The Leadership Blind Spot That's Sabotaging Your Team (And How to Fix It)

A game-changing newsletter for leaders who refuse to let ego get in the way of excellence

G'day Edge Walker!

The fact that you're here tells me you're the kind of leader who doesn't shy away from the hard conversations, especially the ones you need to have with yourself.

Let me share something that might hit close to home.

I once worked with a brilliant executive, (let's call him Dean). Fifteen years of leadership experience, Degrees from a top university, team of 20 high performers. By every metric, he was successful. Yet his team turnover was through the roof, and feedback scores were consistently below average.

During our first session, Dean was convinced the problem was his team's lack of commitment. "They just don't listen," he said. "I give clear direction, but they push back on everything."

Sound familiar?

It wasn't until we dug deeper that Dean realised the real issue: his ego was doing all the talking, and none of the listening.

The Ego Trap Every Leader Falls Into

Here's the uncomfortable truth: your ego isn't just influencing your leadership, it's potentially sabotaging it.

When we're in leadership positions, our ego whispers seductive lies:

"You need to have all the answers."

"Admitting uncertainty shows weakness."

"Your experience means you know best."

But here's what actually happens when ego takes the driver's seat:

Validation Seeking: Instead of genuinely listening to your team's concerns, you're mentally preparing your rebuttal or seeking confirmation that you're right. Your team stops bringing you problems because they know you'll just tell them what to do rather than explore solutions together.

Defensive Positioning: When someone challenges your decision or offers a different perspective, your ego immediately goes into protection mode. You become closed off to feedback, missing valuable insights that could improve outcomes.

Confirmation Bias: Your ego filters information to support your existing beliefs. You unconsciously seek out data that confirms your approach whilst dismissing evidence that suggests a different path might be more effective.

Control Obsession: The need to dominate conversations and steer every discussion becomes more important than creating space for others to contribute. Your team becomes passive participants rather than engaged collaborators.

Vulnerability Avoidance: You resist showing any uncertainty or admitting mistakes because your ego equates this with weakness. Ironically, this prevents the authentic connections that actually build trust and respect.

The Moment Everything Shifts

Dean’s breakthrough came during a team meeting when he caught himself interrupting his manager for the third time. Instead of continuing, he stopped mid-sentence and said, "I'm sorry, Bree. I realise I'm not actually listening to what you're saying. Can you start again?"

The room went quiet. Then Bree shared an insight that saved the project $50,000 and three weeks of development time.

That's when Dean understood: his ego wasn't protecting his leadership, it was limiting it.

The Real Leadership Superpower

Ego management isn't about suppressing your confidence or second guessing every decision. It's about creating space between your immediate reactions and your responses. It's about leading with curiosity rather than certainty.

The most effective leaders I work with have mastered this balance. They're confident in their abilities whilst remaining open to being wrong. They're decisive when needed but collaborative by default.

Your Turn: The Ego Check Assessment

Rate each statement from 1-5 (1=Never, 5=Always):

• When someone disagrees with me in meetings, my first instinct is to explain why they're wrong

• I find myself interrupting team members when they're sharing ideas

• I feel uncomfortable saying "I don't know" in front of my team

• I take criticism of my decisions as personal attacks

• I believe my experience gives me better judgment than my team members in most situations

Scoring:

• 20-25: Your ego is likely hindering your leadership effectiveness

• 15-19: You're aware but still have work to do

• 5-14: You've developed strong ego management skills

The Path Forward

Start with this simple practice: In your next team meeting, ask one question and then listen, really listen for two full minutes without interrupting or formulating your response. Notice what happens to the quality of the conversation.

Remember: the strongest leaders aren't those who never doubt themselves, they're the ones who've learned to doubt themselves productively.

Pay It Forward

Share this newsletter with one leader who needs to hear this message. Better yet, have a conversation with someone on your team about listening. Ask them: "How well do you feel heard in our team meetings?" Then prepare to be surprised by their honesty.

Your greatest leadership tool isn't your experience, it's your willingness to keep learning.

Until next time, lead with curiosity, not certainty.

Cheers,
Liz

P.S. Hit reply and tell me: what's your biggest ego management challenge? Every response helps me create content that truly serves leaders like you.

Ready to master ego management and unlock your team's full potential? Check out my Be Exceptional- The Leadership Edge Course