7 Powerful Coaching Questions to Uncover Leadership Blind Spots
Leaders often seek ways to uncover their hidden weaknesses and excel in their roles. This article provides insightful responses to the question, "What's seven powerful coaching question you use to help leaders uncover blind spots?" The first suggestion emphasizes considering the team's actions without the leader's presence, while the last insight recommends examining discomfort with delegation. With seven unique insights, this blog post promises to enhance leadership effectiveness through thoughtful inquiry.
- Consider Team's Actions Without You
- Identify Your Role in Problems
- Solicit Feedback from Peers
- Analyze Past Decisions for Patterns
- Reflect on Emotional Triggers
- Compare Intentions and Impacts
- Examine Discomfort with Delegation
Consider Team's Actions Without You
One of the most powerful coaching questions I ask to help leaders uncover blind spots is: "If your team couldn’t reach you for two weeks, what would they do?"
Think about that for a moment. It’s not just a question; it’s a reality check. Sometimes, we get so caught up in being the go-to problem solver that we forget our real job: developing other leaders. And here’s the thing—if we’re always stepping in, we might be unintentionally holding our team back from growing into the incredible leaders they could become.
Now, I know how hard it can be to step back. It’s natural to want to jump in and fix everything. But here’s a little exercise to try: grab a Post-it note and write, "I’M THE PROBLEM." No shame here—it’s just a reminder. Now, place that note right up against your face, so it’s touching your nose.
Can you read it?
Nope. It’s impossible. You’re way too close. And that’s how it works in leadership, too: sometimes, we’re too wrapped up in the day-to-day to see that we might be getting in the way. So, take a step back. Give your team space to figure things out. You’ll be amazed at how much they grow when they have the room to shine.
And remember, our job is to create more leaders, not just solve problems. Think about lighting a candle: when you use one candle to light another, does the first one lose its flame? Of course not. It keeps shining, and now there’s more light. That’s what it’s like when you empower others.
Here are some simple, human ways to put this into practice:
Pause Before You Jump In: Next time a team member comes to you with a problem, count to ten in your head before responding. It gives them a moment to think more deeply and maybe even come up with their own solution. Trust me, that pause can be powerful.
Ask Questions That Spark Growth: Instead of solving the problem, try asking, "What do you think the best solution might be?" or "What would you do if I weren’t available?" These questions nudge your team to think like leaders and take ownership.
Celebrate Their Wins and Mistakes: Yep, even the mistakes. Every time your team tries something new—whether it works or not—they’re learning and growing. Be there to support them and cheer them on. It’s all about creating an environment where people feel safe to take risks and grow.
Because at the end of the day, leadership isn’t about being the hero who saves the day. It’s about lifting others up so they can shine on their own. And when you do that, everyone wins.
Identify Your Role in Problems
At its core, one of my favorite questions for blind spots is, "What's your part in the mess?" The sad truth is that we're all playing a part in creating the challenge that we're facing. If we can identify our contributing behaviors, that opens the door for us to influence the situation in a different way, increasing options and agency. The question sounds different in different conversations, of course. I recently asked, "In what ways are you rewarding or reinforcing those behaviors from your direct reports?" and in another conversation I asked, "What are you doing that contributed to arriving back in this situation?" Asking something like, "What's the unspoken message at work that causes that behavior to arise?" is a similar "what's our part in the mess" question that gets at systemic pressures. Helping our client and thought-partner step back and perform a more challenging diagnosis of the situation can really move the conversation to new ground.
Solicit Feedback from Peers
To uncover leadership blind spots, it is essential to solicit feedback from peers and direct reports. They can provide honest insights into behavior and decision-making. Feedback helps identify areas for growth and improvement.
It also fosters an open and trusting work environment. Making it a routine can lead to continuous development. Consider scheduling regular feedback sessions with your team today.
Analyze Past Decisions for Patterns
An important approach to uncovering leadership blind spots is analyzing past decisions for recurring patterns. By closely examining previous choices, one can spot tendencies that may hinder leadership effectiveness. This analysis may reveal biases or oversights.
Understanding these patterns provides an opportunity to make more informed decisions. It is crucial to review decision-making regularly. Take time now to look at past outcomes and learn from them.
Reflect on Emotional Triggers
Reflecting on situations that trigger strong emotions can be quite revealing for leaders. Such emotions often indicate deeply held beliefs or values that may not always align with effective leadership. This reflection can uncover unconscious biases or fears.
By acknowledging these triggers, a leader can work towards managing emotional responses better. This can lead to more balanced and thoughtful leadership. Set aside some time for self-reflection and emotional assessment.
Compare Intentions and Impacts
Identifying misalignments between intent and impact is a crucial part of understanding leadership blind spots. Leaders often have good intentions that do not translate into positive outcomes. Recognizing where intentions fall short can highlight areas needing correction.
This understanding helps align actions with desired results. Regularly monitoring and adjusting based on feedback is key. Take steps today to see where your intentions and impacts differ and strive for improvement.
Examine Discomfort with Delegation
Exploring areas where delegation feels uncomfortable can shed light on leadership blind spots. Reluctance to delegate often stems from a lack of trust or fear of losing control. This can lead to micromanagement and burnout.
By identifying these discomforts, leaders can work on building trust within their team and improving delegation skills. This fosters a more collaborative and efficient work environment. Challenge yourself to delegate a task today and observe the outcomes.