Like gardeners planting seeds, people who spot potential can help others produce results they may never have imagined for themselves. By following these 10 steps, you can learn to see the future success in others.
Step 1: 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 on new activities or mechanically inclined?
Step 2: Look in Less Obvious Areas
Once you have identified the visible strengths, start looking in less obvious places. You may uncover a hidden talent. An average performer may become an exception with a little help from the power of suggestion.
Step 3: Stick with Sincerity
It’s one thing to recognize a spark before you see it. It is 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 is important to remain sincere.
Step 4: 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 a project. Other times it is a position or some other responsibility.
Step 5: 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.
The 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 6: 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.
Step 7: Prepare for a Range of Reactions
People react to potential spotters in a range of ways. Some embrace what they are 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.
Once you have identified the visible strengths, start looking in less obvious places. You may uncover a hidden talent. An average performer may become an exception with a little help from the power of suggestion.
Step 8: 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 9: Embrace All Results
When people meet with success, potential spotters acknowledge it, and they are well on their way toward finding additional opportunities to build on what has been achieved. On the other hand, when people and opportunities do not come together well, a good potential spotter takes the situation in stride and finds other avenues for people to thrive.
Step 10: 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 the president of Business Training Works Inc., a Maryland-based talent development firm. She and her team provide onsite, virtual, and online soft-skills training courses and workshops to clients in the US and internationally. For more information, visit www.businesstrainingworks.com.
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