You’re across the numbers. You’ve built a loyal team. You’ve weathered all the storms from lockdowns to random tariff changes and you’ve kept the business afloat when others sank. By all accounts, you’re a good leader.

But even the best leaders have blind spots.

We’re not talking about character flaws. We’re talking about the very normal, very human tendencies to miss what’s right in front of you — especially when you’re juggling everything from client demands to staff dramas to the smell of burnt toast from the office kitchen.

These blind spots can affect how we communicate, who we promote, and how confident we feel in our own decision-making. Left unchecked, they can quietly stall your growth — and that of your team.

What do leadership blind spots look like?

There are a number of ways that blind spots can present in your leadership:

1. Mixed messaging and moving goalposts

You think you’re being clear but to your team, it feels like priorities keep changing or expectations are vague. The result? Confusion, frustration, and that awkward moment when no one knows who owns what that often leads to conflict within a team and damage to individual and group morale.

This kind of inconsistency is often unintentional and can be a byproduct of being across too much. But it chips away at trust, and teams start to disengage.

2. Unconscious bias about who gets the ‘good stuff’

Without meaning to, we often reward those who work like we do. Confident? Gets the big client. Assertive? Gets the promotion. Loyal but quieter types? Stuck doing the same tasks for three years straight.

If you’re not watching, bias creeps in - and with it, missed potential. This too can lead to disgruntled and disengaged teams.

3. Avoiding difficult conversations

If you’ve ever rehearsed a tough conversation in your head, then pushed it back to “next week”, you’re not alone. Many leaders, especially those running their own business, avoid confrontation. It’s human. But over time, small issues become big ones, and performance problems start to fester.

And while you avoid the tough conversation, other employees may continue to be negatively affected either by toxic behaviour or poor performance.  So guess what, more damage to your team.

4. Struggling to let go

Some leaders hold on to tasks because no one else can do it “properly.” Others worry delegating will make them look lazy or out of touch, while some hold on to their favourite parts of the job. Either way, you become the bottleneck, deadlines get missed or stress increases as times to deliver are shortened because of your delays and burnout is never far behind.

How can you get rid of the blinkers?

Here’s the good news: leadership blind spots aren’t a weakness — unless you ignore them. There are some who can self-reflect and recognise areas where they can improve but others may know they have the blinkers on but aren’t completely aware as to the how and when and may need some external help to adjust behaviours

Leadership coaching is a powerful way to bring those blind spots into focus and shift your leadership from reactive to intentional.

And it’s not just for first-time managers. Even at the executive level leaders benefit from having someone in their corner. Someone objective. Someone who can call out the gaps, challenge your thinking, and help you develop tools to lead more effectively.

A story of change

One of our clients - a successful business owner in manufacturing - came to us not because anything was “wrong”, but because something felt off.

She led a team of around 60 staff across admin, sales and the factory floor. Business was going well, but she felt stuck. Her exact words?

“I think I’m missing something — I just can’t put my finger on it.”

Through open conversation, she shared that she was:

• Avoiding a couple of difficult team issues
  
  
• Unsure if she was making the most of her talent pool
  
  
• Struggling with delegation
  
  
• Feeling isolated — the weight of being the boss meant she had no one to bounce ideas off

We began with a HR Health Check to map out risks, strengths, and opportunities. Then one of our consultants joined her in the business one day a week, acting as a sounding board, coach, and strategic partner.

Together, we:

• Set clearer expectations and improved team communication
  
  
• Supported difficult conversations and addressed performance issues
  
  
• Identified high-potential team members and created development plans
  
  
• Gave her tools to delegate with confidence
  
  
• Helped shift her leadership mindset from juggling everything to guiding everyone

The result?

“I didn’t realise how much I was carrying — or how much more effective I could be with the right support.”

Tailored leadership coaching that actually fits your business

At HR Staff n’ Stuff, we don’t believe in cookie-cutter solutions. Every business is different. Every leadership style is different. Coaching should reflect your goals, your people, and your personality.

We work with leaders across a wide range of industries including construction, retail, warehousing, healthcare, manufacturing and tailor coaching to:

• Strengthen decision-making
  
  
• Improve communication and trust
  
  
• Support confident delegation
  
  
• Build inclusive and high-performing teams
  
  
• Turn values into action (not just wall posters)

Blind spots don’t make you a bad leader. But ignoring them holds you and your business back.

The greatest leaders aren’t the ones who know everything. They’re the ones who stay open to growth and there are plenty of options that allow you to keep learning and understanding yourself and what you can bring to the table as a leader.  Consider joining a trusted network group, enlist an executive coach or choose a mentor. 

HR Staff n’ Stuff can help with all of this but there are plenty of choices out there and it is important to go with someone with whom you feel comfortable and who challenges you to be your best!