Even for self-aware leaders, there are unknown areas, blind spots, and sometimes leaders don’t have a team to warn them about those risks. One of the primary roles of a coach is to act as a “blindspot alert” partnering with leaders, planning towards the achievement of goals, and looking for potential obstacles. Exploring and naming our biases (and therefore our blindspots) brings awareness to the potential dangers we are exposed to and that we are not addressing, but when we name them, we claim them and we can address them.

Fieldwork this week: Openly discuss biases to determine blindspots. Create an agenda item in your next staff call, talk about your favorite things to do at work, and about the team’s best features, does your organization have a bias of positivity, consensus, and harmony? A company with this bias can miss on competition, critical thinking, and risk management. Action Tips: Inventory your own and your team’s biases, think about how you can bring that alternative perspective into play, create a safe space where you can honor the team’s culture while introducing some of the missing elements.

 

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My mission is to make work fun again by building better leaders. Find out more on my website: shawnacorden.com