Checking for blind spots

In keeping up with our theme of the self-aware leader – I want to talk about the areas where we are not aware- what we call a blind spot

I think we are all familiar with a blind spot- in a car it is those tricky areas that are unseen because of pillars or areas that windows and mirrors don’t allow us to see- hence the need to look over our shoulder to be sure. And as technology evolved we had additional sensors to cue us – the light or a sound on a sideview mirror that alerted us to the presence of potential danger.

Unfortunately, not every leader has a team that informs them of the presence of potential danger. It could be a bias for optimism that blinds them to risk, or pride that makes them overly confident and fail to create a risk management plan.

This is one of my primary roles as a coach. To act as a blind spot alert. When I partner with leaders to plan to achieve goals – we review potential obstacles. I liken it to viewing your travel options on your navigation app. Where’s the heavy traffic, the construction zones, the toll roads. Could the competition, integration schedules, or increased construction costs derail this goal? What about the people aspect? Can they navigate the change well? Do they have a strong enough foundation to be resilient?

But the great coach goes one step further- do they know their client well enough to identify areas that are the personal challenge rather than generic challenge for the leader. To identify these blind spots we often have to go into another lane. Talk about similar past efforts. Where things went awry. It does get personal. We are asking them to be vulnerable.

I am wrapping up teaching a course for Ethics in Coaching -it’s been a wonderful class of committed students. One of the assignments was for the students to identify their own biases that may impact their coaching. The coach’s own blind spots.

As for my own biases- I am personally swayed by the underdog, a good work ethic, and balanced ideas. I favor the right thing to do- vs the ‘correct’ thing to do. I volunteer these biases in my conversations with my clients. So that they know if they share the same biases- we together have to overcorrect and change lenses. We must be intentional to take the side of the dominant player, or the cheap and easy way, or the emotional argument.

Companies have techniques for this – such as placing a seat at the table for the ‘customer’ – cardboard cutout of the avatar and all in an actual chair.

Naming our biases – and therefore our blind spots, brings awareness to the potential danger we are exposed to if not addressing them. When we name it – we claim it- and we can address it. Biases can be both good and bad. But not being aware of them – is where the danger exists. By knowing the pillars obscure spots around our car- we compensate and find ways to reduce exposure- the same is true with our own blind spots.

So how do we become aware when we are unaware? We partner, we analyze – we take inventory. What are your preferences? What are your tendencies? What are your pet peeves? What does that reveal? How does your partner or coach help you see the other side?

Does your team need help analyzing and inventorying your biases? Understanding your blind spots? I work with clients and their teams to increase their awareness and build trust between themselves and others by naming these preferences. This builds a culture of reflection and removes blame and finger pointing. Schedule a workshop for your team by emailing : shawna@shawnacorden.com

Which brings us to our tool of the week: Openly discussing biases to determine blind spots.

Create an agenda item on your next staff call. Talk about your favorite things to do at work – the things that put you in flow – your favorite characteristics of team members. What does that reveal about your team? Are they positive, open and sharing? Do they value free exchange of ideas and promote one another’s accomplishments? If so, it may reveal an organization that has a bias for positivity, consensus and harmony? What are the potential blind spots for a team with this bias? It sounds like a great place to work for sure- but it could be missing competition, critical thinking and risk management.

SO HERE’S YOUR fieldwork –because COACHING WITHOUT ACTION ISN’T COACHIng – IT’S JUST ENTERTAINMENT

Inventory your team biases- and what might be missing – how can you bring that alternative perspective into play? Explore through discussion. Create a safe space. How can you honor your team’s culture while introducing some of the missing elements?

Let me know if I can share some conversation starters for you by dropping a note to shawna@shawnacorden.com

If you liked this blog please subscribe – and share. If you would like to hear more about a topic that would make your work fun by improving the leaders in your organization please drop us a line at shawna@shawnacorden.com

Until next week – take good care