All of us are susceptible to weakness and limitations. That doesn’t make us failures, just human. Part of building a cohesive, collaborative, and high functioning team is knowing what our strengths and weaknesses are. Having the self-awareness to know our own strengths and weaknesses will help us know where we can work to improve ourselves but also rely on the strengths of others. At times we might not even realize the blind-spots we have that need awareness and improving. Incorporating DiSC® assessments can help offer insights into your personality and provide you with objective information regarding your behavioral motivations, weaknesses and fears.

Common workplace blind-spots:

–       Going it alone – If you’re afraid to ask for help, you’re doing yourself and the company a disservice. You might avoid asking for help because you don’t want to inconvenience other people because you know everyone else has their own to-do list to accomplish. However, avoiding asking for help or even delegating tasks for large projects can lead to inefficiency, reduced productivity and time lost.

–       Strategic thinking – Most leaders are bogged down with operational and managerial tasks of the day-to-day. Because of this managers can be blind to strategically thinking through long-term goals or be able to properly assess risks with growth.

–       The know it all – I’m sure you’ve experienced a boss who had the attitude of “my way or the highway.” This particular blind-spot doesn’t take other’s perspectives into consideration. They can be so focused on thinking they know what is right and being right that they steamroll their employees and fail to recognize the value of their team. If you can’t admit you were wrong or blame others for when things don’t go right, your team will not back you when you need it most.

–       Assumptions – We all can fall into the trap of assuming that others are thinking the same way as us. This is in fact, false. Leaders with a flawed understanding of assuming their employees think the same way they do, can lead to poor decision making, employees feeling undervalued, and weak working relationships.

–       Stuck in the past – Being so caught up in the past and what might have worked back then might not be applicable to the problem that is happening right now. It’s important to face new challenges with a fresh perspective. While you can learn from past experiences, having an open and adaptable mindset to face new challenges well help you grow and develop as a manger and leader.

–       Casual commitments – Part of being a team player is valuing the time of others. If you have a meeting at a certain time, show up on time and be prepared. If you’re undervaluing other people’s time, energy, and resources, it will cause conflict within the workplace. Be respectful. Just as you would want someone to value your time and effort, do the same for others.

–       Withholding appreciation – As a leader, part of your duties should be to acknowledge and validate your team. Shout out employee accomplishments and wins. This will help build trust and collaborative relationships within the organization.



Ultimately the way we think of ourselves and perceive how we should behave and act might not align with what people truly see from us. DiSC® assessments such as Everything DiSC® on Catalyst or Everything DiSC Work of Leaders® can give you detailed understanding of yourself and your team. You can receive resources for how to engage, interact and work together to build relationships and resolve conflict within the workplace. Just because you’re a leader doesn’t mean you stop developing. Keep adapting and rely on your team. They’re the ones that will make you look good, so do what you can to get out of your own way to see yourself and your team more clearly.