3 Blind Spots blocking the leadership

You don’t know what you think, and these unconscious common convictions could stop you in your small business doing great things.

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If you know or not, your way of looking at and interpreting the world directly affects your small business behavior. That’s a reality all over the world. We don’t understand the things we do, and we look upon them as we are, as Anaïs Nin has famously said. Your beliefs, sometimes unscrupulous or unconscious, shake what you perceive as a fact.

I help customers discover blind spots as a company teacher. My team and I have worked with over 10000 senior management and have been able to recognize patterns of unconscious convictions which prevent people from being effective leaders. When these blind spots are exposed, the changer is a game.

Three ingrained assumptions that you would have to re-examine to become the most successful leader.

We’re in line with each other.

You’re, however? Strong corporate leadership relies heavily on cohesion. Alignment is the hardest thing, whether you have a 20 or 20,000 staff. Magical effects arise when it is reached.

In order to prepare our clients for a session, we ask each team member to answer a number of questions and we identify the lack of coordination 99 percent of the time.

You must slow down and gain everyone’s support for your dream and priorities in order to deal with misalignment. This requires you to talk to your team with a lot of time for all your objections and questions. The dialogue process is crucial to unity until all issues are addressed.

I am a really good listener.

In fact, you’re unlikely to listen. It’s enormous to accept that.

Probably the greatest blind spot in effective leadership is the idea that we listen to people. We also spend days teaching our company clients how to listen effectively–and these are all incredibly smart people running major companies.

Without making judgments or distortions, it is hard things to listen. A lot of intentional practice is required to be successful. The key point is that we should listen to what is really being said regardless of our internal dialog (or the monkey brain) and the biases and the prejudices we have.

For example, can you think of a person you have defined as hard to work with in your company? This person is more likely to be difficult to work with now through this prism. In the sense of you feeling that the person is complicated, what this person says or even what you hear from them is skewed. Your success with this individual is expected to be impacted.

Consider it a point to know when the monkey brain is functioning to see the way things are numbered. It will make you much more able to communicate with what lies before you, rather than your understanding of what lies before you. That’s a big improvement.

It’s all being done by someone else.

With this unchecked confidence, you can clear your hands for a question that you find. For starters, many leaders claim that their business culture is not as powerful as it should be when we start working with them. Nor have they ever done anything to alter it?

It is another conviction that prevents you from leading your team and your business. There is a huge difference between transparency and obligation. Realize that your team and organization may be responsible, but have you really taken full responsibilities? When you practice and work on this principle every day, your leadership productivity and team success will be significantly enhanced.

Don’t wait until you get something done. You will be the change you wish to see in the world or, in particular, the change that you want to see in your team, as Gandhi famously said.

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