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Hidden Talents: The Key to Unlocking Potential!

1 May 2024 · 1 min

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Short excerpt from a May 1, 2024 YouTube video by Mark Simpson arguing that hiring and talent decisions should consider three layers: experiential abilities (what people have done), innate abilities (personality/strengths as seen in tools like Myers-Briggs, Enneagram, StrengthsFinder), and—most importantly—an individual’s potential. The speaker emphasizes that potential is the largest, most predictive factor for future performance and integration, and that most organizations under-utilize assessments of innate talent and potential.

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Additionally, we all have experiential abilities or talents. And what these are is what I've done in the past is indicative of what I can do in the future. And we have what's called innate ability or innate talent. And this is often analyzed through tools like Myers Briggs or Enneagram or strengths Finder. It shows our wiring, our natural tendencies. And most organizations actually just look experientially run interviews, some, not enough are doing these analysis of innate talent. We all should be doing it. But the big one, the 80 percenter that almost no one is doing, which is the biggest indicator of how someone will perform is the best indicator of how they'll integrate their firm, the best indicator of how they'll perform in the future is there potential. And I know that's obvious, but if we can identify someone's potential and they have massive potential in the role that we need filled, gosh, you're going to crush it.