Your Leadership Blind Spots

Many leaders are surprised when they receive confidential feedback from colleagues and employees, or an objective assessment from an executive coach with expertise in helping leaders see their own competence gaps. The nature of our leadership "blind spots" is of course that we are blind to them.

But identifying and addressing leadership competence gaps is crucial for personal development and organizational success. Here are some effective ways to self-assess and gather objective feedback:

1. Self-Reflection and Self-Assessment Tools: Start by introspecting on your strengths and areas for improvement. Tools like SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) can be helpful. Additionally, consider using professional self-assessment tools like the Myers-Briggs Type Indicator or the StrengthsFinder to gain insights into your personality traits and leadership style.
2. 360-Degree Feedback: This involves collecting feedback about your performance from a range of sources, including superiors, peers, subordinates, and even customers or clients. This method provides a holistic view of your performance and can highlight areas that need improvement, which might not be visible through self-assessment alone.
3. Mentorship and Coaching: Engaging with a mentor or a professional coach can provide valuable insights into your leadership abilities. Mentors or coaches offer an external perspective and can guide you in identifying your blind spots and developing strategies to address them.
4. Professional Development Workshops and Training: Participating in leadership workshops, seminars, or courses can help you identify common leadership challenges and learn new strategies to address them. These programs often include self-assessment components and provide tools for continuous improvement.
5. Regular Performance Reviews: Engage in regular performance review sessions with your superiors. These reviews should not only focus on business outcomes but also on leadership qualities and personal development.
6. Feedback Surveys: Anonymous feedback surveys can encourage honest and unfiltered feedback from your team. Ensure that these surveys are structured in a way that the feedback is constructive and actionable.
7. Peer Networking Groups: Joining or forming peer networking groups with other leaders can offer a platform for sharing experiences and challenges. This peer-to-peer interaction can provide valuable insights and different perspectives on leadership competencies.
8. Keeping Up with Industry Trends: Staying informed about the latest trends and best practices in your industry can help you identify new competencies that are becoming important and assess where you might need to catch up.
9. Personal Development Plans: Create a personal development plan that includes specific goals, action steps, and timelines. This should be a living document that you revisit and update regularly as you progress in your career.
10. Seeking Constructive Criticism: Actively seek out and be open to constructive criticism from colleagues and subordinates. This requires creating a culture of open communication and trust where feedback is valued and used for improvement.

Remember, the key to successfully identifying and addressing competence gaps is a continuous and proactive approach. Regularly investing time in self-assessment and seeking feedback from various sources can significantly enhance your leadership abilities and contribute to your organization's success.