In this series about blind spots, this week we discuss ways to discover possible blind spots, this is key to leadership development within organisations, and for each individual employee.

This is part two of the series on Blind Spots. Part 1 spoke about looking into yourself.

We may think we can live safely, happily and healthily with blind spots but we cannot. Firstly, they compromise our focus and concentration. This may lead to incidents and accidents. Secondly, they slowly destroy us and our loved ones. In short, when not dealt with, blind spots can kill.

blind spots in leadership

It is imperative to seek assistance in recognising blind spots. Ask someone who knows you and who you trust and respect to share your blind spots with you. They can be a colleague, family or fellow community member. Ask them if you can have a 15-minute meeting with them in which you ask them the following 3 questions:

  1.  Am I easy to give negative feedback to?
  2.  Am I aware of my leadership strengths and weaknesses?
  3.  What behaviours should I continue, stop, or start?

This will take courage and vulnerability but will bring about results. Don’t take offence at what is revealed through this conversation, remember it is a blind spot so you probably don’t know it’s there. Awareness of our blind spots is a crucial step towards personal growth and healing and such courageous conversations are often catalysts for great change.
We all want to be fully alive and well. Take a moment and go through the list of questions above. As you do so, there may be other blind spots that emerge for you. Without any pressure, guilt or shame write down the ones that you feel are relevant to you. Next to each one, jot down an immediate step that you can take to rectify the issue.

Often the discovery and rectification of a blind spot can lead to great potential being unleashed within a work and personal context.

Follow our Facebook Page Twitter Profile LinkedIn Page