Look Out Behind You! Leadership Blind Spots That Could Be Slowing You Down
Why some leadership patterns keep repeating (and how to finally break the cycle).
Ever Feel Like You’re Living the Same Leadership Day on Repeat?
It’s Tuesday morning. Again.
Same meeting. Same tension.
You leave thinking, “Didn’t we already talk about this?”
You’re trying your best. You’re following through.
But somehow, your efforts aren’t landing the way you expected—at least not every time.
It’s not always a disaster… but it’s not clicking either.
Sometimes, leadership feels a little like Groundhog Day: you keep running the same playbook, getting the same so-so results, and wondering why things aren’t improving. Or worse—you get results, but deep down, you know they’re not sustainable. Something’s off. And it keeps coming back.
That something might just be a blind spot.
What Is a Blind Spot (and Why It Matters So Much)
A blind spot is a behavior, assumption, or pattern that you don’t fully see—but that others experience regularly. It’s not a leadership flaw, and it’s not something you’re doing wrong on purpose. It’s something you’re not yet aware of.
And that’s what makes it so tricky.
When left unchecked, blind spots slow down progress, erode trust, and leave your team second-guessing what you really mean—or whether they can be honest with you.
How Blind Spots Sneak In
They don’t come from nowhere. In fact, most leadership blind spots trace back to familiar territory:
➤ Lack of Experience
No one taught you how to do this part of the job, so you’re winging it. That’s normal, especially for new or growing managers. But what works for you might be confusing (or frustrating) to others.
➤ Unconscious Biases
You gravitate toward certain people. You assume deadlines work a certain way. You reward the communication style that matches yours. All of that happens without realizing it, and can limit who speaks up or thrives under your leadership.
➤ Emotional Defensiveness
If a colleague gives you feedback, is your first reaction curiosity or explanation? Many blind spots live behind our defenses. If something feels hard to hear, it’s probably worth exploring.
➤ Overconfidence
You’re used to leading with confidence. But sometimes, that confidence becomes a shield—you assume you’re being clear, even when the room is confused. You assume you’re approachable, but your team isn’t sharing. You think you’re coaching, but you’re unintentionally criticizing.
How to Spot a Blind Spot (Before It Trips You Up)
So, how do you catch what you can’t see?
Start by doing something many managers avoid: get curious about the friction.
Ask directly: What’s one thing I do that might be getting in the way?
Watch the patterns: Where do things keep going sideways?
Listen to the silence: Who stops speaking up when you’re in the room?
Use tools: 360 feedback, DiSC, or even a quick check-in with a trusted peer can open your eyes to what’s just outside your awareness.
Blind spots aren’t failures. But ignoring them? That’s where the real trouble starts.
What to Do Once You’ve Found One
Here’s the good news: spotting a blind spot is the first (and biggest) step forward. You can’t change what you won’t face—but once you see it, you have options.
Acknowledge it: Quietly or out loud, but name what’s real.
Pick one thing to shift: Small, clear, consistent actions go further than big promises.
Let your team in: If appropriate, say, “I’ve realized I tend to do ____, and I’m working on it.”
Ask someone to hold you accountable: Whether it’s a coach, peer, or brave team member, enlist a second set of eyes to keep you honest.
What This Means for Your Leadership
Self-awareness is not a personality trait—it’s a practice.
Blind spots don’t make you a bad leader.
But refusing to look for them? That can hold you back more than you think.
The next time you feel stuck in the same pattern, pause and ask:
“What might I be missing here?”
Because sometimes the thing slowing you down… is the thing you’ve been dragging behind you all along.
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