Leadership Blind Spots: The Hidden Threat to Your Bottom Line (and How to Fix It)

We all know great leaders. The ones who inspire, drive results, and generally make things happen. The thing is even the best leaders aren't perfect, despite how many management consultants say that they are. We've all got those "blind spots"... those areas where we just don't see ourselves as clearly as others do. It’s the flaws we can't see and these are the areas that can impact performance.

Think of it like this: you’re driving down the road, thinking you’re doing great, only to have someone beep and point out that your indicator has been on for the last ten miles! We are all human. We all need correcting at some point.

The truth is, those hidden blind spots can be subtle, yet their impact can be substantial. A communication style that inadvertently alienates team members, unconscious biases that influence decisions, or even seemingly minor habits – these can all act like that rogue indicator: small, nagging problems that ultimately drain performance and erode team morale. So, how do you identify and address these hidden obstacles? Enter executive coaching! First, let’s see what some of those blindspots look like. 

Shining a Light on the Unseen: What Are These "Blind Spots" Anyway?

Leadership blind spots can take many forms, but here are a few common ones I see time and time again. You need to know what they are to avoid making the same mistakes, or perhaps you see these in some of your leadership team? It is always best to self-reflect before looking for faults in others, this helps you to position yourself as a genuine leader looking out for the best of your organisation.

The "My Way or the Highway" Communicator

This is the leader who believes their ideas are always best and struggles to listen to alternative perspectives. They might be great at talking, but not so great at listening. I am sure some of you have worked with people who display this trait, and they aren't as good as what they perceive.

The "Unintentional” Micromanager

It's likely that you're trying to be engaging and supportive to employees but the act of continuous asking can seem overbearing. You may not realise constant checking in and "guidance" is actually stifling creativity and demotivating your team. Micromanaging shows a serious lack of confidence in your team. 

The "Unconscious” Bias Bandit

We all have biases, and it's our brains' way of making quick decisions. The problem is biases can affect decisions, promotion opportunities, or simply who gets heard in a meeting. These can creep into all stages of the job. Are you unknowingly favouring certain people? That's why it's so important to self-reflect and be objective.

The Feedback “Dodger”

There is always someone who can give it but can’t take it. Not being able to take criticism shows that you think you know best all of the time. It means being blind to opportunities to grow and improve - especially if that growth comes from other team members.

Executive Coaching: Your Guide to Self-Discovery

So, how do you actually identify and address these leadership blind spots? That's where an executive coach comes in. Now, I know what some of you might be thinking: 'A coach? I've been doing this for years! I've always thought I had a great leadership style!' And that's perfectly valid. But the thing about blind spots is, you can't see them yourself.

A good coach doesn't tell you what to do; they help you see things from a new perspective, challenge your assumptions, and ultimately empower you to become an even more effective leader. Our goal is to take that executive from, perhaps, a lower knowledge base to one of confidence to enable them to be fantastic leaders. We empower them to change, and change is always good.

Here’s how executive coaching works. A skilled coach will:

Provides Honest, Objective Feedback: A coach is not there to agree with you. To appease and not deliver the reality is not going to grow as a leader. A coach is objective so therefore will identify patterns in leadership behaviours and tell it how it is, this can open the door to growth.

Facilitate Self-Awareness: A coach will use targeted questions, assessments, and exercises to help leaders understand their strengths, weaknesses, and blind spots. 

Create a Personalised Development Plan: A coach can work with leaders to develop action plans that will set themselves up for growth, this could mean courses, books or events. It’s about becoming the best you can be and if you fail, get back up. I've said this to numerous executives I've trained.

Why Tackle Blind Spots Now?

Now, all of this might sound like a lot of effort, right? And it's true, it takes commitment. But in today's competitive market, having high-performing senior leaders isn't just a 'nice-to-have' – it's a necessity. And any opportunity to invest in developing your leaders, to help them reach their full potential, is an opportunity worth seizing. Think of what a great leader will provide your company versus a mediocre one!

What's more, the benefits don't stop with the individual leader. As they grow and develop, they can pass on their learnings and insights to the rest of their team, creating a ripple effect of positive change throughout your organisation. From the top down, everyone benefits.

Unlock Your Leadership Potential Today

Leadership is a continuous journey of learning and growth. And the reality is, if you're not actively working to identify and address your leadership blind spots, you might be missing critical opportunities to improve your company's performance. Are you leaving money on the table simply because you're not seeing the full picture?

If you're ready to unlock your leadership potential and drive your company forward, give Ambrose and Bell a shout. We can help you and your team develop the skills and insights you need to reach new heights.