Common Leadership Blindspots

As the “drivers” of the business, decision makers are responsible for being aware of their situation and surroundings so they can safely navigate their people forward. Every team member has blindspots that can have negative consequences on the entire organization, but leadership roles magnify this risk considerably.

Everyone has different strengths and weaknesses, which can manifest as many different kinds of blindspots in the context of business management. While there are dozens of possibilities to consider when evaluating how a leader’s actions impact a business, there are a few key areas that many business leaders struggle with.

Refusal to Delegate or Provide Autonomy

One of the most common mistakes that business leaders unwittingly perpetuate is assuming too many of the group’s responsibilities. The most important assets in a professional setting are motivated individuals who will push the company forward. Leaders need to dedicate time and effort towards building a strong team so they can delegate responsibilities in the future.

Anti-Social Behavior

Even brilliant visionaries and skilled professionals can fail as leaders if they don’t have strong personal social skills. Many people have blindspots in their social interactions, but some can create significant friction, tension and confusion in the workplace. Leaders need to carefully consider how their timing, attitude and word choice may impact the listener.

Maintenance Mode

Most leaders have a vision of the direction the business should move forward, but overtime end up compromising for a workable situation. While it’s certainly important to focus on the daily operations and essential needs of the company, those leading it should never lose sight of the vision. They should constantly search for ways to build employee engagement, improve core processes and generate more value to customers.All of this comes from leadership modelling behaviors of trust and commitment to developing their employees.

Complacent Hiring

Selecting candidates from various applicants, conducting interviews and going through a demanding onboarding process causes many leaders to dislike the hiring process. Bringing new talent into an organization can be uncomfortable, but it’s an essential development for the long-term health of the organization. Leaders need to search for candidates who aren’t just technically qualified, but also have personal goals and an attitude that synergizes with the company vision.

Ineffective Communications

Every employee in an organization should know what their responsibilities are and how they tie into the larger business objectives. When team members understand the purpose of their tasks and how they impact the work of others, they can start growing and improving to fill that capacity. Failure to communicate priorities and expectations is a common complaint in business of all sizes, so leaders should always be mindful of this issue.  Developing clarity and effective communication keeps everyone engaged and motivated to produce results.

Beat Blindspots and Build Your Vision

Accepting that you have blindspots can be a difficult thing to admit and there is bound to be discomfort when confronting each one specifically. Leaders don’t necessarily need to personally overcome all of these blindspots, but they do need to create systems and policies that minimize their impact on the organization.

In many cases, acknowledging personal limitations also means being vulnerable and accepting that advice and help from other people is necessary for success. Leaders who surround themselves with people who offer different kinds of insight, talent and perspective can develop a more well-rounded strategy. Building a team that compliments the strengths and weaknesses of each member creates more opportunities to leverage the potential of everyone in the company.

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