I love this topic – it’s so important and one that’s not usually addressed. Some topics I see over and over again!
What I wish all leaders knew is that they actually HAVE blind spots. It’s impossible not to. Even the best of intentioned, most self-aware leaders can be unaware of how they’re being perceived or how their actions are impacting others beyond their immediate circle. We ALL see the world through our own point of view, and our brain filters out information that disagrees with that and notices data that confirms it.
The best way to identify blind spots is feedback. One stand-alone comment is just someone’s opinion. But when 10-12 folks are seeing the same thing, that’s a blind spot.
Feedback can be formal through a 360° quantitative or qualitative process. Or it can be as informal as asking folks how you could make a meeting more effective.
I often recommend that my clients use the “plus/delta” technique. Ask for feedback on what’s working in your relationship, partnership, collaboration. That’s the ‘plus’. Then ask what would make it even better – that’s what needs to change or the ‘delta’.
This can be done at the end of a 1×1 meeting with a direct report, with your boss, with your team, with peers and other stakeholders. It may feel a bit odd the first time, but as you begin checking in regularly, it can help to create a culture of feedback in your area.
Marshall Goldsmith coined the term “feedforward”. If you already know you have trouble listening and appear impatient, ask folks around you if they’re willing to help you with that. If so, request one idea they have on how you can be a more patient listener. No matter what they reply, say thank you. In a month or so, circle back and ask them what they’ve noticed about how you’re showing up as a listener. Say thank you and then ask for another idea. This is one way to ensure that you continue to work on this area and it will no longer be a blind spot.
