by Kathleen Groll Connolly
After more than fifteen years as an executive coach, Claudia M. Shelton had used all the well known assessment instruments. “With each one of them, the feedback recipient had to make an investment in learning the framework and nomenclature that went along with that instrument. I found that it slowed the process considerably.”
Not finding a plain-language feedback report on the market, she developed her own. Over the past several years, we’ve had the opportunity to work with her in bringing a series of “Blind Spots” profiles to market. At the same time, Shelton’s new book, Blind Spots: Achieve Success by Seeing What You Cannot See, was published in April 2007 by John Wiley & Sons.
Hartford Insurance Company Senior Vice President Stephanie Bush recently used the Blind Spot Profile Plus for a strategic planning off-site meeting with her direct reports.
She says, “It’s simple to understand but deeply insightful. In 10 minutes you can understand the framework without having to learn a lot of jargon. In an hour an individual or a whole team can understand their strengths and blind spots and apply that understanding to key strategic problem-solving.”
Bush was also impressed by finding that the learning stayed in the minds of the team members. A week after the meeting, team members referred back to their blind spots discussion. She adds, “the Blind Spots System and Profile are helping to change the way my team operates.”
As part of her world-view, Shelton sees blind spots not as faults or weaknesses, but as doors to opportunities. But she is addressing the same issues that others call unacknowledged weaknesses or cognitive distortions—all of which are widely accepted as sources of career derailment, managerial ineffectiveness, and team dysfunction. Many types of assessments try to detangle this problem, including 360 feedback and various type indicators such as the MBTI.
Shelton explains: “The Blind Spots instruments help managers in the early stages of career development to learn the lessons that executive-level clients often get through individual coaching. But I’m finding that the senior people relate to it equally well.” She notes that the pressure to perform in executive roles leaves little development time. “These assessments help clients move rapidly. Where it might have previously taken three sessions to help them see a troublesome blind spot, I now can communicate it effectively in one session…” She notes that the Blind Spots Profiles point directly to the same issues that would be pinpointed through 360 feedback.
Shelton has used the Blind Spots system for several years with about 1000 clients—from Fortune 100 companies to small businesses and entrepreneurial start-ups. Now, it is online and report delivery is fully automated. A free trial version called the Blind Spots Snap Shot is available to the public. The upgrade, called Blind Spots Profile Plus, is available online for $34.99.
Shelton is developing a package for other coaches, including certification training, a workbook and the ability to obtain copies of feedback recipients’ reports—to be available in June 2007. There is also a 360-feedback coming in the Blind Spots Profile series. Shelton will offer the first certification training this summer.
For more information, contact us.
