Identifying Hidden Talents: Bringing Out the Best in Your Team Members
From project management to finding the perfect metaphor, every quirky skill can have its moment. What hidden talent is lurking in your team?
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Ever wonder if you’re sitting on a goldmine of untapped skills in your team? This post will guide you through eleven simple strategies to uncover and nurture the hidden skills in your team. Because the best leaders know: there’s often a world of talent lying just beneath the surface—sometimes disguised as the quietest person in the room, the one with the post-meeting ideas, or even the “spreadsheet enthusiast.”
1. Ask the Right (and Unexpected) Questions
It’s time to go beyond, “How was your weekend?” Sure, small talk builds rapport, but it’s hardly a roadmap to deeper talent discovery. Try peppering in a few unexpected questions during your 1:1 meetings:
“If you could swap jobs with anyone in the company for a day, who would it be?”
“What’s one skill you’d love to use more at work?”
“Have you ever done something completely unrelated to this job that gave you a new perspective?”
These kinds of questions don’t just dig up data—they show you’re genuinely interested in what team members bring beyond their daily tasks. Sometimes, people don’t know they have hidden skills until someone asks.
2. Observe Their Natural Behavior
Sometimes, the talents you’re looking for show up in the details. Watch how people interact, solve problems, and tackle challenges. Does someone naturally take charge of organizing things? They may have hidden leadership potential. Or maybe there’s a quiet creative genius who always seems to have a fresh idea when everyone else is stumped.
3. Assign Stretch Assignments
One of the best ways to find undiscovered strengths is to experiment by temporarily stepping people out of their usual roles. Give them small, cross-functional projects and watch what happens. They might grumble at first, but a little variety can lead to some fascinating results.
Think of it like dipping a toe into the deep end—but you’re right there with a life vest. These assignments help people stretch their skills and, who knows, they might surprise you with just how fast they rise to the challenge.
4. Get Real Feedback from Peers
Who knows your team better than…well, their teammates? Peers see things managers often miss, so ask them privately if they’ve noticed any surprising skills among their colleagues. You might hear things like, “Oh, Lisa’s a spreadsheet wizard,” or “Tom has this knack for simplifying tech jargon.” Just don’t overdo it—an occasional check-in is enough. No one likes the feeling of being on “talent surveillance” 24/7.
5. Encourage Side Projects
Side projects are great for uncovering hidden talents. Got a team member with a weekend side hustle? Find out more about it (without being nosy, of course). They could be honing skills that translate well to the team. Who knows, maybe your data analyst is an Instagram influencer on the side with marketing tricks up their sleeve.
6. Hold Brainstorming Sessions
Brainstorming sessions are perfect for uncovering fresh perspectives. Encourage the quiet voices as much as the loud ones—sometimes, the person who speaks last has the most valuable insights. Make it a judgment-free zone, and you’ll likely discover the people who think outside the box are the ones you’ve been waiting for.
7. Create a Culture of “Show and Tell”
Remember those childhood “Show and Tell” days? Imagine a work version—minus the Ninja Turtle action figures. Host a “Skill Swap” day where team members can present something they’re proud of—anything from a professional hack to a random talent like folding a perfect paper airplane. It’s a low-pressure way for people to show off their skills and for others to pick up a few tricks. One person’s “meh, it’s easy” could be another’s “wow, mind-blowing!” Informal skill-swaps help you discover unexpected talents. Your finance expert might secretly excel at data visualization, or your intern might have a knack for graphic design.
Plus, you never know what fun, quirky skills might pop up.
8. Celebrate Weird, Wonderful Skills
No skill is too quirky if it can help the team. Does someone know how to negotiate rental prices like a pro? Fantastic! Is someone else amazing at finding just the right metaphor? Even better. The oddest talents can sometimes have surprising applications at work. Celebrate these unique skills—they’re what make your team dynamic and resourceful.
9. Create a Safe Environment for Experimentation
When people feel safe taking risks, they’re more likely to experiment—and that’s where hidden talents come to light. After all, no one finds out they’re a stellar public speaker by hiding behind Excel sheets. Encourage a little trial and error and see what emerges.
10. Give Credit Where Credit’s Due
Once you uncover a hidden talent, don’t let it stay hidden. Recognize it openly—whether in meetings, company newsletters, or even annual reviews. Highlighting these talents reinforces their importance and lets others know their unique strengths are valued. Remember, shout-outs work best when specific: if someone’s an Excel savant, let the team know how they saved hours or improved a process with their skills.
Celebrating unique talents keeps people motivated, and it shows that the team’s diversity in skills matters.
11. Accept That Not Every Talent Will Directly Benefit the Company (and That’s Okay!)
Not every hidden talent will directly impact productivity, and that’s perfectly fine. Sometimes celebrating someone’s woodworking skills or stand-up comedy side gig builds trust and connection. And who knows—hobbies and unique talents can provide that extra dose of personal growth that keeps your team engaged and energized.
Final Thoughts
Helping your team discover and develop their hidden talents isn’t just good for business; it’s good for morale, connection, and engagement. So, try one (or all) of these strategies, and see what surprising skills surface. Maybe you’ll find a project manager who’s secretly a social media guru or an analyst who’s a storytelling genius. Either way, you’re not just building a better team—you’re building a team that feels seen, valued, and ready to bring their best.