What does it take to be a GREAT leader, long-term? How do you know that 10, 20, or 30 years from now, you will still be a GREAT leader rather than a set-in-your-ways, burnt-out kind of leader?
Most leaders focus on success, creating positive results in business. This is what drives them. And most of them are earnest and sincere in their motives toward the people they work with in creating those positive results.
But, there’s often a gap between the ‘intentions’ of these leaders and the actual ‘consequences’ of their actions on relationships.
These unintended consequences SABOTAGE their real POTENTIAL. Sometimes, it doesn’t even seem like things are actually that bad, until they get BETTER. Until relationships improve and the results skyrocket!
So, what makes the difference? What bridges the gap?
The key is KNOWING YOUR BLIND SPOTS as a leader…
The problem with blind spots is that we don’t know we have them!
So, how do we discover them and then do something about them to maximize our leadership potential?
WE HOLD UP THE MIRROR.
In order to see what’s actually going on, we need the help of others…and this requires humility and a willingness to ask for and apply FEEDBACK consistently.
When asking for feedback, however, we have to be aware of power dynamics that are involved. If we want honest feedback—especially from the people who report to us—we have to make honesty and transparency safe. Otherwise, we only receive filtered, partially true feedback.
A couple of ways to solicit honest\ feedback that reveals our blind spots, includes:
– Investing in strong relationships with our employees and coworkers. If we do this, when we ask for feedback we will have created an environment where trust and transparency are like the air we breathe.
– Facilitating confidential 360 feedback. This method allows employees and coworkers to share open and honest feedback in an anonymous way, particularly for any who may still feel uncomfortable.
We work with our clients to help with each type of feedback, so they eliminate blind spots and continuously improve and grow as leaders.
Just remember, if you take the risk of asking for feedback, and if the people you ask take the risk of giving it, make sure you express APPRECIATION and VALUE it by taking it to heart.
It’s the KEY to eliminating your BLIND SPOTS and making it possible for you to be a great leader long-term!