“Kendra, I think you are going to do wonderfully at this next task. You have a good eye for detail, and that’s exactly what’s required here.”
“Tom, you have a real knack with people, and I’d like you to take on a temporary role in account management. I think you will thrive based on what I’ve seen you do with our internal customers.”
“When I was asked to recommend someone to head the new department, I immediately thought of you. You learn quickly, you work hard and you’re good at bringing a team together. These next few months are going to be a heavy lift, and I can’t think of anyone else better suited to the task.”
Like gardeners planting seeds, people who spot potential can help others produce results they may never have imagined for themselves. By following a few steps, anyone can learn to see the future success in others.
Step one: Start with strengths
Pay attention to what’s special. Everyone has talents, and great potential spotters zero in on those gifts. Is someone organized, great with people, quick to pick up on new activities or mechanically inclined?
Step two: Look in less obvious areas
Once you’ve identified the visible strengths, start looking in less obvious places. You may uncover a hidden talent. An average performer may become exceptional with a little help from the power of suggestion.
Step three: Stick with sincerity
It’s one thing to recognize a spark when you see it. It’s another to tell people they’re good at something when there is significant evidence to the contrary. Most people can spot insincerity from a mile away, so it’s important to remain sincere.
Step four: Identify opportunities
In addition to recognizing possibility, great potential spotters are on the lookout for the places where others can shine. They know opportunities come in all shapes and sizes; sometimes the opportunity is a task or project. Other times it’s a position or some other responsibility.
Step five: Bring the person and the opportunity together in the right place
Great potential spotters understand not only who and what to pair, but how to introduce the opportunity. Sometimes these conversations are casual, and other times they are formal meetings. Which type to hold largely depends on the person and the task. And because every circumstance is different, it’s important to be deliberate. If the task is part of routine work, a short conversation held in public may be appropriate. Conversely, when presenting a large project or new position, a formal meeting might be a better option.
Step six: Connect what and why
Potential spotters follow a formula. They recognize a person’s strength, how it fits with the opportunity and why the match makes sense.
“Julie, you’ve always done well with spreadsheets. I think you’d be a good fit for the position that’s opening in inventory management. Their system is similar to what you’ve been working with. In the role, not only would you be able to use what you currently know, but you’d also grow your skill set and open yourself up to additional opportunities.”
“Ben, I’ve been watching you work. You know how to follow the SOP, and now I think you’re ready to increase your speed. You’re diligent in your approach to what you do, and your attitude is certainly one of ‘can do.’ I’d like to get you some additional time on the line later today. I know you could be one of our top performers with some practice.”
Step seven: Prepare for reactions
People react to potential spotters in a range of ways. Some embrace what they’re told and look forward to tackling whatever opportunity the spotter highlights. Others get bogged down in self-doubt and require additional reassurance. And from time to time, the spotter meets with rejection when the person with the potential does not immediately or, for that matter, ever embrace the opportunity. A good potential spotter is ready for anything.
Step eight: Set the stage for success
Sometimes people with great potential fail because of factors that have nothing to do with the person or the opportunity. Exceptional potential spotters keep this in mind. And to the extent they can, they pave the way for success with training, exposure to information, time to practice new skills and other appropriate resources.
Step nine: Embrace all results
When people meet with success, potential spotters acknowledge it, and they’re well on their way to finding additional opportunities to build on what’s been achieved. On the other hand, when people and opportunities don’t come together well, a good potential spotter takes the situation in stride and finds other avenues for people to thrive.
Step ten: Make time for spotting
Potential spotting can happen organically, but it can happen more often when you set aside time to think about it. Scheduling spotting time can yield great results. Great potential is in everyone, and when it’s unleashed, it compounds. Success builds success.
Imagine if everyone in your workplace realized even half of his or her potential. What could people achieve alone and together? Probably more than they do now. So whose potential do you need to spot today?
Kate Zabriskie is president of Business Training Works, Inc., a Maryland-based talent development firm. She and her team provide on-site, virtual and online soft-skills training courses and workshops to clients in the U.S. and internationally. For more information, visit www.businesstrainingworks.com.