and methods in low-risk environments. This can include internal meetings, side projects, or situations where the stakes are relatively low. The goal is to give yourself space to observe reactions, gather feedback, and adjust your leadership style accordingly. It's by challenging yourself and stepping out of your comfort zone that you can truly begin to recognize and compensate for these blind spots.