5 most common blindspots in emerging leaders

Stepping up into a leadership position is equal parts exciting as it is terrifying. I remember my first leadership position, I was so excited but I really had no idea what it would entail and who I would need to become to be effective. 

You are stepping away from being an individual contributor where you have likely absolutely nailed your role and into a role where you are responsible to lead others with little to no idea how to actually be an effective leader.

Your bright eyes and fresh perspectives are welcomed at the table but it’s then that you realise that how effective you are as a leader relies heavily on being able to have self awareness of your own blindspots, which by definition are areas in our understanding or behaviours that we are unaware of.

The consequence of unaddressed blind spots can impact team dynamics, hinder effective communication and create a barrier in building trust. This then leads to unnecessary conflicts, a decrease in team morale and potential setbacks that hold you back from achieving your goals. 

Being aware of and actively addressing your blind spots is a proactive and strategic approach to personal and professional development. It is a fundamental aspect of effective leadership, contributing to improved decision making, stronger relationships, and a more resilient and adaptable leadership style.

So where do you even begin? 

Let’s start by exploring the 5 most common blindspots I see in emerging leaders that I work with so you can address your blindspots before they address you. 

SELF AWARENESS: YOU’RE LACKING IT. 

Self awareness is a bit of a buzz word these days but being able to understand your own strengths, weaknesses, values and emotions is crucial for effective leadership. 

Leaders who lack self awareness struggle to relate to their team, adapt to changing situations and foster meaningful relationships.

To overcome this blind spot, emerging leaders should engage in regular self reflection, seek feedback from peers and mentors regularly and actively work on their emotional intelligence. 

MICROMANAGEMENT: YOU SAID YOU would NEVER DO IT, BUT YOU’RE DOING IT. 

We all have a story of working for a micromanager and absolutely hating it but what happens when you are an emerging leader is that you want to ensure success in your new role but it can lead you to leaning over your team's shoulder and trying to oversee every detail. 

This blindspot is a sure fire way to limit your team's creativity, autonomy and overall productivity. 

Remember your team has been hired for a reason so instead of focusing on watching their every move, focus on building trust with your team, delegate responsibilities effectively and foster a culture of collaboration. 

RESISTING CHANGE: YOU’RE LOOKING FOR FAMILIARITY but change is inevitable

Change is inevitable in business, as a leader it is your responsibility to lead by example and lead your team through change. Leaders who continuously resist change miss opportunities and can risk becoming stagnant in their role. 

Of course it’s easier to stay in your comfort zone and in the familiar, doing things how you’ve always done and not having to worry how your team might react to yet another change. We get it, change fatigue is real especially in fast paced environments but embracing change promotes innovation but also positions you as a leader with your team for success in dynamic environments. 

Start by embracing change as an opportunity to innovate and improve, stay ahead of industry trends and upcoming changes and encourage a culture of continuous improvement. 

INEFFECTIVE COMMUNICATION: YOU’RE STRUGGLING TO ACTIVELY LISTEN AND ARTICULATE YOUR VISION 

Communication takes work and I would say is the backbone of effective leadership, when communication breaks down it can cause challenges within your team and organisation. It has a ripple effect and everyone feels it. 

It’s common as an emerging leader to struggle with articulating your vision, providing clear instructions because we all know it’s easier to do it ourselves at the start or actively listen to your team. 

Building strong communication channels will promote transparency and trust within your team. Building the skill of effective two way communication, start by asking a question to actually listen to the answer, actively seek feedback and make sure you tailor your message to different audiences to ensure it is communicated effectively. 

INADEQUATE CONFLICT RESOLUTION SKILLS: YOU’RE AVOIDING OR MISMANAGING CONFLICT

Conflict in organisations is unavoidable, so when you start off as a new leader it can be easier to avoid conflict because you don’t feel equipped to handle it or maybe you have tried to address it but then you ended up mismanaging it and decided you won’t be doing that again. 

When you avoid or mismanage conflict, it can lead to a toxic work environment - if there was one thing I learnt early on in my career; it was to tackle conflict head on to create a more resilient organisation and a positive team dynamic.  

If this sounds like you focus on developing conflict resolution skills, promoting open communication, being proactive in addressing conflict and fostering a culture that welcomes diverse perspectives. 

Being aware of your own blindspots is the first step to becoming a more effective and adaptable leader. 

Prioritising self awareness, embracing change, empowering your team, improving your communication and conflict resolution skills will enable you to navigate the complexities of leadership as a new leader.

I work with emerging leaders, senior leaders, executives and business owners to support them in developing self awareness to enhance their overall leadership effectiveness

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