Leadership blind spots: five unconscious mistakes that could lead a company on the path to ruin

Everyone makes mistakes. The important thing is to be able to own up to them. After we acknowledge our mistakes, we can begin to correct them. However, some areas take us down without us realizing it. They are the so-called blind spots. According to the author of a series of management publications John C. Maxwell, blind spots are situations where people do not see things realistically, and thus they have become harmful to themselves and to others. Which blind spots affect managers the most?

Blind spots have an adverse effect on each of our lives. In the case of leaders, they can unknowingly jeopardize not only the actions of others but also an entire organization. What should good managers avoid?

Strong opinions and actions

Many people have a talent that they can thank for helping them rise to the top. But only those, who can keep their top positions, are the truly successful ones. Maybe you have the same talent for tennis as the best players of the ATP ranking, but would you handle the nerve-racking battles that take place on the courts? Only the best have the stomach for that.

Each of us has our personal limits beyond which we cannot reach despite all the personal talents that we may have. Do you have a developed enough personality to become a respected leader? Compare the things you say with the ones you do. Only you know if you live in harmony. Acting in agreement with your values, opinions, and feelings is essential to having a strong character.

Solve things in context

Managers, by nature are people of action. They are used to solving troubles as soon as they appear. However, the quickest solutions are not necessarily the best ones. As John C. Maxwell points out, managers can easily slip into having a narrow perspective – they can develop tunnel vision and minimize the significance of their job by following stereotypical methods. They should slow down for a moment and think about all the possible solutions to various situations. Even a small issue can have deeper causes, which are necessary to uncover. Also, the knowledge acquired from the MBA studies that we offer can help you deal with things in context.

Be confident and care about others

A common mistake of managers is that they only think about themselves. Selfish managers only make decisions based on their opinion and goals. They forget that the essence of leadership is primarily about serving others! Do you recognize yourself as having some of these symptoms? Then you belong to a group of uncertain managers described by John C. Maxwell, and you should change the following things about your attitude:

• Distrust in others,
• An inability to share relevant information,
• Restricting subordinates ability to follow other leaders,
• Being threatened by the possible career growth of others. 

You can gain more confidence by increasing your expertise. For example, a Ph.D. degree may help you to move your career forward.

Dare to delegate!

Managers who can’t delegate (micromanagers) usually end up completely exhausted and absorbed by stress. The inability to share tasks and associated responsibilities with colleagues comes as a result of managers being uncertain about and untrusting of their subordinates. Micromanagers are afraid that their subordinates could replace them. However, the primary duty of managers should be to help run a business, and not to impede on the marginal activities that subordinates should be trusted with. If they fail to realize this, they will fall into a habit of performing bad management practices.

Overcome your ego

Pride comes before a fall… Similarly most overly proud and indecisive managers only care about themselves. They overlook the needs of their employees, rather than being perceptive to their feelings and signals. They do not think that they are responsible for any mistakes that the team makes so they blame them on other people. They live in a distorted reality and are seldom happy. Their employees follow them not because they want to, but because they have to; leading to bad morale and a less productive workplace.

If you can acknowledge your ego, you are well on your way to being able to keep it in check. Be grateful for employees who have your back, trust them and admit your weaknesses. The entire team will breathe a sigh of relief when you do.

Source: http://www.johnmaxwell.com/blog/leadership-blind-spots