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…

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Read more about the article What critical leadership skills do you need for success in 2022?
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What critical leadership skills do you need for success in 2022?

The demands on leaders continue to evolve as we adjust to the ongoing impact of the global virus pandemic. Early in 2020 business leaders moved into crisis mode to keep their businesses running and their people safe. For many, it was a hard road to travel that created high levels of anxiety and fatigue. Two years on, the challenges continue as we reorient ourselves to new ways of working. So, what does it mean for you and your organisation? First, the essence of great leadership hasn’t changed. Integrity, judgment, courage, strategic thinking, and the ability to deliver results are still crucially important. However, a new set of skills has become significant in the face of ongoing disruption. A more collaborative, engaging, and agile approach is called for to guide a business forward and empower individuals and teams. Critical elements of this approach include: Maintaining personal flexibility to meet the needs of the moment Seeking out views and ideas from internal and external sources, and Inspiring commitment and energy from others to shared goals. A useful model to illustrate the practical implications of what is required has emerged from research at IMD Business School. It was found that leaders who were highly effective in transforming their organisations in the face of business disruption demonstrated agility through four differentiating competencies. Humility Humility is evident when leaders recognise that knowing what you don’t know can be as valuable as knowing what you do. Is this acknowledged as a leadership requirement in your business? If not, it’s time to think about what it means and why it matters. Humble leaders recognise that one person cannot know everything needed to make critical decisions, so they seek and input from diverse sources. They see value in assembling the right team for better decision making. Their approach conveys respect for people and builds trust. Reflection question: Does your level of expertise sometimes prevent you from learning and growing? Adaptability The ability to adapt is essential in complex and changing environments. However, focused adaptability based on gathering new information is a significant component of agile leadership. Agile leaders adapt their behaviour in the short-term based on their ability to make evidence-based decisions. They are prepared to change their minds if new data comes to light, and they see this as a strength rather than a weakness. Reflection question: When did you last change your behaviour in response to the dynamics of those around you? Was it comfortable to do? Visionary It has always been important for a leader to have a clear vision for the future of their organisation. However, in times of rapid change, it’s essential to discern which opportunities to pursue to support the longer-term direction of the business. Visionary leaders have a well-defined idea of where their organisation needs to go, even if they don’t know precisely how they will get there. They know that sharing their vision is a key to motivating others to action and commitment to purpose. Reflection question: Do you have…

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