Leadership Blindspots

Blind spots are like hidden cracks in a building’s foundation – unnoticed, they can lead to a disastrous collapse.

1. Blind spots lurk behind confidence

Leaders often believe in their infallibility at the height of their success, which ironically makes them vulnerable to critical errors. Blind spots in leadership can stem from overconfidence, resulting in missed warnings or ignored advice.

Steve Jobs serves as a classic example. Though a visionary, his arrogance blinded him to the negative feelings of colleagues, eventually leading Apple’s board to side against him in a clash with the company CEO. His unwavering belief in his greatness rendered him oblivious to his interpersonal flaws.

Similarly, Ron Johnson’s overconfidence at JCPenney led him to make sweeping changes without comprehending the company's foundational values. His decisions alienated JCPenney’s traditional customer base and caused the company to lose $1 billion in a single year.

Examples

• Steve Jobs’ disregard for dissent ended with his removal from Apple.
• Ron Johnson’s failure to understand JCPenney’s customer needs led to catastrophic losses.
• Leaders often overestimate their abilities when their authority is least challenged.

2. Mistakes are treasure maps to growth

Errors shine a spotlight on areas where we lack understanding or competence, offering a chance to uncover latent blind spots. Analyzing recurring mistakes reveals patterns that guide leaders in addressing these weaknesses.

The author shares an episode from his consultancy career where he focused on client results, not anticipating the burden new strategies placed on their teams. This feedback highlighted his blind spot, pushing him to consider company dynamics holistically in future consultations.

Xerox’s R&D group, known as PARC, repeatedly ignored signs of declining innovation. Despite falling behind competitors, leadership resisted addressing these issues and failed to evolve, missing monumental opportunities like dominating the personal computer industry.

Examples

• Identifying weaknesses through mistakes shaped the author’s consulting approach.
• Xerox’s refusal to learn from its errors diminished its industry influence.
• Reflecting on blunders helps leaders predict and prevent similar missteps.

3. Feedback is the antidote to blind spots

Regular, honest feedback from colleagues and team members is essential to spotting what leaders can’t see themselves. Although receiving criticism often stings, it provides valuable perspective leaders wouldn't obtain otherwise.

Meg Whitman, future CEO of Hewlett-Packard, once gave critical but constructive feedback to her boss, helping him recognize and change a dominant leadership style. This improved her boss’s ability to build team confidence and ownership.

Honest feedback is rare unless specifically asked for. Many employees fear voicing criticism directly to their boss. Leaders can incorporate anonymous methods such as consultations with HR or feedback surveys to gather unbiased insights into their performance.

Examples

• Meg Whitman’s frank conversation improved her boss’s leadership approach.
• Directly requesting feedback encourages open communication within teams.
• Anonymous feedback methods mitigate the fear of repercussions.

4. Not all blind spots are disastrous

Some weaknesses can derail projects, while others have little impact. The significance of a blind spot depends on its relevance to a leader's role or responsibilities.

Bill Gore’s naval battle analogy explains this: a hit above the waterline causes minor damage, while one below it might sink the ship. Leaders must determine which blind spots are worth addressing and which can be deprioritized.

Some blind spots may even foster boldness. Sara Blakely’s determination to succeed despite a lack of experience turned her naivety into tenacity. This helped her build Spanx into a billion-dollar company, showing that sometimes a degree of ignorance fuels fearlessness.

Examples

• Bill Gore’s naval analogy pushes leaders to focus on the most pressing issues.
• Marketing blind spots may derail a marketing manager but not a catering head.
• Sara Blakely’s lack of industry knowledge made her relentlessly inventive.

5. Firsthand knowledge trumps filtered reports

As leaders ascend in rank, they risk growing out of touch with the day-to-day realities of their organizations. They often rely on secondhand accounts, which are filtered and prone to omissions.

The popular show Undercover Boss demonstrates how leaders regain perspective by walking in their employees' shoes. Engaging firsthand with frontline work uncovers organizational inefficiencies and fosters better employee relationships.

Andrew Gould, former CEO of Schlumberger, adopted a practice of bypassing filtered information by directly consulting the individuals involved. This method ensured that he obtained unvarnished and actionable data.

Examples

• Undercover Boss reveals the benefits of first-person observations in businesses.
• Filtered reporting risks oversimplifying or omitting valuable information.
• Andrew Gould’s direct inquiries aligned him more closely with company operations.

6. Seek contradictions, not confirmation

Leaders tend to favor data that aligns with their views, shelving contradictory evidence. This selective observation poses risks, hiding gaps or challenges that need addressing.

Companies often measure success by profits alone, disregarding competitive dynamics. A competitor achieving faster growth could threaten long-term survival, no matter the present profits.

A leader once read between the lines during a meeting when a normally vocal team member stayed silent. Asking her about her hesitation uncovered critical feedback, which may have remained unspoken otherwise.

Examples

• Evaluating only budget performance can misrepresent risks and competition.
• Consider all relevant data – even if it challenges current beliefs.
• Encouraging quieter voices can uncover hidden concerns.

7. Build a trusted team of advisers

A carefully selected team can identify blind spots leaders miss. Strong relationships among trusted advisers enable honest and specific feedback, helping leaders make well-rounded decisions.

Steve Jobs rebuilt his leadership image through his trusted team at Pixar, where his colleagues constructively challenged him. This transformed his leadership style and contributed to Pixar’s remarkable success.

Encouraging debate and divergent opinions among team members reveals overlooked risks or ideas, forming a culture where feedback and innovation thrive. Respectful discourse ensures blind spots are addressed productively.

Examples

• Pixar’s Ed Catmull and John Lasseter frequently challenged Steve Jobs.
• Constructive arguments help build a better culture of ideas.
• A trusted team gives leaders a clearer mirror.

8. Companies thrive on a culture of debate

Fostering discussions and respectful disagreements generates better solutions. People should feel able to voice observations or criticisms that the leader might overlook.

Bob Taylor, who led Xerox’s R&D group PARC, prioritized open criticism and discussion in meetings. This collaborative culture led the group to create revolutionary innovations like the computer mouse and laser printers.

When conflicts are avoided, decision-making becomes passive. Encouraging healthy debates keeps the focus sharp, ensuring opportunity gaps or risks aren’t skipped over lightly.

Examples

• Open discussion led PARC to breakthroughs like the laser printer’s invention.
• Project critiques bring latent issues into the light.
• Debate prevents passive follow-the-leader decision-making.

9. Subtle warning signs shouldn’t be ignored

Minor shifts or cues often hint at larger concealed issues. Keen observation skills help good leaders notice these signs and act proactively before the problem balloons.

The author shares an example where he spotted a disengaged peer during a meeting. Asking her opinion revealed valid but unstated concerns, preventing a potential fallout.

By looking beyond surface-level metrics and attending to subtle signals, leaders can better navigate areas they might initially overlook.

Examples

• Identifying and addressing quiet hesitation avoids missed opportunities.
• Subtle indicators like market shifts frequently conceal bigger concerns underneath.
• Engaged observation leads to timely intervention.

Takeaways

1. Actively seek out diverse feedback from team members and build regular reflection into your work to identify recurring patterns and blind spots.
2. Spend time directly engaged with your business through firsthand observation. Avoid relying solely on reports or secondhand updates.
3. Foster a team culture that values open dialogue, respectful disagreements, and trust to ensure blind spots are revealed and addressed effectively.