The Biggest Leadership Blind Spot? Thinking You Don’t Have One. (And How I Learned This the Hard Way.)

Feb 285 min read

Are You the Bottleneck?

Most leaders don’t wake up thinking, I’m the problem. But sometimes, we are. And in industries like resources, utilities, government, and not-for-profits, where projects run on tight margins, complex regulations, and stakeholder expectations, a leader’s self-awareness can mean the difference between project success and costly failure.

Here’s the truth: The best leaders don’t just assess their teams. They assess themselves. In this article I'm going to give you one simple and free tool that might save your leadership career.

Before I go critcising others let me use me self-assessment to share my perosnal story. Ten years ago I used to think being a great leader meant having all the answers. I prided myself on being decisive, adaptable, and strategic. But a few years ago, I received feedback that completely shifted my perspective. My team wasn’t lacking commitment or clarity—I was. I was unintentionally creating confusion by assuming my expectations were crystal clear when, in reality, they weren’t. That realization forced me to rethink my approach to leadership, and it led me down a path of continuous self-assessment.

You'll notice here I'm talking about self-assessment and not self awareness. I know some highly self-aware leaders I've even had it remarked I am one. However awareness without assessment is like being aware I have an issue with my car. Only by having it assessed will I understand the issue, the severity and the action I need to take to resolve it.

Why I Believe Self-Assessment is the Key to Future-Proofing Leadership in Australia

The business landscape is shifting fast—automation, energy transitions, public scrutiny, and workforce expectations are evolving. Leaders who don’t stop to evaluate their impact, decision-making, and communication styles will be left behind. Those who invest in their self-awareness and adaptability will drive the next generation of high-performing teams. To illustrate the point I wanted to bring some reality to the story. Based on the personal nature of the topic I've removed names or organisations but as you read through these I encourage you to switch on your self-awareness and see if you can identify with any of these three amazing people I've been fortunate enough to work with.

Case Study 1: The Mining Exec Who Thought His Team Was the Problem

A senior executive at an Australian mining company was struggling with high turnover in his leadership team. He assumed his people were the issue—lacking resilience, commitment, or skill. But when we ran an executive self-assessment process, the data painted a different picture:

His decision-making was too reactive. He was overloading his team with last-minute changes, creating instability.
Communication gaps were leading to disengagement. Employees felt unheard, leading to frustration and burnout.
Simple process improvements could have saved $3M in lost productivity. Once identified, changes were implemented within a quarter, reversing attrition rates.

This leader didn’t just “fix” his team—he fixed his leadership approach. He became more proactive, communicated with clarity, and empowered his leaders. Within six months, the company saw improved morale and a 25% reduction in turnover.

Case Study 2: The Oil & Gas Leader Who Was Unintentionally Creating Silos

A senior manager in a national oil & gas firm was struggling to get alignment across different operational sites. Project delays and budget overruns were becoming the norm. Through a structured self-assessment and leadership audit, we uncovered key challenges:

Decisions were being made in isolation. The leader assumed site managers had all the context they needed, but there was a disconnect between teams.
A lack of trust was slowing collaboration. Employees hesitated to flag issues early because they didn’t feel heard.
Operational costs were rising due to inefficiencies. Once identified, a targeted leadership recalibration saved the company over $5M in project delays in just nine months.

By making simple but powerful leadership shifts, the senior manager built trust, improved communication structures, and fostered a more collaborative culture. The result? Faster decision-making, improved morale, and better project outcomes.

Case Study 3: The Not-for-Profit CEO Who Couldn’t See Why Fundraising Was Stalling

A highly passionate CEO of a national not-for-profit was struggling to meet fundraising targets. They assumed the issue was donor fatigue or external economic factors. But after conducting a leadership and self-awareness audit, they discovered:

Their messaging lacked clarity. Teams were uncertain about the strategic priorities, which led to inconsistent donor engagement.
Micromanagement was draining the organisation. Employees felt they had no autonomy, slowing innovation and responsiveness.
Board alignment was lacking. Leadership misalignment at the top was creating friction and slowing key decisions.

After implementing clearer strategic alignment, delegation structures, and leadership recalibration, the organisation saw a 30% increase in donor engagement and a 15% boost in operational efficiency. The CEO went from feeling stuck to leading with confidence and clarity.

The Real Cost of Leadership Blind Spots: Why Ignoring Self-Assessment is a Risk You Can’t Afford

Unchecked leadership gaps don’t just impact an individual—they create a ripple effect that affects productivity, morale, and financial outcomes. When leaders fail to assess themselves, the impact is felt across every level of the organisation. Based on our High Performance and Happiness Insights, here’s what’s at stake: Here’s what’s at stake:

$56K lost per disengaged employee (based on our research of Australian workplace productivity studies).
30% higher retention for leaders who actively seek feedback and adjust their style.
Faster decision-making by up to 25% when leaders use structured self-assessment tools.
Higher safety compliance rates in high-risk industries where self-aware leadership creates a culture of accountability.

And let’s be blunt—when leaders resist self-reflection, their best people leave, and their worst behaviors scale.

The ROI of a Self-Assessing Leadership Style: The Business Case for Investing in Leadership Growth

The benefits of fostering self-aware leadership extend far beyond individual improvement—they translate into measurable business success. Organisations that prioritise leadership self-awareness see:

Higher profitability – Companies with self-aware leaders perform 20% better financially (Harvard Business Review).
Stronger retention of high-performers – Employees are 3X more likely to stay when they work under leaders who seek feedback.
Faster, more confident decision-making – Self-aware leaders cut through noise and make 25% faster strategic calls.
Improved workplace culture – Self-aware leaders build psychological safety, encouraging innovation and trust.

Your Next Step: Assess Yourself Before Your Team Assesses You

Here’s your challenge—before your team points out your blind spots, find them yourself.

Schedule a Self-Reflection Audit – Set aside 30 minutes weekly to reflect on key leadership moments. Ask yourself: What worked? What could I have done differently? Need an accountability partner to get you started? click here
Seek Honest Feedback – Ask your team one powerful question: What’s one thing I could do better as a leader?and listen without defensiveness.
Leverage Self-Assessment Tools – Use structured assessments to uncover blind spots and turn insights into action. Here is one we use ourselves and with our clients
Invest in Leadership Development – Continuous learning isn’t optional for future-ready leaders. Whether it’s coaching, in-house training, or external courses, growth must be intentional.
Benchmark Against Industry Leaders – Understand where you stand in leadership effectiveness compared to high-performing executives in your sector.

What We're Doing at Twenty2 Collective to Build Self-Assessing Leadership

At Twenty2 Collective, we don’t just preach self-assessment—we practice it. Our team regularly runs self-assessment exercises even in our Twenty2 Day last week, asks for candid feedback, and refines how we collaborate. We actively challenge ourselves to be better communicators, decision-makers, and problem-solvers. By embedding these principles in our own business, we ensure that we’re delivering real, tested, and impactful solutions for our clients.

The Future of Leadership in Australia is Built on Self-Awareness

Leadership isn’t about having all the answers—it’s about having the humility and curiosity to

find them. The Australian executives who embrace self-assessment will not only future-proof their leadership but will also build stronger, more engaged teams ready for the challenges ahead.

Are you ready to take your leadership to the next level? I invite you to take one small step and start here