One way they achieve this aside from self-exploration is by regularly asking others for genuine feedback. In this way, they are continually looking for and reducing any blind spots. They don’t wait for a 360° feedback survey.

Of course, 360° feedback surveys are incredibly useful. If you haven’t had one for a few years it’s a good idea to ask why. Psychometrics also hugely helpful here. They’re great development tools, shining a light in the Blindspot. They’re not just for selection purposes though often their use is restricted to just that.

Transparency I believe, is a hugely important part of leadership. Transparency builds trust. People need to know what their leader is thinking to gain clarity and feel safe. This is another reason I encourage my coachees to expand their Arenas and reduce their ‘Hidden’ pane. This is especially true for those with a preference for Introversion. I’m not saying that we can’t have private lives but people want to know what a leader stands for and what you’re thinking. Especially what’s relevant in their context. 

Sharing stories is a great way expand the Arena and shrink the Façade. I experienced on who was renowned for his story-telling. So much so that some people would joke about him always having to share at least one story whenever he spoke. I’ll tell you one thing about him though. Everyone knew what he stood for and why would follow him.

The consequences of a Façade that remains large are confusion and a lack of trust in those around a leader, peers just as much as reports.

So instead of expanding your horizons, expand your Arenas.