Spot the Difference: Why Leaders Notice Others’ Shortcomings Before Their Own

Rita Cincotta

As a child I loved the “spot the difference” quiz in mum’s prized copy of the “Women’s Day” magazine. Ironically the “Woman’s Day “ magazine was and still is published weekly, whilst the “Woman’s Weekly” magazine was and still is published monthly. My brother and I would argue incessantly over who’s turn it was to complete the spot the difference quiz. We would alternate the weekly magazine thereby having a chance to complete the quiz fortnightly and the ultimate punishment if our arguing was out of hand, was that neither of us would get to complete it, and in fact mum would hide the magazine- classic lose/lose scenario for us but a win scenario for mum.

We can learn a lot from “Spot the Difference” and how we may notice others’ shortcomings before our own. Spotting capability gaps in others can stem from cognitive processes like external focus and pattern recognition. Both require keen observation to identify gaps. In the quiz players look for discrepancies in images. In teams, leaders scrutinise team performance. It’s easier to spot the differences and gaps in others rather than those gaps within ourselves.

Why do Leaders Notice Others’ Shortcomings Before Their Own?

🚀 External Focus and Perception

Leaders are typically focused on the performance and development of their teams, which naturally leads them to scrutinize others more closely than themselves. This external focus can make it easier to spot gaps in others’ skills, behaviors, or performance.

🚀 Cognitive Biases

Cognitive biases, such as the fundamental attribution error, can lead leaders to attribute others’ shortcomings to personal flaws while attributing their own to situational factors. This bias makes it easier for leaders to see and address gaps in others while overlooking their own.

🚀 Lack of Self-Awareness

Many leaders lack self-awareness, which is necessary for recognizing their own gaps. Self-awareness involves understanding your strengths and weaknesses, but leaders often have strong self-defence mechanisms that maintain a positive self-view, making it difficult to acknowledge their own shortcomings.

🚀 Confidence and Arrogance

Leaders may develop a sense of confidence that can turn into arrogance, leading them to believe they are above the need for self-improvement. This arrogance can prevent them from seeing their own gaps and focusing instead on the gaps of others.

🚀 Organizational Culture

In some organizations, there is a culture of not questioning or challenging leaders, which can prevent leaders from receiving honest feedback about their own gaps. This lack of feedback can create a blind spot where leaders are unaware of their own areas for improvement.

🚀 Leadership Identity and Evolution

Leaders often experience an identity lag where their self-perception does not keep pace with their evolving roles and responsibilities. This lag can result in leaders being stuck in an outdated self-identity, making it difficult for them to see their current gaps.

What you can do to address this as a leader?

🔸 Seek Honest Feedback

Leaders can use tools like 360-degree feedback (I like to use the Emotional Capital Report tool by Roche Martin) to gain a comprehensive view of how others perceive their performance. This method involves collecting feedback from peers, subordinates, and superiors, which can reveal blind spots that the leader may not be aware of.

🔸 Engage in Self-Reflection

Regular self-reflection practices, such as journaling or mindfulness exercises, can help leaders become more aware of their own behaviours and attitudes. This practice encourages leaders to critically assess their actions and identify areas for improvement.

🔸 Foster Open Communication

Creating an environment where team members feel safe to provide candid feedback can help leaders understand their own gaps. Encouraging open dialogue and actively listening to employees’ concerns can bridge perception gaps between leaders and their teams.

🔸 Model Vulnerability

Leaders should demonstrate vulnerability by openly acknowledging their mistakes and areas for growth. This approach not only builds trust but also sets a precedent for continuous improvement within the team.

🔸 Collaborate and Learn Together

Participating in collaborative problem-solving activities, enables leaders to work alongside their teams to address organisational challenges. This collaborative approach can highlight areas where the leader needs to develop further while fostering a culture of mutual growth.

Leaders can often see others’ gaps before their own due to a combination of external focus, cognitive biases, lack of self-awareness, arrogance, organizational culture, and identity lag. Addressing these issues requires deliberate self-reflection, seeking honest feedback, and fostering a culture of continuous improvement and vulnerability. Deliberate leaders will make it a priority to focus on their own gaps and shortcomings before highlighting those of their teams.

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