Leadership Feedback: 3 Powerful Ways to Uncover Blind Spots and Accelerate Your Growth
In my years as an executive coach, I’ve worked with many leaders – some at the top of their field, others newer to their roles – who have one thing in common: something, often invisible, is holding them back from reaching their full potential. Sometimes, it’s a habit, a belief, or simply a blind spot they can’t see on their own.
Take a moment to think about the best leader you’ve worked with. What set them apart? Was it their infectious optimism, the way they united people behind a vision, or how they encouraged you to stretch well beyond what you thought possible?
That’s the kind of leadership we remember. But here’s the truth I often see: even the most admired leaders still have room to grow. What distinguishes the best isn’t perfection – it’s their willingness to keep learning and evolving.
Sometimes, areas for improvement are readily apparent, but more often, they’re hidden, yet impacting everything from team morale to business results. The good news? Being curious and willing to listen, you can uncover those blind spots and use them to drive your personal growth.
So, where are you now in your leadership journey? Are you actively seeking feedback, or maybe you’ve received some surprising comments you’re not sure what to do with? You may sense there’s more you could be but haven’t quite figured out what’s standing in your way.
Here’s what I’ve learned: introspection matters but real progress begins when you invite feedback from others—the people who see you lead every day. That’s where fundamental transformation starts.
Blind Spots: Hidden Opportunities for Leadership Growth
Blind spots are just parts of ourselves we can’t see. I’ve worked with leaders who thought they were being crystal clear but whose teams felt uninformed. Others considered themselves decisive but were seen as impulsive by some colleagues. Recognising these gaps in perception is the first step to becoming an even stronger leader.
Research from the Center for Creative Leadership shows that most leaders – at least half – have one prominent blind spot affecting their work (CCL, 2020). So, you are not alone in this journey of self-discovery and growth!
Korn Ferry categorises blind spots into three buckets: trouble connecting with others, difficulty inspiring or developing people, and having a narrow focus rather than seeing the big picture. No matter where your blind spot lands, recognising it is already a leap forward.
If you want to keep growing – and help your team do the same – the most effective move is to ask for feedback from those who work alongside you every day.
The Power of 360-Degree Feedback
So, how do you uncover what you don’t know? That’s where 360-degree feedback comes in. It’s one of the most powerful tools I use with my clients. By gathering insights from your direct reports, peers, manager, customers and others, you gain an honest and empowering picture of your leadership impact.
The Johari Window is a great model for this: it’s a four-box model that reminds us that others may see aspects of ourselves that we haven’t recognised yet. That’s why feedback is so powerful -it uncovers your hidden strengths and blind spots.
Three Proven Ways to Gather Leadership Feedback
Here are three proven methods I recommend to the leaders I coach:
- Online 360 Surveys: These confidential surveys let colleagues rate you on key leadership behaviours and share anonymous comments. Because it’s safe and private, the feedback is often candid, giving you invaluable insights.
- Stakeholder Interviews: You can have a coach conduct one-on-one interviews with your team members, peers, and managers. The stories and suggestions that emerge can be eye-opening, and more nuanced than the results of surveys.
- Enlist a Buddy: Choose one or two trusted colleagues to observe you during meetings or crucial moments and give you their honest impression afterwards. A supportive partner can help you spot your routine habits, celebrate your strengths, and make steady progress in a low-pressure way.
How to Turn Leadership Feedback Into Action
Getting feedback is just the first step. Look for patterns in the data: What strengths do people consistently mention? Where are your opportunities to improve? Then, act on what you find.
Pick one or two areas to focus on and build a specific plan to advance your capability. And remember, asking for feedback is a hallmark of leaders who are committed to growth – for themselves, their teams, and their entire organisation.
Ready to discover what’s been holding you back, and what’s possible when you move past it? Dive into 360-degree feedback and watch your leadership flourish.