What Control Cost Me

Blind spots in teams and leadership are just as damaging as those in personal relationships, and sometimes even more so. They quietly erode trust, stifle collaboration, and create friction where unity should live.

As a leader in the corporate world, I wasn’t as effective as I wanted to be. I believed that being right was the same as being respected, and if I wasn’t right, I was wrong. That belief drove me to argue, to prove myself, and to defend my position at all costs.

In the Marines, that approach worked. My training and experience made me confident and capable. However, in the corporate world, I was surrounded by people, both above and below me, who had deeper knowledge in their respective areas. Instead of drawing on their wisdom, I often tried to overrule it. That blind spot, driven by the need to be right, made me look foolish and cost my team valuable energy and trust.

It was a painful lesson: when I fought to win arguments, I lost influence. 

I learned that authentic leadership isn’t about control, it’s about contribution.

I began to surrender my ego so the team could succeed.

Listening became my greatest strength. I stopped trying to outtalk the experts and started learning from them. When I used my knowledge wisely in areas such as budgets, politics, and strategy, and trusted theirs in other places, we all began to win together.

Blind spots don’t just limit my vision; they limit my team.

Watch for the blind spots.

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