Potential: Not A Question of ‘If’, But A Question of ‘What For?’

At Let’s Talk Talent, we believe something fundamental: everyone has potential. The real question isn’t “who has potential?”, but rather “potential for what?”.

This simple shift in thinking transforms how we approach talent development in the workplace. Let’s explore what this means for you and your team.

Rethinking What Potential Means at Work

Forget the old-school idea that only certain “high potential employees” deserve development. Every single person in your team has the capacity to grow and excel,  they just might shine in different ways. Some might have potential for technical mastery, others for creative thinking, people leadership, or problem-solving. The key is identifying where each person’s unique potential lies.

Why Traditional “HiPo” Thinking Misses the Mark

Traditional approaches to spotting “high potential employees” often focus too narrowly on leadership capability or specific business skills, and use outdated models like the 9 Box grid, which we all know I am not a fan of. At Let’s Talk Talent, we’ve seen time and again that this mindset can overlook incredible talents that don’t fit the conventional mould. That quiet team member might have untapped potential for innovation. Your detailed-focused colleague might have natural coaching abilities waiting to be discovered.

Understanding Different Types of Potential

When we say “everyone has potential,” here’s what we mean:

Leadership Potential

  • Some naturally inspire and guide others
  • Others excel at strategic thinking and planning
  • Many have gifts for coaching and developing colleagues

Technical Potential

  • Deep expertise in specific areas
  • Ability to solve complex problems
  • Talent for improving processes and systems

Creative Potential

  • Innovative thinking and fresh perspectives
  • Ability to see new possibilities
  • Talent for creative problem-solving

Collaborative Potential

  • Building and maintaining relationships
  • Bringing teams together
  • Creating positive work environments

How to Spot Different Types of Potential

Since we know everyone has potential, the real skill lies in identifying what type. This is where great managers earn their stripes – it takes emotional intelligence, patience, and genuine curiosity to uncover what makes each team member tick. You’ll need to be part detective, part coach, and part cheerleader. The best talent-spotters know that potential isn’t always obvious; it might be hiding behind quietness, masked by current job constraints, or simply waiting for the right moment to emerge. They’ve learned to look beyond the obvious and listen for subtle clues in everyday conversations and interactions.

Here’s how:

1. Watch for natural inclinations

  • What tasks do people gravitate towards?
  • Where do they show the most enthusiasm?
  • What challenges do they tackle most effectively?

2. Have authentic conversations

  • Ask about what energises them
  • Discuss where they feel most confident
  • Explore what they’d love to learn

3. Create opportunities to experiment

  • Offer varied projects and responsibilities
  • Allow people to try different roles
  • Encourage cross-department collaboration

Creating an Environment Where All Potential Can Flourish

When you believe everyone has potential, your approach to development changes:

Open Opportunities

  • Make development accessible to everyone
  • Create varied growth paths
  • Recognise and celebrate different types of progress

Supportive Culture

  • Encourage experimentation
  • Welcome different perspectives
  • Value diverse forms of contribution

Practical Development

  • Offer varied learning opportunities
  • Create flexible development paths
  • Support different types of growth

Understanding How Potential Shows Up Differently

Potential doesn’t always wear a shiny badge, or announce itself in team meetings. Sometimes it whispers, sometimes it argues, and sometimes it even masquerades as disruption. That quiet team member might be bursting with ideas they’re not yet confident to share. But equally interesting – and often overlooked – is the team member who seems to always push back or challenge the status quo. What might look like disagreement could actually be a valuable different perspective, a keen eye for improvement, or the ability to spot flaws in processes that everyone else has accepted as unchangeable.

Think about it – some of the most transformative ideas in business came from people who dared to question “the way we’ve always done things.” Behind what might be perceived as a negative attitude often lies passion, insight, and a drive for excellence that, when properly channeled, could transform your team’s effectiveness.

Spotting Potential in Unexpected Places

When looking for potential, cast your net wide and challenge your own assumptions. Yes, watch for the quiet achievers who steadily deliver without fanfare. But also look twice at the person who seems to always have a different opinion. Their frustration might stem from seeing better ways of doing things, or their “difficult questions” might actually be pointing out genuine opportunities for improvement.

Common Challenges and Fresh Solutions

“But We Can’t Develop Everyone!”

We hear this a lot, and here’s the thing – you absolutely can develop everyone, but it’s time to think differently about what development means. Not everyone needs (or wants) a promotion or expensive training course. Real development often happens right where people are, in their current roles. It might look like someone gradually mastering new skills in their existing position, perhaps becoming the team’s go-to AI wizard or the person everyone trusts to handle tricky client conversations. For others, it could mean taking on different responsibilities that stretch their capabilities while adding value to the team. We’ve seen countless examples of people becoming subject matter experts in their areas, building deep expertise that makes them invaluable without ever climbing the traditional career ladder.

“What About Limited Resources?”

Let’s be realistic – budgets aren’t endless, and time is always tight. But some of the most effective development happens without spending a penny. Think about the wealth of knowledge already sitting in your team. When you create opportunities for people to learn from each other, magic happens. We’ve seen junior team members flourish through informal coffee catch-ups with more experienced colleagues. On-the-job learning, where people tackle new challenges with support from their peers, often proves more valuable than formal training. And don’t underestimate the power of mentoring relationships – they cost nothing but time, and can transform both the mentor and mentee’s capabilities.

Making It Work in Practice

Here’s how to put this inclusive approach to potential into action:

  1. Start with honest conversations about interests and aspirations
  2. Look for opportunities that match individual potential
  3. Create flexible and personalised development paths
  4. Celebrate progress in all its forms
  5. Keep adjusting and adapting approaches

The Business Impact

When you recognise and develop everyone’s potential, you see:

  • – Higher engagement across the board
  • – More innovative solutions
  • – Stronger team collaboration
  • – Better retention at all levels
  • – A more adaptable organisation

Looking Forward

Understanding that everyone has potential, and that it manifests differently, is crucial for modern workplaces. It’s not about finding a select few ‘high potentials’, but about unleashing the unique capabilities within every team member.

Wrapping Up

At Let’s Talk Talent, our experience shows that the most successful organisations are those that recognise and nurture the diverse potential in every employee. Remember, the question isn’t “does this person have potential?” but “what kind of potential do they have, and how can we help them realise it?”

By shifting your mindset from identifying “who has potential” to discovering “potential for what,” you’ll unlock possibilities you never knew existed in your team.

If you want to learn more about how we can help you, reach out for a chat, or download our succession planning whitepaper and learn a new way!

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