A leader’s reputation is built on competence but also on trust, integrity, and how you treat people. The tricky part? Sometimes the very behaviors that undermine us are the ones we don’t even notice.
That’s the danger of blind spots.
Think of the hare in the old fable. He was overconfident and totally blind to how his arrogance was slowing him down. Or the singer in a choir who can’t hear their own voice drifting off key, while everyone else clearly can.
Self-Awareness is the Antidote
Self-awareness is not just knowing your strengths, but noticing your liabilities in real time:
- Are people leaning in during your presentation… or fidgeting and checking their phones?
- Do your words in meetings spark collaboration… or defensiveness?
- Does your mood set the tone for the team… or shut them down before the work even begins?
The research backs this up. A global study by Tasha Eurich and her team found that while 95% of people think they’re self-aware, only 10–15% actually are. That gap can cost leaders influence, relationships, and results.
Uncovering What You Can’t See: The Johari Window
How do you uncover what you can’t see?
- Direct Feedback: Ask a trusted team member for direct feedback on how you came across in a recent meeting.
- Johari Window Exercise: Try a Johari Window exercise with a colleague to spot your “unknown unknowns.” Look at the quadrants: Open Area (Known to self & others), Blind Spot (Not known to self, Known to others), Hidden Area, and Unknown.
- Balance Check: Check whether you’re over-directing, micromanaging, or too hands-off and ask for input on how and what to balance.
The higher you rise in the organization, the less likely you are to get honest feedback unless you actively seek it.
What blind spot do you suspect leaders most often miss, and what’s one you’ve discovered in yourself?