You know that feeling when you’ve been walking around all day with something everyone else can see about you, but you have no idea about it yourself? Like a “kick me” sign on your back in high school. Or forgetting to remove the sales tag on a new pair of pants. You’ve been walking around with a tag that says, “Oh look, I just bought pants and forgot to remove the tag.”

You get the idea. Sometimes, we don’t see what’s obvious to others. And as leaders, that can be a real problem.

The Leadership Balancing Act: Feedback vs. Vulnerability

Ministry leaders constantly walk a fine line between seeking feedback and embracing vulnerability. On one hand, we recognize the value of gathering input from others. We ask for feedback about our preaching, programs, and leadership. We encourage constructive criticism because it helps refine our effectiveness.

But there’s a deeper, more uncomfortable challenge: what happens when something isn’t working? What about the moments when we’re not just gathering feedback—but we need to own our mistakes?

It’s one thing to ask for insight on improving our ministry. It’s another to publicly acknowledge a failure, a misstep, or a blind spot. The temptation is to hide, to cover up, or to pretend everything is fine—just like walking around with that sales tag still attached.

The Johari Window: A Tool for Clarity

 

One of the tools we use in our consulting work is called the Johari Window. Developed by psychologists Joseph Luft and Harrington Ingham in 1955, the Johari Window is a simple framework that helps leaders understand what they know about themselves and what others see about them.

The Johari Window is divided into four quadrants:

• Open Area – What you know about yourself and what others also see.
• Blind Spots – What others see, but you are unaware of.
• Hidden Area – What you know about yourself but keep hidden from others.
• Unknown Area – What neither you nor others can see.

By recognizing these four areas, ministry leaders can identify communication breakdowns, areas needing growth, and opportunities to build stronger, healthier teams.

What the Sales Tag Taught Us (And How You Can Do Better)

If you had a friend who pointed out that your tag was still on your pants before you walked into an important meeting, you’d be grateful, right? But if everyone noticed it and said nothing, you’d feel a bit foolish later. The same dynamic happens in leadership. Leaders who ignore blind spots or hide weaknesses create dysfunction. But those who seek honest feedback and practice vulnerability create healthier teams and stronger ministries.

Reality Check: Where Are Your Blind Spots?

So, leader, let’s take an honest look at your ministry:

• Are there areas where your team sees issues that you don’t?
• Have you created a culture where people feel safe giving you honest feedback?
• Are there things you’re keeping hidden that need to be brought into the light?
• Have you ever resisted feedback because it felt too personal?

Four Steps to Minimize Blind Spots and Hiddenness

1. Invite Radical Honesty: Create an environment where people can speak openly. Let your team know that feedback—even tough feedback—is welcome. One simple way to do this is to ask, “What’s one thing I’m not seeing that could help us improve?”
2. Seek Out Unbiased Perspectives: Sometimes, we’re too close to the problem to see it clearly. Bringing in an outside voice—a coach, consultant, or trusted peer—can help expose blind spots that your internal team might be hesitant to mention.
3. Own Your Mistakes Publicly: When something goes wrong, lead by example. Admit missteps and model humility. Saying, “I got this wrong, and here’s how I’m learning from it” builds trust and sets a precedent for transparency.
4. Regularly Assess Your Leadership Using the Johari Window: Take time to evaluate where you stand in each quadrant. What’s in your blind spot? What are you keeping hidden? What could you uncover with intentional reflection and conversation?

Final Thought

You can save yourself from unnecessary embarrassment if you create a culture where honesty is encouraged. The more we seek out truth—even when it’s uncomfortable—the more effective, resilient, and Christ-centered our leadership will become.

So, what’s your next step? Where do you need to invite honest feedback? And what hidden areas in your leadership need to come into the light?