The 5 Most Common Executive Blind Spots

Every human being has blind spots, things that others see about them that they don’t see about themselves. Sometimes the blind spots are minor and, once identified, can be easily corrected. Others are more serious and may not even be recognized by the executive when they are pointed out to them. In these extreme cases, the executive may not realize the harm that their behaviors may cause, and they may even look at these behaviors as strengths.

Is your performance suffering from one of these blind spots?

1. Failing to clearly, concisely, and regularly preach the Vision and Mission of the company to ALL of the employees.

Too many top executives create a Vision and Mission, send out a company wide email proclaiming it, and then assume that all of the employees know, understand, and have bought into them. Any employee will tell you that actions speak louder than words, but actions combined with words are needed to reinforce your Vision and Mission. Communicate with the entire organization readily and don’t forget to show your employees how your latest actions are consistent with the Vision and Mission.

2. Undervaluing the concept of diversity in your inner circle.

We’re not talking here about ethnic or religious diversity (although those concepts may well play a role in the issue), but rather diversity of thought that allows new ideas to surface and be heard. Too often, executives want people who think the way they do. And, while it’s important that your inner circle share your core values, a lack of diverse ideas leads to a lack of creativity in your organization.

3. Viewing conflict as bad – believing that harmony results in greater productivity.

Conflict has a bad reputation in the workplace, but conflict plays an important role in creating explosive growth. While personal agendas and personal conflict may drag down your efforts, honest conflict involves people who are willing and able to present differing perspectives and debate those ideas knowing that there is a willingness to hear different views. A lack of conflict also represents a lack of trust in an organization, where no one is willing to express unpopular views.

4. Treating everyone the same in the name of equality.

If we accept the premise that all people are different, then we must also accept that all people want and need to be treated differently. Too often, we confuse the concept of equality with fairness. You need to recognize that people have different motivations, desires, and fears. Treat everyone fairly and with respect, but don’t make the mistake of trying to treat everyone equally.

5. Not creating the next generation of leaders in your organization.

An organization is only as strong as its people, and your leadership team is responsible for ensuring that you have strong people at every level. None the less, it’s your responsibility to create an environment that identifies the next generation of leaders and encourages their growth so that your leadership team remains strong. And remember, growing your people is as important in bad times as it is in good.


Did you recognize yourself in any of these 5 blind spots? More importantly, would your inner circle say that you possess any of these blind spots? If you don’t know what your own blind spots are, it might be time to bring in an expert to help you identify and manage them.


At ECI Learning Systems LLC, we are dedicated to helping companies get the greatest return from their most valuable asset: their employees. We work with you to align 3 key organizational factors:
• Your Company Culture
• The Leadership Styles of your key managers
• The Expectations of your Employees

When these 3 factors are aligned, you create an energy in your company that improves productivity, reduces absenteeism, increases creativity, and positively impacts your bottom line. Contact ECI Learning Systems LLC today to get your free Workplace Evaluation.


Until next time.....

Dave Meyer
ECI Learning Systems, LLC
http://www.ecilearning.com