Have you discovered any blind spots recently?

If you haven’t, don’t sweat it – that’s why we call them blind spots in the first place! However, it is these blind spots can’t stay hidden forever as they can significantly interfere with our professional growth in various ways.

But first, what exactly are blind spots?


Blind spots refer to aspects of oneself that you are unaware of or have difficulty recognizing. These can include behaviors, attitudes, or skills that may be evident to others but we do not perceive about ourselves. Blind spots can arise for various reasons, such as cognitive biases, lack of self-awareness, or resistance to acknowledging certain aspects of our personality or performance.


Here are some ways in which blind spots may impact our professional lives:

  1. Limited Self-Awareness: Blind spots represent aspects of your behavior, attitudes, or skills that you are unaware of but are apparent to others. Without addressing these blind spots, we may have limited self-awareness, making it challenging to identify areas for improvement or capitalize on our strengths.

  2. Missed Opportunities: Unacknowledged blind spots may prevent us from recognizing and seizing opportunities for professional development. If we are unaware of certain weaknesses or areas that need improvement, we might miss chances for skill enhancement, training, or career advancement.

  3. Career Plateau: Failing to address blind spots may lead to a plateau in our career growth. Continuous learning and self-improvement are critical for professional advancement, and blind spots can act as roadblocks, preventing us from evolving and taking on new challenges.

A great way to discover blind spots that may be interfering with our growth or with achieving certain goals would be to utilize the Johari Window Model.


The Johari Window Model, developed by psychologists Joseph Luft and Harrington Ingham in 1955, is a tool used to enhance self-awareness and promote effective communication and interpersonal relationships.

The Johari Window consists of four quadrants, each representing a different aspect of information about an individual, and it is often depicted as a window with four panes:

Open or Arena: This quadrant represents information that is known to both the individual and others. It includes behaviors, feelings, attitudes, and other aspects that are openly shared and understood.

Hidden or Façade: This quadrant contains information that is known to the individual but kept hidden from others. These may be private thoughts, feelings, or experiences that the person is uncomfortable sharing openly.

Blind Spot: In this quadrant, information is known to others but not to the individual. It includes aspects of the person’s behavior, attitudes, or feelings that others observe but the individual is unaware of. Feedback from others is crucial in reducing the blind spot.

Unknown or Unknown Area: This quadrant represents information that is unknown to both the individual and others. It includes aspects of the person’s personality, potential, or experiences that have yet to be discovered or explored.

The goal of the Johari Window is to expand the Open area by increasing self-disclosure and receiving feedback from others. This process is believed to lead to increased self-awareness, improved communication, and stronger interpersonal relationships. The model is often used in various contexts, including personal development, team building, and leadership training.


When surrounded by friends, colleagues, or your accountability group, you must ask a specific question regarding your blind spot so that you can get proper feedback.

For example, avoid asking “What blind spots do you think I have?” This leaves plenty of room for people to get off track and bring to your attention behaviors, attitudes, or feelings that may be irrelevant to your professional life.

Instead, ask “ When it comes to my professional life, what is it that you think I don’t know about myself?” This clear question ensures that the feedback you receive is relevant to your career.

In addition, providing people with a framework for their answers will make it easier for you to gain value from this exercise. Here are some examples of frameworks they can use…

“ You should consider doing more of x,y,z.”

“ You should consider doing less of x,y,z.”

“ When you do x… it has y… as a consequence. You could consider doing z.”

“ Under x circumstances, you tend to do y. I’d suggest you do more of z/ or less of b”

Additionally, when asking the question, you must make it clear to those who are helping you that you expect them to be critical so that they are comfortable being as so. Their honesty is what will help you discover your blind spots and improve yourself from there. However, it’s also important you remember to be open to the feedback you are about to receive and don’t get defensive. Be curious about what they divulge to you about yourself and don’t shut them down.

Once you have received all of the feedback, it’s time for you to digest the insight you’ve been provided with. This is the moment for you to discover opportunities for growth!

If you’re looking for a group of like-minded individuals who can keep you accountable and help you grow, we highly recommend you check out our Level Up Mastermind by clicking here.