Great leadership can propel an organization forward, but only with the awareness of blind spots and the ways to avoid them. Below are common blind spots in the workplace and how to uncover the hidden opportunities.
What is Unseen
Many leaders have blind spots in their leadership style. That makes sense given each person looks at situations as a product of their experiences, values, and ways of thinking.
There are certain things that leaders can miss, just like when driving a car. By bringing blind spots or gaps to light, organizations can improve the workforce.
3 Common Blind Spots:
1. Active Listening
Employees can tell when someone is not really listening to what they are saying and instead is simply waiting for a pause to ask their own question. If you are an HR leader, it’s important to know that the staff wants you to listen to them actively.
Attentive listening is a sign of respect. More importantly, it helps you to understand the concerns of others to find the appropriate solution.
A leader who only points out what employees are doing wrong, rather than their wins, will fall short of developing a deep relationship within the organization. Instead, show appreciation for what’s right and do so sincerely.
If you are giving praise, your employees can tell if you mean it or not, so make sure you are authentic. The words you say can improve worker satisfaction, in turn reducing the job turnover rate.
While HR leaders might assume that they know what benefits staff want in their benefits packages, it might be different from reality. For example, employees might want therapy sessions or medical marijuana included in their available benefits.
What if You’re Unsure What the Blind Spots Are?
Becoming more aware of oneself is an excellent way for any leader to move forward and improve. Learning how different situations in the organization affect people can be very helpful.
For HR leaders, learning involves listening with an open mind, showing empathy, and finding ways to best support those who are affected by crises. Also, seek to find out what matters most to people, whether they are employees, customers, or the community. For example, encourage new employees to ask the HR manager questions before their first day using Talcura’s easy-to-use communication tools.
What you find out may not necessarily be what you assumed. Once you clarify what matters to the new hires, you can begin to create solutions within the HR framework that will meet their needs and drive the organization forward.
Narrowing the Gap Between Actual and Desired Behavior
When HR leaders work to provide the behavior that others want to see in them and in the company, a more positive company culture can grow and strengthen. It also sets a great precedent for future leaders.
The power to motivate others and improve performance is an important part of the human resources department. It is possible when you understand how best to uncover blind spots in the organization.