The Blind Spots the Leaders Have

Promotions are the ultimate test of HR judgment. Done well, they unlock growth. Done poorly, they create disengagement and turnover. Over the past year, working with HRBPs and Talent Leaders, I’ve seen the same blind spots surface again and again.

Blind Spot 1: Rewarding Tenure Over Potential

Many leaders still default to “time served = next step.” But tenure alone doesn’t predict readiness. Potential—learning agility, grit, growth mindset—does.

“When you promote only for tenure, you miss the people who can grow into the future.”

Fix: Introduce structured talent review conversations that balance skills, potential, and impact—not just years in role.

Blind Spot 2: Overvaluing Technical/ Expertise

We often promote the “best doer.” The problem? The best individual contributor may not be the best leader.

Fix: Shift the focus from “Can they do the work?” to “Can they bring others along?” That’s where coaching conversations make all the difference.

Blind Spot 3: Ignoring Hidden Skills or potential

Too many reviews still rely on surface-level skills or a manager's memory of employees' accomplishments. Hidden skills go unnoticed, and high-potential talent slips away.

Fix: Use skills, intelligence tools, and future-focused questions: What strengths haven’t we tapped yet? Where could this person grow if given the chance?

My Takeaway From the Past Year

I’ve seen how these blind spots hold leaders back—not because they don’t care, but because they haven’t been equipped with the right mindset, tools, and frameworks. The shift to skills-based talent practices makes this even more urgent.

Call to Action:Want to avoid these blind spots in your next promotion cycle? [Book a Discovery Call] to explore how coaching can sharpen your promotion decisions and unlock hidden potential.