We can probably all identify people who we believe are good leaders and people we feel are bad leaders. Maybe we came to those conclusions, or perceptions, through first-hand experiences, observations, or stories from our friends and family. You may or may not know the answer to my next question, but I expect you can relatively accurately guess the answer. Do those people engage in self-improvement when it comes to their leadership? Do they read articles or books, have insight, listen to leadership podcasts, retain a leadership coach, or engage in any other leadership development activities?
Why does it seem that the leaders we perceive to have poor leadership seem to be the least likely to engage in dialogue about leadership topics, to read leadership books and articles, to attend leadership training, and are least likely to invest in their own leadership growth? It makes sense that if they are not doing those things, they likely have underdeveloped leadership. But why? Do they already think they are incredible and don’t need, or have no room, to improve? Don’t they believe in continuous improvement? Do they simply not care?
When I worked at the Chamber of Commerce, we hosted various training events. It was always the same pattern. Whatever the topic – customer service, leadership, communication, those who we perceived, based on observations and experiences, as needing the most help in the training areas were the least likely to attend the trainings. Was our perception off? It is hard to say our perception was off when multiple people shared the same perception based on different experiences and interactions.
Before I introduce what I believe is the biggest factor in this, let me clarify something. This is not to say that people who do not attend trainings I am aware of, or are not reading the same books I read, or who do not subscribe to the same podcasts I subscribe to have poor leadership. What this is about, is the differences between people who we know have poor customer service, are lacking in leadership, could improve in communication, or have some other area in which they could improve, and those who do invest in improving and growing.
What I believe is the number one hurdle to people improving their leadership (or communication, customer service, etc.) is lack of insight and honest self-awareness and self-evaluation. They, likely without bad intentions, genuinely believe they are doing a good job. I am sure there are some who know they are jerks, or bad at communication or leadership and really do not care, but I tend to believe that for most people, the need for improvement is in what is called their blind spot – things others know about them, but they do not know about themselves.
I write this column to remind you that we all have blind spots, and it takes honest insight to discover what they are. It can be challenging to find them, admit them, and take steps to address our blind spots.
If you just do not care to improve, do your team a favor and tell them. If you are working on improvement, tell them that as well. Be authentic and vulnerable. That gives the people you lead and influence clarity of the situation and the ability to decide whether they want to be there or not, based on reality instead of based on assumptions and hope for change. It also gives them the opportunity to help and support you, and it may inspire them to improve.
What is in your blind spots? Have you ever considered that before? Be open to truth about how people perceive you. Be honest with yourself about how you behave and where you could improve. Instead of pointing out what is wrong with someone else, take some time to seek out and utilize resources that can help you improve.