Weekly Leader's Update 11-27-2007

Blind Spots – Part 1

One of the most insightful teachings John Maxwell has done, in my opinion, is the one on the “blind spot”. The truth and reality has hit home to me in several areas. Here are some thoughts from his teaching. I hope you will be able to SPOT anything that needs to be seen J.

Here’s the definition of a Blind Spot: “An area in the lives of people in which they continually do not see themselves or their situation realistically.” Here are three initial observations about blind spots John makes:

1. Most people have blind spots. Who we are determines how we see others. The first person we must always examine is ourselves. In Mt. 7:1-3, The Message, Jesus said, “Don’t pick on people, jump on their failures, criticize their faults – unless, of course, you want the same treatment. That critical spirit has a way of boomeranging. It’s easy to see a smudge on your neighbor’s face and be oblivious to the ugly smear on your own.”

2. Few people see their blind spots. We see ourselves by our intention; we see others by their action. We see ourselves within context; we see others without context.

3. Many people can be hurt by a leader’s blind spots. Just like with everything else, undetected blind spots are exaggerated in the life of a leader.

The first two Blind Spots

1. Ability to see only one Perspective Larry Stephens wrote, “If the only tool you have is a hammer, you tend to see every problem as a nail.”

a. The legend of the elephant and six blind men. Six blind men were led to an elephant to examine. The first man touched the side and said, “This is very much like a wall.” The second man touched the elephant’s tusk and said, “It’s very much like a spear.” The third man took the elephant’s squirming trunk in his hand and commented, “It’s very much like a snake.” The fourth man, embracing one of the legs, remarked, “It’s very much like a tree.” The fifth man, feeling the elephant’s ear, shouted, “Even a blind man can tell that this animal is very much like a fan.” The sixth man grabbed hold of the tail and said, “The elephant is really very much like a rope.” Then the six men went home, each one satisfied that he understood what an elephant looked like. The ability and desire to see multiple perspectives as a leader is important.

b. The big picture perspective. Maxwell writes in his book Winning with People, “The entire population of the world – with one minor exception – is composed of others.” Florence Littauer wrote, ‘Followers are inward focused. They ask the question, “How will this affect me?” Leaders are outward focused. They ask the question, “How will this affect others?”’

2. Insecurity

a. Ways to spot an insecure leader

i. An insecure leader has a hard time giving credit to others. Insecure people need credit. Because of that, it becomes a problem to share it with anyone else. Andrew Carnegie said, “No man will make a great leader who wants to do it all himself or get all the credit for doing it.”

ii. An insecure leader keeps information from his staff. Communication is a form of empowerment. Release information – convey trust. Conceal information – convey no trust, no confidence.

iii. An insecure leader does not want his staff exposed to other leaders.

iv. An insecure leader is threatened by the growth of others.

v. An insecure leader is often a micro-manager. They have to exercise high control on everyone and everything so they can ultimately take credit for everything.

b. Symptoms of insecure leaders

i. Insecure leaders are not good leaders. Why? You cannot lead people well that you need (as in affirmation and approval). Secure leaders love people but they do not need (require) their approval.

ii. Insecure leaders don’t provide security for those they lead. You can’t give what you don’t have. Secure leaders empower and appreciate others.

iii. Insecure leaders take more from people than they give. Why? Insecure people are on a personal quest for validation and affirmation. Instead of giving validation and affirmation to their followers, they need to receive it from them! Secure leaders contribute to the benefit of others.

iv. Insecure leaders limit their best people. Why? Because they cannot genuinely celebrate victories won by others because they are jealous of them. Secure leaders release their best people and thrive on seeing others succeed, loving to see them reach their God-given potential.

v. Insecure leaders limit their organization. Why? When we limit our best people it naturally follows that we are limiting our organization. Secure leaders allow their organization to soar.

May we all see more clearly this week!

Dan Bickel

Wisconsin District Superintendent