Leadership Blind Spots: The Silent Risk Few CEOs See Coming
- Lee Self
- 2 days ago
- 3 min read
For a CEO, a blind spot is not just a mistake, it’s an ignored reality that can turn into a strategic risk. Blind spots can manifest in many forms:
Strategic projects that never take off, with no clear explanation.
Loss of key talent that “no one saw coming.”
Lack of innovation in a fast-changing market.
A culture that seems aligned, but actually operates on fear or complacency.
They’re not a result of inexperience. Quite the opposite: they often grow in direct proportion to the leader’s success and authority.
Real-world examples
In 2021, Facebook rebranded as Meta, making a full bet on the metaverse—investing over $36 billion in Reality Labs. The blind spot was strategic: anticipating mass adoption of a still-immature technology, without real signs of demand or traction. While the market was shifting toward artificial intelligence, Meta continued to double down on a vision that failed to take off. The result: massive cuts in 2023 and a pivot in narrative toward efficiency and AI.
When Satya Nadella took over Microsoft in 2014, the company was heavily focused on Windows and Office. He identified a blind spot: the internal culture was obsessed with control and didn’t collaborate. Instead of reorganizing teams, he changed the mindset — from “know-it-all” to “learn-it-all.” Outcome: Azure, GitHub, and a market cap of over $3 trillion in 2024.
When Alan Mulally became CEO of Ford, he found that no executive admitted problems in their area. There was a culture of silence. He introduced weekly meetings where transparency was rewarded. When someone finally reported a failure, they were applauded. That changed everything. Outcome: Ford avoided the 2008 financial bailout that GM and Chrysler needed.
Why don’t CEOs see their blind spots?
structures that filter the truth. The higher you go, the harder it is for raw, unfiltered information to reach you.
Past success that becomes dogma. What worked before turns into belief — not a testable hypothesis.
Environments that reward complacency. If everything “seems fine,” no one dares to challenge it.
How to detect (and reduce) them
Surround yourself with truth tellers. Not “yes people.” Actively seek out honest feedback, even when it stings.
Create collective reflection rituals. Spaces where the team can debate decisions without hierarchy. Example: pre-mortems before launching major initiatives.
Look beyond your industry. Ask: what are disruptors doing that we’re not seeing yet?
Use data to ask questions, not just confirm beliefs. What patterns surprised you in your NPS? Why did satisfaction drop in a top team?
Join an external peer board. A group of fellow CEOs who can challenge your assumptions, like a REF Forum Group.
Blind spots don’t disappear with more information — they shrink with greater awareness. And that awareness requires three things: humility, structure, and community.
The question isn’t whether you have blind spots. The question is: which one is quietly growing while you’re not looking?
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Lee Self
REF - Northern VA
703-402-5065 - Schedule a meeting with me
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