Leadership: Do You Know Your Blind Spots?
Every leader has strengths, but with those strengths come blind spots—hidden weaknesses that can impact decision-making, relationships, and overall effectiveness. The challenge? We often don’t see them ourselves.
How Blind Spots Are Revealed
Sometimes, we become aware of our blind spots through personal experience—often after a mistake or a conflict. But more often, it’s the people around us who point them out. When someone highlights a potential weakness, what is your natural reaction? Do you resist or reflect?
The best leaders understand that feedback, even when uncomfortable, is an opportunity for growth. Instead of feeling defensive, try to see their comments as a gift—a chance to improve, fine-tune your approach, and lead more effectively.
Common Leadership Strengths & Their Hidden Blind Spots
Understanding your leadership blind spots can make a significant difference in how you manage teams, make decisions, and foster a positive culture. Here are some key strengths and the potential blind spots that may come with them:
Confident & Optimistic → May underestimate risks or dismiss valid concerns.
Logical & Analytical → Might overlook emotions or intuition in decision-making.
Conscientious → Could struggle with delegation or become overly perfectionistic.
Spontaneous → May lack consistency or struggle with follow-through.
Decisive & Direct → Might appear harsh, dismissive, or make hasty decisions.
Structured & Steady → Could resist change or miss opportunities for innovation.
Empathetic & Loyal → May struggle to set boundaries or avoid tough conversations.
Lively & Sociable → Might prioritize connection over productivity or miss quieter voices in a team.
The Power of Self-Reflection
Try to be a leader who regularly looks in the mirror—not out of vanity, but as a way to identify strengths, acknowledge blind spots, and be intentional about growth. What you do with self-reflection and feedback is mission-critical to your leadership development.
How to Use Feedback for Leadership Growth
Listen Without Defensiveness – Even if feedback stings, pause before reacting.
Ask for Specifics – Instead of assuming, seek clarity on what you could improve.
Reflect & Adjust – Consider whether patterns exist and make intentional changes.
Create a Growth Plan – Identify actionable steps to strengthen your leadership.
Seek Continuous Feedback – Regularly check in with trusted colleagues or mentors.
Remember…
Leaders Who Grow Are the Ones Who Reflect
Growth-oriented leaders don’t just react—they reflect. Blind spots don’t have to be permanent weaknesses; they can become areas of strength when acknowledged and addressed. The question is: Will you resist or reflect?
Question to ask yourself…
What’s one piece of feedback you’ve received that helped shape you as a leader?