We all have blind spots– aspects of our leadership style that we think are just fine and we don’t fully see the impact on others. What’s your blind spot?
Hah, that’s a trick question.
“The moment we want to believe something, we suddenly see all the arguments for it, and become blind to the arguments against it.”~George Bernard Shaw
Blind spots are often our strengths weakened by metaphorical steroids.
When we are blinded by an over-used strength, it’s easy to become defensive.
“This is the core of who I am as a leader, I can’t change this!”
“This behavior is exactly WHY I am successful”
“Who are you to tell me this behavior doesn’t work.. are you as successful as me?”
And the trickiest one “Look at all the other successful leaders doing the same thing.”
Yup, there’s a short list of bad behaviors common in successful leaders. If you want to find other examples to justify your behaviors, you will find them. And thus, the blind spot cycle continues.
Unless you can take off your blinders and ask
“Is this person successful BECAUSE of this behavior
or IN SPITE of it?
Of course, there are lots of ways to discover your blind spots (coaches, 360 feedback, assessments). However, if successful leaders don’t value or model this exploration they also reinforce that ignoring your blind spot is totally acceptable.
And once again, the blind spot leads the blind spot.
Are you a role model for blind spot exploration? Do you share with your team that you are working on you? Do you encourage your team and provide them resources to explore their troubling behaviors?