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How does coaching help unleash your Psychological Blind Spots?

The sign of a great leader is those who are continuously trying hard to improve themselves. So, are you struggling enough to be one of the great leaders? Fine, nobody is perfect as we are all humans! Therefore, we are all unfamiliar with some aspects of self-behavior. 

Coaching

This is how we demonstrate biases that impact decisions and build comfort zones that impede our growth. The coach training programs focus on expelling the psychological blind spots by optimizing emotional intelligence and self-awareness. 

The eminent coaches work with the executives and leaders with equal standpoints to detect shortcomings and explain a plan to address them. 

“The worst thing than being blind is having sight but zero vision.” 

Coaching possesses the ability to unleash your psychological blind spots. So, you will have more eagerness and desire to discover your own limitations and thought patterns. 

After uncovering your blind spots and working on them, you will become more aware of your potential. This is how your self-awareness will gradually enhance! So, let’s find out how coaching helps you work more proactively towards eliminating such blind points! 

What are Blind Spot and Psychological Blind Spot?

As far as human anatomy is concerned, the blind spot is the entry point of the optic nerve on the retina. Here, the person’s sight is hindered due to the light insensitivity. People may have visual blind spots during a drive; those parts of the street can’t be noticed via mirrors. 

This is similar to the Psychological blind spots. It indicates that our personalities are concealed from our sight. These may be some worst habits of barging in the conversation and bragging. Moreover, you may have profound desires or anxieties to acknowledge to yourself. 

Nevertheless, it is also defined as a persistent lack of knowledge or awareness concerning aspects of one’s personality. So, dealing with a blind spot often provides psychological pain and distress. 

However, the challenge with psychological blind spots is that learners assume such biases as trusted, thinking that they are immunogenic to those spots. This is why we outwit ourselves, as we never want to ascertain these. 

On the other hand, if you think that your luck will never change, it is also a leading sign that you must shed some light on your blind spots.  

How does Coaching help discover psychological blind spots?

The coach and leader is a competent translator. He/she is who “makes things possible” in top-notch alignment with the significant organizational interests. Psychological Blind Spots showcase the strenuous gap between impact and intention. 

Therefore, coaching programs help the potential leaders overpower the derogatory challenges of such blind spots. This is how they become competent enough to break the invisible barriers of leadership. 

On the other hand, these spots are almost unrecognizable to address except for the expert’s help and advice. The coaches tend to diminish the ego and help people get out of their comfort zones. So, this is how a person can thrive on his/her career ladder. However, leadership coaching can assist in handling and addressing psychological blind spots by:

  • Helping executives identify their fears from an egalitarian perspective
  • Boosting emotional intelligence and self-awareness

Intelligent leadership development is impassive and impartial. Therefore, it is seamlessly positioned to provide fresh perspectives and eye-opening insights to the potential leader. They are working in an environment, which rigorously validates their opinions, characteristics, and behavior.

Coaching can help the leaders to become their definitive versions via better emotional intelligence and self-awareness. That’s why, with effective coaching, you will be more capable of identifying your psychological pitfalls on the others.

  1. Coaches try to step over the emotions in their clients 

An ICF-certified coach has previously learned which emotions are okay to feel, showcase, and not! Moreover, they know which are too uncomfortable to feel and how accessing those emotions safeguards us during stress. However, these become a leading part of our neurological wiring and create a psychological blind spot. Let’s take an example of a client/coach conversation:

Client: “My boss becomes serious trouble right now. He is deliberately finding something wrong with what I am doing. Moreover, he stops giving me positive feedback. So, I started avoiding him as interaction with him stressed me out. I have started to hate my job, but I need it.”  

Before you read further, ask yourself, what would you do? Here are some general coaching responses that mirror the stepping over of the client’s emotions.

Coach: “What are your needs about the job?” Or,

“How long has this been happening?” Or,

“What do you think about your performance?”  

Such responses of a coach steps over the client’s emotions. An attentive response by the coach might be:

Coach: “You look so sad!” Or,

“How do you feel about this?” Or,

“Will you want to elaborate a bit about the struggle?”

  1. Human emotions showcase the meaning of our experience and boost decision-making

Until coaching has acknowledged and discovered the clients’ emotional experience, it works at the surface of whatever they bring to the sessions. Therefore, whatever “solutions” the coaches co-create will not have a robust foundation in what’s under the client’s struggle. 

Psychological Blind Spots are general among Executives

Some clients may fail to understand the influence of their attributes on others. Some may feel obliged to fulfill challenges on their own. Therefore, they continuously need to prove their spirit as a leader. Some of the most general psychological blind spots among executives are shown below:

  • Supporting low-performance standards
  • A motive of avoiding conflict
  • Pushing a personal program at the expenditure of organizational interests
  • Deflecting liability for failures
  • Being least bothered by the commitment 
  • Disrespecting commitments and the resources others have invested

Powerful Leadership coaching of Grow More Avenues offer practical solutions to such Blind Spots      

An ACC, PCC, and MCC coach identifies such shortcomings methodically by:

  • Addressing invisible obstructions and blind spots that impede the leader’s growth
  • Implementing a quick follow-up plan to evaluate progress and tweak the course
  • Drawing up a written action plan pinpointing the measures the coach, third-party stakeholders, and client will take to fetch development
  • Providing solutions to the client, talking about the methods of improvement, securing commitment for continuous feedback

Therefore, coaching is not a straightforward attempt to indoctrinate someone on how to do their job in a better way. Instead, it is an identified move to assess strengths and weaknesses from a fresh notion and use them to create developmental scopes. 

Summary 

What do you do when you make a thorough comparison to your responses to the blind points mentioned above? What did you learn? If one or more than one psychological blind spot feels well-known to you, it’s okay! These are known as blind spots for a particular reason as we can’t see through them. But, everyone possesses those skills. 

Uncovering those blind spots could be a delicate process. So, what can coaching services do? It helps a client to unleash those concealed blind spots and overcome them. Having an understandable and acceptable attitude and knowing that we all have gone through it probably makes it less excruciating and more effective.    

Author

mohit

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