Unveiling Blind Spots: Using the Leadership Mirror to Build Credibility

In the mid-19th century, a hospital in Vienna became the stage for a silent tragedy. Women entering the maternity ward of Vienna General Hospital faced a terrifying gamble—one in ten would die of puerperal fever shortly after childbirth. The air of despair hung thick over the ward, and rumors about the hospital’s dangers spread far and wide. Some women were so afraid that they chose to give birth on the streets rather than risk stepping inside.

Amid this crisis, a Hungarian doctor, Ignaz Semmelweis, noticed something unsettling. Doctors, including himself, often moved directly from performing autopsies to assisting with childbirth, without washing their hands. It was a chilling realization. Semmelweis introduced a simple yet revolutionary practice: handwashing with a chlorinated lime solution. Almost overnight, the mortality rate plummeted. Yet, despite the evidence, his colleagues resisted, too entrenched in their beliefs to see the flaws in their methods.

This story is a powerful reminder of how blind spots can prevent us from seeing the obvious (first, doctors not realizing that they were transferring germs from diseased patients to healthy ones by not washing hands; second, even after proof had been demonstrated, many were still in denial). How often do we fail to notice the hidden flaws in our own actions? How can we ensure we remain open to insights that challenge our assumptions?

I faced a similar, albeit less life-threatening, situation in my leadership journey. A team member, Chi (not her real name), openly disagreed with a decision we had made as a group. She believed our approach was flawed and followed up with a detailed email to the team lead, explaining her concerns. When I reviewed the email chain, I hastily concluded that her feedback had not been reflected in the project memo. Frustrated, I told my team lead, “This should have been documented better in the memo.” My tone was firm, and I did not pause to dig deeper.

Later, upon reviewing the situation more thoroughly, I realized Chi’s concerns had been addressed in the memo. My blind spot—a quick assumption based on incomplete information—had led me to unjustly criticize my team. When I discussed this with the team lead, he reflected, “I could have handled the situation better by allowing Chi more space to voice her concerns during meetings.” His openness to improvement made me realize the importance of addressing blind spots in leadership to preserve credibility.

This experience reminded me of the profound insights from Leadership and Self-Deception: Getting Out of the Box by The Arbinger Institute. The book explains how self-deception—the inability to see our own flaws—can erode trust and credibility. It argues that leaders often act from a place of self-justification, blaming others or external circumstances, while failing to recognize their own role in creating problems.

The book uses the metaphor of being "in the box" to describe this mindset. When leaders are in the box, they see others as objects rather than people, which prevents genuine connection and understanding. The solution lies in "getting out of the box" by shifting from a self-focused mindset to one that prioritizes the needs and perspectives of others. The result is a culture of trust, accountability, and collaboration.

This principle is directly tied to credibility. Leaders who acknowledge their own biases and work to see others as people build trust more effectively. They take responsibility for their actions and foster an environment where others feel valued and heard.

Here are my three key strategies for maintaining credibility during difficult times:

Seek diverse perspectives. Encourage open dialogue within your team to gain insights that may challenge your assumptions. This approach helps uncover blind spots and fosters a culture of inclusivity.

Reflect on feedback. When receiving criticism, take time to consider its validity rather than reacting defensively. Reflective listening can reveal areas where your perception may be limited.

Commit to continuous learning. Stay open to new information and be willing to adjust your viewpoints. Embracing a growth mindset allows you to adapt and lead more effectively.

Blind spots in leadership are like the hidden areas in a car’s side mirror—what you cannot see can still cause harm. The blind spot mirror serves as a simple yet powerful tool to reveal what you might overlook. Similarly, leaders need tools like feedback, reflection, and diverse perspectives to uncover biases and hidden challenges, ensuring we are not "in the box." By actively using these "mirrors," leaders can build trust and communicate credibility even in the most difficult of situations.