Uncovering leadership blind spots

Leadership blind spots, the unrecognised weaknesses, unconscious biases, and outdated assumptions that shape a leader’s decisions can silently sabotage teams, stall strategies, and cap their own potential. The key to sustained and effective leadership isn't about being perfect - it's about having the courage and the system to see what you are missing.

Think of a leadership blind spot like the blind spot in your car's side-view mirror. You know it's there, but you can't see into it without intentionally turning your head. In leadership, these blind spots are areas where our self-perception doesn't align with reality. They are the gaps between our intent and our actual impact on others, and they often originate from:

• Cognitive biases: Mental shortcuts that lead to flawed judgments. Confirmation bias, for instance, makes us favour information that confirms our existing beliefs, blinding us to contrary evidence.

  
  

• Over-reliance on strengths: A leader known for being decisive might flatten collaborative input, creating a blind spot around team buy-in.

  
  

• Lack of diverse perspectives: Surrounding ourselves with people who think and act like us creates an echo chamber, making it nearly impossible to see different viewpoints.

  
  

How to identify your blind spots

Our brains are wired to protect our egos, making it difficult to spot these gaps on our own. Recent research highlights the power of structured feedback and diverse networks in uncovering these hidden areas.

A 2023 study published in the Journal of Applied Psychology found that leaders who actively solicit challenging feedback, rather than just praise, demonstrated a 34% increase in team performance and psychological safety.

Here are three practical ways to illuminate your blind spots:

1. Go beyond the annual performance review - A 360-degree feedback process gathers anonymous input from your direct reports, peers, and superiors. Look for recurring themes, especially in the gap between how you rate yourself and how others see you. Pay close attention to contradictions as they are the treasure maps leading directly to your blind spots.

   
   

2. Map your network - Who is in your inner circle? Actively map out the people you consult most often for advice. Note their roles, backgrounds, and perspectives. If your network map looks homogenous, you have a major blind spot. Intentionally seek out and listen to the people who challenge the status quo and offer a different lens.

   
   

3. Use a framework like the Johari Window - This classic tool helps categorise aspects of ourselves into four quadrants: the Open Area (what you and others know), the Hidden Area (what you know but others don't), the Unknown Area (what no one knows), and critically, the Blind Spot (what others know about you, but you don't). The goal is to shrink the Blind Spot by actively asking for feedback and increasing the Open Area through authentic self-disclosure.

   
   

How to address blind spots

Addressing blind spots requires a systematic approach. It starts with the intentional pursuit of uncomfortable truths. Leaders must actively solicit feedback, especially from those who will challenge them.

Second, leaders must dismantle their echo chambers. Take stock of your inner circle. If everyone looks and thinks like you, your perspective is dangerously narrow. Actively seek out and build relationships with people who hold different views, come from different disciplines, and will push back on your assumptions.

Finally, this awareness must translate into action through reflection. Block time on your calendar not just for doing, but for thinking. Ask yourself: "What is the one thing I might be wrong about?" or "What was the impact of my words today, regardless of my intent?" Use these reflections to run small behavioural experiments to consciously work on a specific area.

At Acumen, we’re dedicated to equipping leaders with the practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, helps organisations foster a culture of respect and empower their employees. To learn more about our programmes and how they can benefit your organisation, please contact Simon at simon@askacumen.com.