Blind Spots

Truth time, your Leadership Team has blind spots they don’t know about, and so do you.

No matter how hard we work, our teams will never be perfect. We as leaders will also never be perfect. We are human and we are prone to flaws, it’s just in our nature. Luckily, a strong leader is able to note blind spots early on and manage them properly. It’s not about having zero blind spots; it’s about finding them and dealing with them as soon as possible.

Remember, blind spots are called blind spots because you’re not aware of them.

When you’re in a leadership role, you shine light on your blind spots by being intentional about gathering information from the people that you have the privilege of leading. Depending on the quality of the relationship you have with your direct reports, you might be able to gather this information directly by having open and honest, one-on-one dialogue. Ask what you could do differently to help each person be more effective.

When you directly ask for this type of sensitive (and potentially negative) feedback, it is critical that you restrain your defense mechanisms. That is not the time to defend yourself or justify why you did or didn’t do something. It is the time to listen intently, even if it is painful, (and especially if you disagree). Listen attentively and understand the feedback your employees are giving you is important for your own development. Your employees may be taking a risk to share that information with you. 

Never, ever punish someone for giving you information that you may not want to hear. You may choose to disagree with the feedback (potentially at your own peril), but always be thankful and appreciate people who are prepared to give you candid feedback. Those are valuable people to have on your team.

If you’re uncertain about the strength of your relationship with your direct reports, then use indirect methods to gather information. Leadership and professional report cards make great tools to provide you with the information and analytics to understand your strengths, weaknesses and blind spots as a leader.

This is important stuff: Your leadership of your team members has influence on your direct reports’ engagement and performance more than any other factor.

If you want to become a stronger and more effective leader of people, you have to be intentional. You have to be intentional about knowing your people. Know their strengths and play to those strengths. You must be intentional about knowing that you’re not perfect and you will need to change or modify your leadership approach from time to time.

Shine a light on your blind spots. It may be painful, but if you’re willing to change and grow, it will be worthwhile for you and your team. Being a great leader requires you to become aware of your blind spots. If you choose mediocrity at best, expect employee eyes to continue to roll.

Enroll in the Intentional
Leadership Program Today!

Fully understanding how to successfully lead others can be tricky. The key to a strong organization starts with strong leaders. In our Intentional Leadership program, we will provide strategies on:

  • Dealing with performance issues
  • Building relationships and employee commitment
  • Providing meaningful recognition
  • Fostering collaboration
  • Getting results

The Intentional Leadership program will provide you and your staff with actionable strategies and practical tools to improve your ability to lead, inspire others, and get results. Strong leaders make stronger organizations. Learn how to bring out the greatness in others.

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