The Most Common Leadership Blind Spots (And How to Fix Them)

No matter how experienced, confident or capable you are, leadership blind spots happen. They’re the gaps between how you think you’re showing up and how you’re actually being experienced by others. They’re surprisingly common, and left unchecked, they can hold back not only your own growth, but your team’s potential too.

As a business psychologist and leadership coach, I work closely with leaders at all levels,  from ambitious new managers to seasoned executives, and I can tell you this: everyone has blind spots. The difference is in who’s willing to identify them and do the work to close the gap.

Here are some of the most common leadership blind spots I see, plus what you can do to overcome them.

1. Believing you’re more approachable than you are

Many leaders think they have an open-door policy. They say they welcome feedback and want honest conversations. But when I talk to their teams, I often hear the opposite: that people feel intimidated, nervous about speaking up or unsure how their input will be received.

These leadership blind spots often stems from a mismatch between intention and impact. You might be focused on efficiency or solving problems quickly, which can come across as unapproachable or even dismissive.

How to fix it: Regularly ask your team for feedback on how accessible you feel to them. Use anonymous surveys or one-to-one check-ins to understand what’s working and what might be getting in the way. Practice active listening, and when someone does share something difficult, thank them for it before reacting or defending.

2. Thinking you’re communicating clearly (when you’re not)

You know your strategy inside out. You’ve repeated the priorities at every team meeting. So why are people still unclear on what success looks like?

Often, leaders assume they’ve communicated enough when in reality, it hasn’t landed. People absorb information in different ways, and in busy environments, things get missed or misunderstood.

How to fix it: Slow down your message. Use multiple formats (spoken, written, visual) to reinforce key ideas. Ask your team to reflect back what they’ve heard, so you can spot any confusion. Clear communication is less about what you say and more about what people understand.

3. Overvaluing performance and undervaluing people

This one shows up a lot in fast-paced or target-driven environments. Leaders become laser-focused on results, productivity and outcomes, which are important, of course, but in the process, they can miss how their team is actually doing.

You might be unaware of rising stress, burnout or disengagement until it’s too late.

How to fix it: Start every one-to-one or team meeting with a quick check-in. Ask how people are, not just what they’re working on. Make space for conversations about workload, wellbeing and energy levels. When you show that people matter as much as performance, you get both.

4. Believing you’re inclusive, without checking for bias

This is one of the trickier blind spots to spot in ourselves. Most leaders want to be fair, inclusive and unbiased, but unconscious bias can sneak in easily. You might be giving more airtime to certain voices, favouring people who think like you or overlooking quieter team members in decision-making.

How to fix it: Create regular opportunities for feedback around inclusion and fairness. Be intentional about who you involve in meetings and projects. Challenge yourself to pause and ask, “Whose perspective might I be missing here?” Small shifts like this can have a huge impact on culture.

5. Assuming your team knows how much you value them

You might feel proud of your team. You might even think they know you appreciate them. But unless you say it, they probably don’t.

Many leaders underestimate the power of recognition. A lack of appreciation is one of the top reasons people disengage or look for new jobs.

How to fix it: Make recognition a habit. Call out wins in team meetings. Send a quick message after a job well done. Say, thank you often, specifically and sincerely. It doesn’t have to be big, just consistent.

6. Thinking you’re managing change well, but your team is struggling

Change is constant, and many leaders pride themselves on being agile. But just because you’ve mentally adjusted doesn’t mean your team has caught up. You may be underestimating the emotional and practical toll of ongoing change.

How to fix it: Slow the pace where you can. Check in with your team about how change is landing, not just in terms of logistics, but emotionally too. Explain the why behind each shift, and be clear about what’s changing and what’s staying the same. Empathy during change goes a long way.

How to spot your own blind spots

The hardest part about blind spots is that, by nature, we can’t see them. That’s why great leadership always includes regular reflection, feedback and self-awareness.

You can start by:

• asking for 360-degree feedback from trusted colleagues,
• working with a coach to explore patterns and gaps,
• reflecting on the disconnects between your intent and the outcomes you’re seeing.

Don’t view blind spots as flaws…see them as opportunities for growth. The most respected and effective leaders I work with aren’t the ones who get it right all the time. They’re the ones who stay curious, open and willing to grow.

Final thoughts

No leader is perfect. But those who are brave enough to explore their leadership blind spots and adjust their approach will stand out in 2025 and beyond. It’s not about being self-critical; it’s about being self-aware.

If you’re ready to shine a light on your own leadership habits and explore how others experience you, I’d love to help. Through coaching, feedback tools and practical leadership development, we can turn your blind spots into breakthroughs.