Every leader–no matter how seasoned, no matter how self-aware–harbours blindspots. These hidden weaknesses are like shadows that subtly shape our actions, often sabotaging the very success we strive so hard to achieve. Imagine piloting a ship through foggy waters, blissfully unaware of the icebergs lurking beneath the surface. What you don’t see—and don’t address—can damage your credibility, trust, and team morale.
Recognising Your Own Unseen Patterns
Spotting a blindspot is notoriously tricky because, by definition, it’s something you cannot see. Many managers believe frequent feedback from their direct reports or yearly performance reviews are enough. However, research reveals that up to 40% of leaders routinely misjudge their most negative behaviours. Emotional intelligence studies highlight one hard truth: self-assessment rarely reveals where you’re truly falling short.
Ask yourself these revealing questions: Do I brush aside opposing opinions more often than I realise? Do my team’s best ideas come out only when I’m not in the room? Reflecting honestly can be uncomfortable, but it’s the only way to shine light into those hidden corners of your management style.
Methods That Make the Invisible Visible
Fortunately, there are scientifically-backed techniques to uncover and address leadership blindspots. Here are some that leading international companies swear by:
- 360-Degree Feedback: This tool gathers frank input from bosses, peers, and direct reports—giving you a panoramic view of how your actions are truly received.
- Shadow Coaching: An objective observer follows you through the day, quietly noting interactions and later offering unvarnished feedback—a rare mirror for authentic behavioural patterns.
- Regular, Anonymous Surveys: Quick pulse surveys, with just 2-3 questions, encourage honest responses and highlight subtle shifts in team sentiment.
Pro tip: Create safe spaces for dissent. When teams feel safe to challenge you, they’re far more likely to reveal your hidden gaps before they become liabilities.
A Proactive Mindset For Lasting Change
Uncovering blindspots is just the first step; addressing them requires humility and action. The most effective leaders adopt a growth mindset, treating every revelation as a stepping stone rather than a setback. They don’t just solicit feedback once—they make it a rhythmic part of their leadership cadence.
Here’s a simple action plan for ongoing improvement:
- Institutionalise Feedback: Schedule regular feedback sessions—quarterly, not annually. Recognise and reward openness.
- Set Micro-Goals: Choose one behaviour to improve and track progress over a month. This bite-sized approach ensures lasting change.
- Celebrate Correction: When a blindspot is revealed and acted upon, acknowledge it publicly, reinforcing a culture of learning and resilience.
Remember: vulnerability is not weakness. The leaders who transparently acknowledge, own, and fix their blindspots are the ones who inspire fierce loyalty and drive the best results.
Turning Weakness into Wisdom
In business, as in life, what remains invisible often wields the greatest influence. True leadership means peering into your own fog, asking for a map, and bravely correcting your course. Your blindspots don’t define you—your willingness to see and solve them does.
What would change for you—and your team—if your leadership’s unseen barriers were illuminated tomorrow? The journey to greater awareness begins with a single, courageous step. Where will you step next?