Sunday, March 6, 2016

Blind spots within a team environment

 Blind spots are a reality in the modern business environment. This problem affects both the executive manager and the organisation he or she is leading.   Blind spots make us miss what is right before our eyes. Blind spots are “…those areas that involve unconscious incompetence - we don’t know that we don’t know. 

Blind spots are especially catastrophic for teams because they combine arrogance and weakness”  Being incredibly self-absorbed, not knowing how to listen, failing to pick up on the cues of others and being oblivious to one's own emotional drivers are more examples of blind spots. But how can we overcome our blind spots? Here are six guidelines.

1. Expectations management
You need to understand the design of the team leaders, the design of each tem member and lastly the design of each job in your tea. The higher the gaps, the deeper the conflict. When one has a clear direction of what is expected of themselves, only then can they hope to perform at your peak.
2. Intellectual versus emotional commitment
A crucial element is to have full understanding and support to ensure full and eager participation.. Allow the Team to challenge  your mission, vision and strategy to accomplish its task. Let them come up with new challenges. 
 3. Develop character plus your competence
Create a Team whereby each member has the required character first and then  knowledge, skill and capability to address issues related to their tasks and the Team itself. Where character is not in place, ensure they have access to the help they need.
4. Accountability
The Team's reporting process and accountability must be understood by all members. The organisation should clearly define the Team's authority to make recommendations and to implement its plan. Team members must hold each other accountable for project timelines, commitments and results. Let the team regulate themselves.
5.Clear communication
Ensure that team members are clear about the priority of their tasks and that there is an established process for the Team to give feedback and to receive honest performance feedback. Be bluntly open and call a spade a spade
6. Do your team blind spot assessment
Studies have shown that what separates the high-performing executives from the rest of the executive managers is their willingness to take active steps to uncover their blind spots and skills gaps, and being willing to do something about these. When you have received honest feedback, it is suggested that you take notes and do not react immediately. Take a few weeks and think what this information means to you. Then go into purposeful action
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Dr Mario Denton has a passion for serving others. Through his writing, speaking engagements, and coaching, he helps others to make a significant difference in the workplace to shape their culture to reflect their commitment to character and competence.

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