It beeps. It lights up. It creates awareness that your casual over-the-shoulder can’t achieve. Vehicles have come a long way in blind spot technology.
It use to require a head turn of some 75 degrees. Then manufactures made the mini-mirrors to be added to your side view mirror. And now, automated blind spot checkers.
I doubt most of us have kept progressing in our leadership blind spot technology as vehicle manufactures have for their cars. In fact, as we’ve gone further in our leadership, our blind spots may have been ignored and probably even gotten larger.
Because we’re the “leader,” the person riding shotgun with us may feel less freedom to warn us of our blind spots. And because we’re the “boss,” our ego may prohibit us from asking said shotgun rider for their input.
We feel like we have so much experience, we can just sense our blind spots. “Surely I’m self-aware enough, right?” Yep, the more longevity and leadership success means we may have just broadened the width of our blind spots.
For these reasons, we need more sophisticated blind spot checking.
Blind Spot Automation
It begins with admitting you have a problem. “Hi, my name is Brian, and I know I have leadership blind spots.” If you struggle to say that, well, you’ve definitely got blind spots. They could be significant blind spots like character or competency. Usually though, they’re areas that didn’t use to be a problem, but over time without intentionality, the blind spot has become a reality. Are you aware you have blind spots? Can your self-awareness skills identify them?
No matter how self-aware you may be, you’ll still need a second opinion. And that means you’ll have to ask others. And when you do, ask with assumption that these blind spots do in fact exist. Your inquiry shouldn’t be, “Do I have any blind spots?” But should be more like, “I realize I get into my own world, habits and passionate about my work, and I know that means I have some leadership blind spots. What are a couple areas you’ve seen where I’m most likely to be susceptible?”
Just assuming they exist and framing in a way that gives the person permission to answer candidly without feeling like they’re attacking you will go a long way in getting useful feedback.
While I do think personality assessments should always be considered 10 percent accurate, nor do I see their results as something that should hold a person hostage to behaviors that are “hard wired in.” I do feel like the results can be a tool. A tool that’s printed that can tell you in black and white how your actions and personality may be perceived by others.
In the most recent personality assessment I took, its results reminded me of some areas that are square in my blind spot. But there were some results that were new to me. For example, when it mentioned, “[Brian] may rely too much on past experience.” I’d never considered this before, but because I became aware of this possibility, I was able to investigate. If you haven’t used a personality assessment, I encourage you to find a free or affordable one and see if it will create awareness for you.
Who, without you asking for it, can make you aware of your leadership blind spots? Who have you given permission to be a “back seat driver” and let you know when you’re merging into an area that could cause a wreck?
You’re a leader. You get things done. You care about others. But a leader who cares about those they lead will make sure at least one of the things you get done is identifying and eliminating your leadership blind spots.
This article originally appeared here.