How to Find Your Blindspots
Finding your blindspots might sound like something of a paradox. After all, if you are blind to them, how do you see them?
Seeking insight and observation about blindspots is a request often made by the more progressive leader’s I work with. They realise the areas of development most likely to accelerate their development fall into this domain. While I cannot necessarily see peoples blindspots immediately, I know where to go looking for them.
Blind spots are like hidden obstacles on the road of self-discovery. They are aspects of yourself that elude your conscious awareness, yet they influence your thoughts, behaviours, and interactions. Uncovering these aspects of yourself sheds light on the shadows that obscure your vision and sometimes distort your interactions. Identifying these blind spots is essential for personal and professional growth, and I would argue, fulfilment.
Here’s six places to go looking for your blind spots:
Recognising blind spots begins with cultivating a self-awareness practice. This involves introspection, reflection, and a willingness to confront uncomfortable truths about yourself. In the words of William Shakespeare; “An eye cannot see itself [abridged]”. For this reason leaders benefit from external input such as a coach who can safely, and supportively guide your self-discovery.
Your strengths are also likely to be your weaknesses. Blind spots often lurk within your tendency to play to your strengths. In considering how your overplayed strengths turn up as weaknesses, you can identify areas for development and improvement.
For instance, a leader may excel in analytical tasks but struggle with empathy and emotional intelligence. Recognising this imbalance can prompt targeted efforts to enhance interpersonal skills and foster greater empathy towards others, thus mitigating blind spots related to emotional intelligence.
Psychometrics, the science of psychological measurement, offers invaluable tools for uncovering blind spots. Personality assessments such as the Myers-Briggs Type Indicator (MBTI), the Big Five Personality Traits, and Insights, highlight your innate tendencies, preferences, and behavioural patterns. By understanding your personality profile, you can identify potential blind spots related to communication styles, decision-making processes, and interpersonal dynamics.
For example, someone scoring high on conscientiousness may possess strong organisational skills but might also be prone to perfectionism, leading to difficulties in delegating tasks or trusting others to deliver results. By recognising this tendency, a leader can develop strategies to mitigate the negative effects of perfectionism and foster more collaborative relationships.
Recommended by LinkedIn
Character Analysis, such as The 5 Character Structures offers even deeper insight into why you react to certain situations and experiences. This deeper exploration of what makes you you, provides a vehicle for understanding yourself at the ego level. Work on yourself of this nature is arguably both the most revealing, and the most liberating.
Pay attention to your reactions in different situations and examine any recurring themes or triggers. Explore your thoughts, emotions, and patterns of behaviour. Notice where you keep getting stuck or experience resistance.
It is very likely that whatever appears as an interpersonal or behavioural challenge at work, also turns up in some form at home. Usually the fastest way to access this information is to reflect on what your significant other and family criticise you for! Even better, open up a conversation with them about it. This information will be a development gift if you are able to hear it as a gift. Inviting input while also asking for some care in how the message is delivered will be important.
Your beliefs and assumptions shape your perceptions and can create blind spots. Challenge your assumptions by exposing yourself to diverse perspectives, experiences, and ideas. Engage in conversations with people from different backgrounds, read books outside of your comfort zone, or travel to new places. By expanding your worldview, you'll become more attuned to the limitations of your own perspective.
How others actually experience you in the workplace is more important than how you think they experience you, or how you experience yourself. Colleagues serve as invaluable mirrors, offering perspectives and insights that can reveal blind spots you may overlook. Inviting feedback from colleagues in a structured and constructive way can provide important insights into your blind spots.
Feedback sessions need to be approached with humility and a genuine desire for self-improvement. Create a safe and supportive environment for colleagues to share their observations and suggestions openly. Remember, both giving and receiving feedback makes most people a little anxious. Focus on specific behaviours or areas of performance rather than personal traits to ensure feedback remains constructive and actionable.
Colleagues can offer perspectives on blind spots such as communication style, leadership approach, or teamwork dynamics. For example, a colleague may provide feedback indicating that an individual tends to dominate discussions during meetings, inadvertently stifling the contributions of others. This feedback can prompt reflection and adjustment of behaviour to foster a more inclusive and collaborative environment.
Embrace discomfort
Exploring your blind spots can be uncomfortable and challenging. Yet you innately understand that growth often occurs outside of your comfort zone. Embrace discomfort as a sign of growth and transformation. Lean into difficult conversations, confront your fears, and be willing to question deeply held beliefs. With curiosity, humility and courage, you can unveil the unseen. Remember that discomfort is temporary. The insights gained from confronting your blind spots can be profound and long-lasting.