|
When Mariam Naficy, founder of stationery company Minted, appeared on the How Leaders Lead podcast, she offered this advice:
“Try to find what’s in your blind spot. Find people who will tell you and who will be honest with you.” Suddenly, I wanted to find out! I used the 360-assessment tool on the MentorLead platform and sent an anonymous survey to everyone on my team. I asked questions to unearth:
I communicated my genuine desire to improve my leadership and my hope that they would offer me actionable advice. And then I steeled myself for what they might communicate.
(Those aren’t blind spots. Those are noted weak spots.) When it was time to review their responses, I was nervous. I love this team I built, and if I truly want to be the kind of leader they want, then my intentions and actions must align! I reminded myself to stay open and curious, not defensive or petulant. And to remember the courage and commitment it took them to contribute. They are mentoring me. Here’s what I discovered… my team wants to be more involved! From understanding a program’s history to responding to client needs to generating ideas and solutions. They requested more pausing for perspectives and processing. Wow. I found a blind spot! I exercise intense decisiveness, as if I’m on an improv stage, primarily to avoid bothering or burdening them. But they feel like sharing that stage is not a bother or a burden… it’s a benefit. Through their candid contributions, I realized… By allowing others on the proverbial stage with me, I have a better chance of hearing divergent viewpoints, discovering fresh ideas, creating ownership, and strengthening competence and confidence. And by promoting more visibility and involvement, I can demonstrate my trust in them and reveal my respect for them. But my intensity cannot consume the oxygen in every room. More important than rushing to a resolution is ensuring my team feels deeply valued every day. © 2026. Ann Tardy and MentorLead. www.mentorlead.com. All Rights Reserved. |