Episode 69: The ABC's of Leadership | B = Blind Spots
YOU CAN’T ADDRESS WHAT YOU CAN’T SEE
Blind spots happen. Let’s bring awareness to them.
Enjoy!
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(The notes below are only a brief summary of what is discussed in the podcast. Be sure to listen to get all of the goodness! If you would like a full transcription of the episode, please send an email request to: angie@angie-robinson.com. We’d be happy to provide that!)
This week, we continue the mini-series about the ABC’s of leadership. And of course – you can replace that word ‘leadership’ with ‘life’! The intent is to highlight some of, what I believe, are highly critical concepts and/or attributes in leadership – that are pivotal in creating the results you really want.
In Episode 68 – we covered letter A – which was Authentic. For letter B, some of the words I thought of include Belief and Boundaries. Where I landed was on Blind Spots.
You know that I strongly believe that self-awareness is pixie dust, that magical effect that brings great success, for creating the life you want. It is the key differentiator in becoming the leader you want to be, the business owner you envision, to having the career you most desire.
It’s the magic.
There’s a lot of research showing that a leader who really knows their own strengths, weaknesses, and effect on others is more successful in their leadership role. Blind spots definitively lives under that magical Mary Poppins umbrella of self-awareness.
Before I dive deep into blind spots – I want to paint a picture of self-awareness from a model that maybe you’ve heard about before. It’s something that is taught and discussed in the organizational development and human psychology worlds.
It’s called The Johari Window. The Johari Window is a technique designed to help people better understand their relationship with themselves and others. It was created by psychologists Joseph Luft and Harrington Ingham in 1955, Luft and Ingham named their model "Johari" using a combination of their first names.
The Johari Window is made up of four quadrants. The two columns (across the top) are: What I Know About Myself and What I Don’t Know About Myself. The two rows (on the left side) are: What Others Know About Me and What Others Don’t Know About Me.
Top Left: Open (What I Know About Myself / What Others Know About Me). The open area is that part of our conscious self – our attitudes, behavior, motivation, values, way of life – that we are aware of and that is known to others. We move within this area with freedom. We are "open books".
Bottom Left: Façade/Hidden (What I Know About Myself / What Others Don’t Know About Me). Ways that you describe yourself, but others don’t, go in this quadrant. These are things others are either unaware of, or that are untrue for others.
Top Right: Blind Spot (What I Don’t Know About Myself / What Others Know About Me). Ways that others would describe you, but you may not. These represent what others perceive but the you do not.
Bottom Right: Unknown (What I Don’t Know About Myself and What Others Don’t Know About Me). Descriptive words that neither you or others use go here. They represent your behaviors or motives that no one else recognizes – either because they do not apply or because of collective ignorance of these traits.
From a dictionary definition and a medical standpoint – a blind spot is an area in your range of vision that you cannot see properly but which you really should be able to see.
Using a leadership lens - according to Robert Bruce Shaw, author of Leadership Blindspots, blind spots are unrecognized weaknesses or threats that can hinder a leader's success.
We talk about strengths and weaknesses a lot in self-awareness. The weaknesses that we know about aren't likely to derail us from our goals. They actually give us an opportunity to decide what to think about them and how to intentionally change them if we choose to. However, the weaknesses that we don't know about are the dangerous ones.
Personality assessment tools can be helpful when exploring blind spots. I am a licensed practitioner for the assessment tool – Insights®. If you are unfamiliar with that tool – you should check it out- it’s one of my absolute favorites for both individual development and team dynamics. When you receive the completed individual profile, there is a page that is dedicated to Possible Blind Spots. Insights® sets up that page like this:
“Our perceptions of self may be different to the perceptions others have of us. We project who we are onto the outside world through our “persona’ and are not always aware of the effect our less conscious behaviors have on others. These less conscious behaviors are termed “Blind Spots”.
Blind spots are really about the way others see us – and we aren’t seeing that same thing. Once a blind spot is revealed and understood – then it is now given light and can be ‘addressed’. It sounds obvious, but you can’t fix what you can’t see. You likely don’t realize how many growth opportunities—for you as an individual and for your company—pass you by because you are stuck with your blinders on.
Where you have power is deciding what to think, feel and do about that area that was a blind spot once it is in your awareness.
I have to point out that I am not suggesting that based on others’ perceptions – you should change in a way that is people-pleasing or it’s because what you think they want you to do. It’s not about becoming inauthentic. That is opposite of what I talk about in my Inside Out Way to your awareness and results.
It’s about having all the data and understanding what your thoughts are about it. You can ask yourself: what are you making it mean? Is there something that you want to shift and then taking action that is aligned with your values and your desired self.
How Do You Know What Your Blind Spots Are?
Feedback is the most successful way to bring light to your blind spots. There are several ways you can get this. As you think about this - note that you should be open to vulnerability, to what might come for you, to it being an ongoing thing and sometimes being uncomfortable). Here are some ways to get feedback:
Personality assessment tool (i.e. Insights®)
360 Assessment
Ask others
Notice (what people say, how they react, etc.)
What’s Next?
Decide that you want to explore this. Being willing to uncover blind spots is a huge part of self-awareness. Being open to have your own back and create shifts as it makes sense will contribute to your overall success – which, of course, has a ripple effect.
And then do the work. Ask for feedback. Take an assessment. Pay attention.
It will be worth your investment.
What do you think?
Are you open to uncovering your blind spots?
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