Blindspot
Last night a dream took me to a job interview. Not sure what it was for, but the question came up about any blind spots I may have in my management tool bag. It makes sense to me that this would come up in a dream, not because I’m seeking alternative employment, but because it is one of my favorite interview questions.
If it helps you follow along, equate a blind spot to a weakness; an area which you just aren’t that strong.
We all have them, but the question is fun in an interview because it takes you so many directions. The question isn’t one dimensional; what is this person bad at? It brings you so much more. A few examples.
If you look at weakness you can usually see a great strength 180 degrees from it. For me, managing high maintenance yet high productive people is a blind spot. Getting talent to love an idea based on feeling is tough for me. Looking on the other side of the coin you find me being analytical in decisions and trying to find the best solution. Doing something just because I feel like it is out of the question. Therefore you see the strength of reason. (My wife debates this)
You also can find out if a person thinks about how to manage their weakness or if they only focus on managing others. This is a bigger deal than might initially appear. Much of my life has been about reading about management and trying out styles. Many times failure has come my way because my skills didn’t fit the situation or I didn’t realize how my management style caused issues. So, I spend much time thinking about my own actions and not just those who work with me. Never under estimate how much our behavior impacts others.
Further, it is fascinating to hear how people deal with weakness. Do they hide from it? Accept it? Use it as fuel to push forward? It is imperative to hear the explanation. It opens the world to how they solve problems, which is probably one of the most necessary gauges of talent. Besides, having someone demonstrate problem solving is better than reading it as a byline in a canned recommendation.
Can a person admit a blind spot? They know it is there, but can they own up to it. You would be surprised how many times people have said they never took the time to explore their weaknesses. If they can’t demonstrate a thought process around this it makes you wonder how serious they would take employee development if they haven’t thought about their own. Or worse. They think they are perfect.
No, I’m not worried that I gave up secret info about how I interview. Maybe if people read this they will be more prepared for an interview or even use it in life beyond work. (Most things correspond well to both)
Of course, if someone interviewing with me didn’t take the time to find this post, well, we know about one of their blind spots; research.
If it helps you follow along, equate a blind spot to a weakness; an area which you just aren’t that strong.
We all have them, but the question is fun in an interview because it takes you so many directions. The question isn’t one dimensional; what is this person bad at? It brings you so much more. A few examples.
If you look at weakness you can usually see a great strength 180 degrees from it. For me, managing high maintenance yet high productive people is a blind spot. Getting talent to love an idea based on feeling is tough for me. Looking on the other side of the coin you find me being analytical in decisions and trying to find the best solution. Doing something just because I feel like it is out of the question. Therefore you see the strength of reason. (My wife debates this)
You also can find out if a person thinks about how to manage their weakness or if they only focus on managing others. This is a bigger deal than might initially appear. Much of my life has been about reading about management and trying out styles. Many times failure has come my way because my skills didn’t fit the situation or I didn’t realize how my management style caused issues. So, I spend much time thinking about my own actions and not just those who work with me. Never under estimate how much our behavior impacts others.
Further, it is fascinating to hear how people deal with weakness. Do they hide from it? Accept it? Use it as fuel to push forward? It is imperative to hear the explanation. It opens the world to how they solve problems, which is probably one of the most necessary gauges of talent. Besides, having someone demonstrate problem solving is better than reading it as a byline in a canned recommendation.
Can a person admit a blind spot? They know it is there, but can they own up to it. You would be surprised how many times people have said they never took the time to explore their weaknesses. If they can’t demonstrate a thought process around this it makes you wonder how serious they would take employee development if they haven’t thought about their own. Or worse. They think they are perfect.
No, I’m not worried that I gave up secret info about how I interview. Maybe if people read this they will be more prepared for an interview or even use it in life beyond work. (Most things correspond well to both)
Of course, if someone interviewing with me didn’t take the time to find this post, well, we know about one of their blind spots; research.
Interesting,
You are very inspiring,
Thanks for writing, most people don't bother.
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I can see that you are an expert in this field! I am launching a website soon, and this information is very useful for me. Thanks for all your help and wishing you all the success in your business.
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