As the biblical wisdom in Matthew 7:5 reminds us: “First remove the beam out of your own eye, and then you can see clearly to remove the speck out of your brother's eye.” The same truth applies to leadership. Every executive carries personal baggage, blind spots, and emotional blockages. These unaddressed issues don’t just hinder professional growth—they can derail careers, damage relationships, and erode organizational trust. Having worked as an employment lawyer, workplace investigator, and executive coach, I’ve seen these blockages firsthand—and, at times, fallen victim to them myself.

1. Acting out of integrity – Trust is the cornerstone of leadership. An executive who compromises integrity risks everything. Once lost, trust is nearly impossible to recover. Organizations cannot afford leaders whose decisions are ethically shaky.

2. Inability to motivate and engage employees – Gallup data shows over two-thirds of employees are disengaged. Surprisingly, leaders themselves often contribute to this by failing to connect, inspire, or support. Engagement isn’t about perks; it’s about leadership behavior.

3. Failure to communicate the big picture – Employees don’t want to be treated like mushrooms—kept in the dark and fed scraps. If people don't understand your company’s vision or their role in it, they’ll never fully commit.

4. Inability to develop talent – One of a leader’s most critical responsibilities is building a strong team. This begins with hiring the right people and continues with investing in their growth. Your legacy is the talent you nurture.

5. Poor stress and emotion management – Under pressure, many executives lose their grace. When running at full speed, they slip into micromanagement, emotional outbursts, or harsh criticism. Emotional intelligence isn’t optional—it’s essential.

6. Inability to delegate – Many overwhelmed leaders are buried under tasks they shouldn’t even be doing. Delegation isn’t just about offloading work—it’s about building trust, developing others, and preparing your team to function in your absence.

7. Lack of focus – Scattered energy equals scattered results. High-impact leaders know how to filter out distractions and laser-focus on strategic priorities. Planning and discipline separate reactive managers from proactive leaders.

8. Non-inclusiveness – Top-down, authoritarian leadership is obsolete. Great executives invite input, encourage collaboration, and create inclusive cultures. Adults want to be heard, especially in decisions that affect their lives and careers.

9. Lack of transparency – In today’s information age, secrecy breeds mistrust. Leaders who hide information signal insecurity or manipulation. Sharing data, context, and decision logic builds credibility and alignment.

10. Poor listening skills – Real listening is rare. It means suspending judgment, refraining from advice, and being fully present. It’s one of the most underrated—and powerful—leadership skills.

11. No sense of humor – Leadership doesn’t have to be joyless. People are drawn to leaders who bring positivity, lightness, and laughter to work. A little levity can go a long way in building rapport and relieving stress.

12. Misalignment with company mission, vision, or values – If your priorities and behaviors aren’t aligned with the organization’s core direction, friction is inevitable. Alignment drives clarity, cohesion, and results.

13. Playing favorites – Favoritism destroys morale. Recognition should be based on merit, not personal rapport. Anything less undermines fairness and invites resentment—or worse, legal trouble.

14. Failure to recognize and reward – People crave appreciation. Leaders who overlook this lose top talent to companies that understand the power of praise. Recognition doesn’t have to be monetary—it just has to be sincere and timely.

15. Inability to think strategically – Great tacticians often get promoted to leadership roles. But leadership demands more than execution—it requires foresight. Strategic thinking allows leaders to shape the future, not just respond to it.

16. Avoiding responsibility – True leaders own outcomes. Dodging responsibility leads to blame games and erodes team culture. Owning up is not a weakness—it’s a strength that earns respect.

17. Not valuing diversity – Diversity isn’t just a checkbox. It’s a competitive advantage. Leaders who surround themselves with people just like them fall into groupthink. True innovation and perspective come from different voices at the table.

Of course, leadership challenges don’t always come from professional settings alone. Health issues, personal relationships, financial stress, or disillusionment with company leadership can compound these blockages. As I often say in my workshops: “If it doesn’t make sense, don’t try to make sense out of it.” These aren’t always logical problems—they’re emotional ones. That’s why executive coaching is gaining momentum as a transformational leadership tool.

A Personal Invitation to Evolve

View this list as a leadership self-assessment checklist. Which of these blind spots are holding you back from becoming the leader you aspire to be? You don’t have to fix everything overnight. Focus on one improvement each week. Maybe this week, it’s listening without interrupting. Next week, it could be delegating five hours of low-value work.