Facing what we don't see - How to reduce Wilful Blindness

Have you ever had one of those moments where you sensed something might happen but chose to ignore it?

Maybe you've looked up at the sky, noticed dark clouds rolling in, felt the temperature drop, and thought it might rain. But because you were enjoying what you were doing, or perhaps didn’t want to deal with what the rain might bring, you decided to ignore it.

But then the rain comes, and you kick yourself for ignoring what you knew was looming.

This was a metaphor a leader recently shared with me during a coaching session. She said, “The signs were there with my team, the clouds were present, and the rain was coming, but I chose to ignore them—and I chose to pretend that clear skies were on their way—because I didn’t want to face the difficult conversations or disrupt the flow we had going.”

This won’t be the first or last time this leader does this because we all do it. You, me, and even the most seasoned leaders have been guilty of it. In fact, Margaret Heffernan, in her research and book Wilful Blindness, explores this very human tendency to ignore the uncomfortable truths or warning signs that are right in front of us.

Wilful blindness is when we choose to overlook critical information or fail to act on what we know because facing it feels too daunting or disruptive. We do it to avoid conflict, to protect our comfort zones, or simply because we’re absorbed in the immediate demands of our work or personal lives. But the reality is, when we ignore these signs, we end up facing bigger issues down the line.

Professionally, this can occur when you brush off a small conflict between team members, only to have it escalate into a toxic work environment that impacts morale and productivity. Or when you attribute a dip in performance to external factors instead of addressing potential burnout or disengagement. Left unchecked, these issues grow, and suddenly you’re facing higher turnover, decreased trust, or missed opportunities—problems that could have been avoided with earlier intervention.

Personally, this can happen when you ignore the early signs of stress or burnout in yourself, convincing yourself it’s just a temporary phase. Over time, this can lead to more serious health issues or emotional exhaustion, making it harder for you to show up fully for your team or your loved ones. It might also look like avoiding difficult conversations at home, only to find that relationships become strained and harder to repair the longer you wait.

However, becoming more aware of wilful blindness can make a big difference for you and your team. By facing issues head-on, you can build stronger trust, honesty, and openness with your team. This creates a culture where people feel safe to tackle challenges together, turning stagnation into progress.?

On a personal level, facing uncomfortable truths—like early signs of stress or strained relationships—helps prevent bigger problems down the line, leading to better well-being and healthier connections.

So, what are 3 simple things you can do to reduce Wilful Blindness:

1. Cultivate Self-Awareness: Regularly reflect on your behaviours and decisions. Practices like mindfulness or journaling can help you notice when you might avoid uncomfortable truths.
2. Encourage Open Communication: Create an environment where team members feel safe to voice concerns and offer feedback. This openness can help uncover issues before they escalate.
3. Seek External Perspectives: Engage with mentors, coaches, or peers who can offer objective insights, helping you recognise potential blind spots.

And Margaret? What does she suggest for leaders:

• Create a Culture of Open Dialogue: Encourage a work environment where people feel safe to voice concerns, share differing perspectives, and offer feedback without fear of retaliation. Heffernan emphasises that openness and psychological safety are essential to spotting and addressing issues early.
• Invite Diverse Perspectives: Actively seek out people with different viewpoints, both within and outside your team. Heffernan believes that diverse thinking helps challenge your assumptions, broadens your understanding, and reduces blind spots.
• Reflect and Self-Examine: Regular self-reflection can help you notice patterns of avoidance. Heffernan recommends setting aside time to reflect on what you might be ignoring and why. This awareness is a critical step toward tackling issues before they grow.
• Build Strong Relationships: Develop trust with your team members so they feel comfortable raising difficult topics. Heffernan points out that when trust is present, people are more likely to speak up and address potential problems.
• Ask the Hard Questions: Heffernan advises leaders to actively ask the questions they often avoid, even when the answers might be challenging or uncomfortable. This helps to surface problems before they escalate.

I trust this has been helpful in some way, shape or form!

Kylie

Kylie Paatsch Leadership Coach, Consultant, and Facilitator, passionate about unlocking the potential in leaders, teams, and organisations. Through personalised one-on-one coaching and interactive workshops—both in person and online—I offer simple, practical, and personally tested tools and techniques to help you lead with confidence and build a strong team culture.

If you are interested in learning more about what I do and how I might be able to help, please send me a direct message or email [email protected]