“Oh no, I don’t have any blind spots!”
The rare and more enlightened high ranking executive might add –
“…do I?”
Applause.
Two excellent points in the additional words of “do I?” which are both so rare for a highly ranked executive. The question at the end is asking for feedback and is saying “I’m open for feedback” PLUS it is an admission that they might have a blind spot.
You may not believe it unless you of course have experienced it yourself, higher ranked executives in organizations are more likely to have blind spots and not address them than middle or lower management. In general, the people in the higher levels of organizations have less emotional intelligence levels and lower self-awareness of their blind spots.
This information is discussed in more depth by Travis Bradberry author of the book, Emotional Intelligence 2.0.
How does this impact the organization?
Take a look at the examples listed and consider the negative consequences for the organization and it’s people.
What specific items derail the leadership effectiveness of the person?
A few brief examples as there are many more:
- There is a lack of awareness of the impact on others of their actions and behavior.
- I am always right. When combined with the first item no one challenges the person with other ideas.
- A real do it yourself person. Wants no help. No feedback.
If we stop here… It should be fairly easy to recognize the negative impact on the organization and the people when one of the leaders in the organization displays this type of behavior and often.
If you recognize any of this in yourself or in others here are a few ways to change it up and turn yourself around.
- If you do not have a close advisory group of a few people with a diverse background – meaning not clones of you – go and get one put together. The idea here is these are people who will tell you like it is and call you on your ‘stuff’. One member might be your Executive Coach. As a side note, you need to be working with an Executive Coach as well, one-on-one.
- Pay attention to how you are interacting with people. Take note of the conversation. Is it even a conversation? Take some notes for a week or two and see where there is a consistent behavior which is negative. Hang in there as you may find more than one! This is where you will need to start your work on yourself.
One item to remember is these are habits. There will not be an instantaneous fix. It will take intentional effort and work on your part.
The good news is the changes will be noticed and the impact on people and the organization will be positive.
Mitch Tublin is the CEO and Founder of Wenkroy International LLC a boutique consulting company with a main focus on Strategic Business Consulting, Training and Business Coaching. Our passion is to take people to the next level in their life and in their business.
