Lately, I was brought to my knees. Someone I deeply respect spoke some hard truths — and pointed out areas I’ve neglected. Ouch. Those moments never feel good.
But that’s the thing about blindspots — it’s not a question of if we have them, but whether we’re willing to face them.
In the past few weeks, I’ve seen this come up in a few leaders I work with:
- A CEO who can’t see how their “high standards” are quietly burning out their team.
- A Director who’s convinced communication is clear—but their team is constantly guessing priorities.
- A Founder who keeps saying “I trust my team” but still approves every small decision.
And if I’m honest, I’ve been that leader too. Blindspots are equal opportunity offenders.
Here are three things I’m learning about them:
- Blindspots grow in silence. When people stop telling you the truth, you stop growing. The absence of feedback isn’t a sign of health—it’s a warning.
- Truth-tellers are a gift. It’s tempting to defend or explain yourself when someone calls you out. But behind the discomfort is a rare gift: someone who loves you enough to risk being honest.
- You can’t fix what you won’t face. Awareness doesn’t guarantee change, but it’s the only starting point. The best leaders I know are those who make curiosity their posture, not certainty.
So here’s my challenge to you (and to myself): This week, ask one person, maybe a direct report, a peer, or even someone who’s left your team:
“What’s one of my blindspots?”
And then… just listen. No defending. No explaining. Just thank them.
Because that conversation might be the start of your next breakthrough.
Onward, servant leaders.
— Ray
P.S. If you’ve ever had someone reveal a blindspot that changed your leadership, I’d love to hear about it.
