It was one of the most intriguing After-Action Reviews (AARs) that I have facilitated in several years.
As part of a leadership business simulation workshop, the five teams of five high-potential leaders were given 30 minutes to fill out a team survey and discuss and give each other feedback prior to the next round of the simulation. The client organization is a big DiSC house, so all of the high-potential leaders were supposed to provide their feedback through the lens of their DiSC personality style.
As the facilitator, it was my role to keep the dialogues going and to offer coaching when appropriate. As it turns out, I provided a lot of coaching.
I was astounded by the lack of self-awareness and recognition of the blind spots of these leaders and used the AAR as a laboratory for exploring ways of helping the leaders understand more about themselves and their leadership capabilities.
The chart below presents an interesting contrast. In it, I share the specific DiSC style, what the leader thought of their own behaviors during the simulation workshop, and what their teammates thought of their behavior during the simulation workshop. Basically, the difference between the leader’s view and the team's view demonstrates the leadership's blind spots.
|
DiSC Style |
Leader View |
Feedback Perspective |
|
D |
“I am confident, bold, and willing to take risks when others aren’t.” |
“You came across as arrogant, unprepared, and insensitive to the needs of the team who wanted to take more time to make decisions.” |
|
i |
“I am optimistic and we can be winners by being bold, innovative, and believing in our differentiated products.” |
“You are unrealistic and over-forecasted the market which almost bankrupted us.” |
|
S |
“I am a great listener and collaborator” |
“You were passive, indecisive, and seemed checked out while the rest of us did all the work” |
|
C |
“I am detail-oriented, analytical, and am able to observe the markets as they evolve.” |
“You were cold, distant, unemotional, and disengaged” |
As the facilitator, I saw a side of leadership and people that I rarely have seen before. It got me thinking about ways leaders can understand and address their own blind spots. Based on research and years of experience, here are five tips for addressing your leadership blind spots:
- Make sure you surround yourself with people who give you diverse perspectives: This can help you gain insights from various angles and challenge your assumptions.
- Be humble: Cultivate a sense of humility and a willingness to admit when you are wrong or when your perspective is limited. This can create an environment of trust and open communication.
- Focus on your self-awareness: Recognize that blind spots exist and acknowledge the possibility of having them. A willingness to accept that you might not have all the answers is the first step toward addressing blind spots.
- Engage in active listening every day: Make an effort to truly listen to others' opinions and ideas, even if they differ from your own. Engage in dialogue and ask probing questions to gain a deeper understanding.
- Create, support, and nurture a culture of continuous learning: Stay curious and committed to learning. Engage in ongoing education, attend workshops, seminars, and read widely to broaden your knowledge base.
In summary, overcoming your leadership blind spots is a never-ending process. It requires discipline and commitment to personal growth and an open-minded approach to the way you lead. By actively seeking to uncover and address your blind spots, you will be a better leader and make better business decisions.
