Blindspots

I was approaching the entry barrier to the marina, when I was temporarily distracted by the beauty of the sunset.  In that split second, I succumbed to temporary blindness.  One moment everything was dark, the next, the barrier was inches away from my windscreen.  Fortunately I was driving slowly, so although a bit unnerved, there was no physical damage.  I was saved.  The blindspot had shifted into the light.

Unfortunately the same cannot always be said for the blindspots we have for the appreciation of our impact on others.  We see and celebrate achieving organisation targets. We are blind to our emotional impact on others and thus miss the opportunity for our high performing teams to deliver their highest performance.

In my 15 years of facilitating deep introspective sessions, the most successful male leaders I have worked with, have been those willing to embrace the need for concurrent focus on task and relationship.  It has been those who have had the courage to pause – be open to 360 feedback,  able to lay aside egos and tune into their higher selves and listened and introspected on my candid and insightful feedback. 

I create an environment that is calm enough for you to be willing to be vulnerable, yet challenging enough for you to acknowledge that transformation is the only way. Direct message me to hear more.

It’s ironic that the proponents of Emotional Intelligence are male – Daniel Goleman, Peter Salovey, John D. Mayer, Chad Meng Tan, Joshua Freeman, yet we continue to dance with the narratives that EI is a soft skill and real men don’t engage their emotions.

Discovering our blind spots is not a solo task.  If you are experiencing tension between delivering on task and building relationships; adamant that you have all the answers; believe that you don’t need a 360 assessment; know that you wear a mask – those are good starting points for a conversation.  Let’s connect.