Blind spots are very real. To have a blind spot is to not see something. Blind to what others can clearly see.

John Maxwell defines blind spot as ‘an area in the lives of people in which they continually do not see themselves or the situation realistically.’

Sometimes leaders don’t see what they don’t want to talk about or confront. As humans, we have an amazing power to rationalize our viewpoint so that it obstructs our view of reality. Avoiding an issue only weakens leadership. It can be a barrier to career advancement and personal growth.

We need to develop an objective view of ourselves. A view where we look at ourselves and our situation realistically.

Where to find the blind spots

Consider the blind spot in your vehicle. If you’re like me, I need to be very careful that I don’t ignore the blind spot. I acknowledge it is there and take extra care to see around it to avoid any accident. In the same way, leaders need to be careful of any blind spot that may negatively impact their leadership.

Blind spots can be found in a behavior, or even a feeling. Often, leaders are blind to the impact they have on others. You may think your intentions are good, but you end up harming others in your approach.

  • An example of a behavioral blind spot might be your unwillingness to be held accountable. The result is that your team loses trust in you, and your credibility is damaged.
  • An example of a feeling might be self-doubt. If you doubt yourself, you will be less likely to take the bold actions required by a leader in your organization.
  • Is a strength of yours turning into a struggle when you’re stressed or under pressure? Typically, the answer is yes. When we operate in an area of strength, under pressure the strength turns into a struggle. For example, if a strength of yours is being assertive, taken too far this can become controlling. Or, if you’re on the other end of the spectrum and are accommodating, under pressure you may become passive. Stress accentuates our behaviors. Are you honest enough with yourself to see it?

This happened to me, my strength became a struggle. Early in my career I was excelling at getting results for my team. I was so focused on getting results that I didn’t pay attention to relationships with the team. Instinctively I knew I was lopsided but didn’t acknowledge the impact it had on my career.

Awareness happened over time. Once fully aware, I was open to hear about how my actions were impacting others and I was willing to change. This is one reason why I work to help people discover their blind spots and grow in their own leadership.

How to identify your blind spots

Effective leaders take time to identify their blind spots and manage them in a way that doesn’t limit their leadership.

To identify your blind spot:

  1. Ask a trusted friend or colleague to point out an area you might be blind to. It takes openness and humility to be willing to hear the hard things.
  2. Engage in ongoing leadership development. Find a community where you can learn from others. Grow your skills in areas that have been a challenge.
  3. Work with a coach to help you identify your blind spots.

Once you identify a blind spot, be proactive and address it so it will not further impact your leadership. (Like checking your blind spot while driving to avoid an accident.)

Below are a couple ideas to begin with:

  • Increase your personal awareness. Be honest, and ask yourself, “in what ways does this negatively impacting my life and my leadership?”
  • Look for a pattern when this behavior or way of being is expressed.

Take it forward

What’s your attitude about blind spots — Indifferent? Curious? Searching?

We can deny we have a blind spot and resist any attempt to learn about it. This attitude says, “it’s just the way I am”. Or you can lean in, discover those area you’ve been blind to, and limit the impact it has on your leadership. Which will you do?