Do you ever struggle with the tug of war between how people see you, how you see yourself, and especially what you may not see about yourself? I just finished a book by John Maxwell and Chris Hodges, “Jesus, the High Road Leader”. In the book, Chris addresses the aspect of authenticity. And gave a tool that helped look inward at yourself, called the Johari Window. I will briefly reference it here but I suggest a deep dive into this incredible vehicle to create self-awareness.
The Johari Window is divided into four quadrants:
Arena: This is the public you, what people see. It’s the space where trust and mutual understanding thrive. The more we share, the more this area grows, leading to stronger connections! Sharing more allows a greater connection with those you are leading. Most people will focus on this area because it’s public and in their mind, the most important one.
Blind Spot: These are things others see in you, but you’re unaware of. For you to develop authentically, you must be in relationships with people you trust. Always a tough topic. I’ll focus more on this later.
Mask: This is what you know about yourself but choose to keep hidden from others. Sharing some of these things can build deeper trust and authenticity in relationships.
Potential: This is the mystery box! It contains things that neither you nor others know about you. Collaboration and cooperation with others produce results that are more than the sum of individual contributions.
I wanted to take a detour and talk about blind spots. Navigating life’s blind spots as a leader requires a combination of self-awareness, humility, and openness to feedback. Blind spots in leadership refer to areas where leaders lack insight into their behaviors, perspectives, or impacts, which can affect their effectiveness. Times of self-reflection as well as seeing honest feedback are helpful but require some personal strength. Insecurity is a breeding ground for blind spots. Learning to listen without being defensive helps understand other’s perspectives.
Sometimes it is hard to process this part of life alone. We simply don’t see clearly when it comes to ourselves. I found having a coach asking questions and digging a bit deeper has been a huge source of help for my personal growth. Surround yourself with safe and trusted people who are willing to challenge your thinking and point out blind spots. It’s been rewarding to see firsthand, when the light comes on someone’s face, sitting across a Zoom call, when they get it. They see, what once was so hidden, come to light by processing it with a trusted partner. That’s the value of a coaching partner.
Embracing diversity in your circle can also allow for space where blind spots can be pointed out by people who have different experiences or biases. Leaders with a growth mindset actively seek out learning opportunities and are willing to adapt when they discover blind spots.
I remember a leader saying to me once that I always needed to be right. Of course, inside I rebelled against the statement. It made me angry because I felt like it was something that wasn’t true. I sat with it for some time to evaluate what the statement was or could be true. I walked away realizing that I needed to be careful how I came across. My heart might be pure, but if I projected something different in my words or attitudes, it was always going to hinder my leadership.
By recognizing that blind spots are inevitable and working to fix them, leaders can make better decisions, foster stronger teams, and create a more inclusive and effective work environment. I would encourage you to spend some time with these quadrants. See where you might be falling short. If you aren’t sure, find a trusted place to process. Maybe a fresh set of eyes is what you need. At times, it’s hard to see through the fog. Which quadrant do you need to focus on?
