Blind spots. We all have them, and yet, it’s challenging to recognize and upgrade them on your own because we can’t see them. Hence the word “blind.” Peak performance coach, Scott McFall, once said, “You can’t see the label when you’re in the bottle!”
Blind spots refer to negative or self-sabotaging behaviors that leaders don’t notice in themselves, but are apparent to those they lead. These behaviors can appear in a leader’s habits, reactions, and communication style. This blind spot definition tells us that our unproductive actions are real but invisible to ourselves. It’s why 70% of my Mesmerizing Leadership training’s concentrate on making hidden (unconscious) beliefs, biases, and communication habits more visible (conscious.)
Recognizing these harmful behaviors can be the first step towards shifting your perspective and improving your influence and impact as a leader. Upgrading these maladaptive behaviors will significantly improve employee performance, retention, and morale. What’s equally important is that your job satisfaction and quality of life will also increase because these blind spots affect your life at home as well!
Below are a few collective leadership blind spots the majority of leadership and management teams struggle with today.
“Strategic Vision” Blind Spot
Strategic thinking means the way a leader views and creates a future for themselves and the company. Strategic leaders need to be able to identify and act on new growth opportunities that take their company to a new level beyond their competitors.
“Strategic vision” blind spot refers to those leaders who don’t focus on the bigger picture, but only the day-to-day operations of their organization. They spend more time finding short-term fixes, rather than enduring solutions that might require more work, effort, or money. As a result, there is no time to develop broader goals or priorities for the company. Or, it lowers morale and productivity because frontline employees don’t feel heard or equipped to do their job to the best of their abilities.
“I-Know-Everything” Blind Spot
Leaders with this weakness are confident in their own opinions, yet downplay their staff’s point of views. They believe their idea is the only opinion that ultimately matters, and instead of listening or getting feedback, they tend to shut others down or argue with those who disagree.
The next time you’re sitting in a meeting, notice how many times someone is rudely interrupted or talked over. Some will even openly devalue the ideas or opinions of others at the table, which quickly erodes the empathy and collaboration among your team. If people don’t feel valued, they don’t contribute!
“The Lone Ranger” Blind Spot
The Lone Ranger blind spot refers to leaders who don’t ask for help or feedback of any kind. This behavior might sound like an attribute of the bold, independent type who gets things done on his or her own.
However, underneath the veil of confidence lies the insecurity of being challenged and found wrong. Or someone who is too impatient to validate the contributions or ideas of teammates. Or, someone whose arrogance misleads them into believing their way is always the best way, regardless of any collateral damage that results from their decisions or behaviors.
When you do not take into account how your words and actions impact those around you, it can and will lead to mutiny and division. Companies often experience this with entire departments. Pointing fingers and blaming different departments for problems that occur quickly decreases productivity and puts whole teams at odds with one other.
This mentality is often modeled by department heads, overtly or inadvertently, and that’s why you always build stronger teams by developing those in charge first!
“Not Defining Expectations” Blind Spot
Staff and leaders might be working at conflicting levels if goals and expectations aren’t spelled out. Projects should start with a clear vision of how they fit in with company-wide priorities and how employees can help meet those priorities.
Leaders should set time frames and performance expectations for employees to reach these goals. If employees are falling short, leaders need to provide actionable feedback to get them back on track. If these expectations aren’t spelled out, misunderstandings will arise, and progress will be delayed.
Next Steps
If you think you might have some of these leadership blind spots, the good news is you can turn them around today. The fact that you recognize this potential in yourself is a positive step in the right direction.
Try a 360-degree survey. This instrument is a feedback process where you receive performance feedback not only from your peers and manager but also from subordinates as well.
Another approach is to ask a few people whom you closely work with the following questions. Also, preface the questions by letting them know you are working on developing your leadership skills, and you’d like honest feedback.
1) What do I do well (as a leader)?
2) What do I not do well?
3) What should I keep doing?
4) What should I stop doing right away?
5) Is there anything else you think would help me improve as a leader?
Receiving honest feedback can be painful. However, it is also the most significant factor when it comes to increasing your influence and impact as a leader. It’s also the fastest way to become aware of your blind spots so you can eliminate them!
Check out our Leadership blog for more helpful tips and take the Top 7 Communication Mistakes Quiz.
