Eight years ago today, I recorded the very first episode of the Growth Edge Leadership Podcast. At the time, I couldn't have imagined the conversations, friendships, learning, and opportunities that would come from simply pressing "record."

Over the past eight years, we've welcomed extraordinary guests, surpassed 100,000 downloads, and built a community of leaders committed to continuous growth. For that, I am profoundly grateful.

To mark this milestone, I wanted to return for a solo episode of the show, to one of the most important topics I encounter in my work as an executive coach: leadership blind spots.

In This Episode

• Why blind spots become more dangerous as leadership responsibility increases
• The difference between seeking feedback and seeking affirmation
• Why experience alone does not automatically create self-awareness
• How your intention and your impact can differ significantly
• Three practical commitments that strengthen self-awareness and leadership effectiveness
• Why every executive needs trusted truth tellers who are willing to offer candid feedback
• Practical questions every leader should ask to continue growing

Every Leader Has Blind Spots

I've coached hundreds of executives, physicians, healthcare leaders, and professionals across industries. One thing has become abundantly clear.

I've never seen someone's leadership plateau because they lacked intelligence.

I've rarely seen someone struggle because they weren't technically capable.

Far more often, leaders stall because they cannot see the very behaviors that are limiting their effectiveness.

That's why they're called blind spots.

You don't see them.

Others often do.

The Higher You Rise, The Harder They Become To See

Leadership creates distance.

As your responsibilities grow, people naturally become more cautious about what they share. They soften difficult feedback. They avoid uncomfortable conversations. Sometimes they tell you what they think you want to hear rather than what you need to hear.

Titles have a funny way of insulating us from the truth.

That makes intentional self-awareness not simply a leadership competency, but a leadership responsibility.

Feedback Isn't The Same As Affirmation

One question I often ask coaching clients is this:

Are you asking for feedback, or are you actually seeking affirmation?

Those are very different conversations.

Most people are surrounded by colleagues who are polite, supportive, and well-intentioned. Far fewer have people in their lives who are willing to say the difficult thing that needs to be said.

Growth rarely comes from affirmation alone.

It comes from honest reflection, courageous conversations, and a willingness to hear what may be uncomfortable.

Your Intention Does Not Negate Your Impact

This may be the single most repeated phrase in my coaching practice.

You may intend to be approachable.

Others may experience you as intimidating.

You may intend to be efficient.

Others may experience you as impatient.

You may intend to empower your team.

Others may experience micromanagement.

Intent matters.

Impact matters more.

If we spend all of our energy defending our intentions, we may never improve our impact.

Three Commitments That Build Self-Awareness

Developing greater self-awareness doesn't happen accidentally. It requires intentional practice.

→ Lead with humility.

Humility isn't thinking less of yourself. It's thinking more accurately about yourself. Great leaders acknowledge both their strengths and their limitations.

→ Pursue honest feedback.

Don't wait for an annual performance review. Invite trusted colleagues, mentors, coaches, and team members to tell you what you may not be seeing.

→ Act on what you learn.

Insight without action is simply interesting. Leadership growth happens when awareness becomes behavior.

One Final Question

As I celebrate eight years of the Growth Edge Leadership Podcast, I'm reminded that leadership is never about arriving. It's about remaining curious enough to keep growing.

So I'll leave you with one question:

Who has permission to tell you something you don't want to hear?

If you can't immediately identify that person, it may be time to intentionally cultivate a few trusted truth tellers.

Because ignorance isn't bliss.

It's a leadership liability.

Listen to the full episode of the Growth Edge Leadership Podcast wherever you get your podcasts, and if this conversation resonated with you, I'd be honored if you'd share it with a colleague or leadership team.

I'm rooting for you!

Listen in!

💻 Growth Edge Leadership Podcast on Kajabi - 

https://www.lauriebaedke.com/podcasts/growth-edge-a-leadership-podcast/episodes/2149233304 

🎧 Growth Edge Leadership Podcast on Apple Podcasts - 

https://podcasts.apple.com/us/podcast/growth-edge-a-leadership-podcast/id1414936358?i=1000777646806  

🎥 Growth Edge Leadership Podcast on YouTube - 

https://youtu.be/e2eFxPepA88 

Topics Covered:

• Executive leadership
• Leadership development
• Leadership blind spots
• Self-awareness
• Executive coaching
• Coachability
• Leadership feedback
• Emotional intelligence
• Executive presence
• Leadership communication
• Adaptability
• Physician leadership
• Healthcare leadership
• Professional growth
• Continuous improvement