Blind Spots in Leadership: The Courage to Invite Honest Feedback
When I think about blind spots, personal oversight is usually what comes to mind. But lately it occurred to me that blind spots can also exist within relational challenges.
When we bring this up in conversation with others, it can feel hypercritical depending on how we approach the conversation. Being grounded in honest perspective is essential for advancing understanding.
In my work, I aim for a 360-degree view when discussing blind spots. That means gathering input from multiple angles—not just my own opinion. This approach helps shift the conversation from critique to clarity.
Three Observations to Consider:
1. Blind Spots Block Truth
Blind spots can obscure the reality of a situation. When clarity is missing, we risk taking ineffective action by solving the wrong problem or misreading the environment.
Leadership maturity begins with acknowledging that we are capable of missing something obvious to others. Identifying blind spots helps us understand our environment and make better decisions.
2. Use Trusted Voices to Reveal Patterns
One effective method is to engage a trusted third party to gather feedback from your sphere of influence. These people could be board members, peers, C-suite colleagues, even industry contacts.
The goal isn’t verbatim quotes, but thematic insights that reveal patterns worth discussing.
When themes surface consistently, the discussion becomes less about personal opinion and more about shared reality.
3. Be Honest with Yourself
Under pressure, we often default to our natural tendencies.
For example, some leaders dive deep into detail and lose sight of the broader context. That’s a blind spot. CEOs especially must balance depth with self-awareness.
You don’t have to do it all alone. Invite others to watch your blind side while you focus.
For example, I have seen the desire for loyalty create a dynamic where trust is lost due to a lack of understanding based on the most powerful believing that the historic loyalist must have the job.
This Week’s Ripple Effect
This week, initiate one conversation with someone you trust. Ask them: “What do you see that I might be missing?”
Then listen, not for judgment, but for perspective.
As Abraham Lincoln once said: “I don’t like that man. I must get to know him better.”
Lincoln’s words remind us that discomfort is often a doorway to growth. Instead of retreating from disagreement, he leaned in—curious about what he might be missing. That mindset helped him lead a fractured nation with empathy and resolve.
