Discover Hidden Treasure

I have a bit of a reputation. Picture a pirate, like One-Eyed Willy (I genuinely can’t see out of my left eye, but that’s another story). The kind of leader whose name gets mentioned with a little awe and a little fear. Someone who’s bold, strategic and likes to steer their crew into uncharted waters. Known for setting high expectations and pushing people outside their comfort zone, but never abandoning the ship. The reward? Finding hidden treasures in people that they never knew existed.

The Map Matters

Leading a team is a lot like searching for treasure with a crew, navigating traps, and discovering hidden gems. You know the treasure is there, it’s hidden somewhere in plain sight, but you have to find it. The truth is, every high performer on your team has a treasure chest full of rare capabilities, but if we leave them to their own devices, we may never find it (HBR, 2024).

Every treasure hunt needs a map. In my experience, that map is all about clarity with roles, accountabilities, and expectations. When people know what’s expected of them and the boundaries they can explore, they feel empowered to contribute in new ways and continually raise the bar.

Like never before, we’re experiencing exponential change in how we work and what our customers expect. We’re in the eye of the storm, and we need to help our people see beyond what’s right in front of them.

Henry Ford is often credited with saying, ‘If I had asked people what they wanted, they would have said faster horses.’ The same applies to future leaders, who often can’t see their own potential or how much more they could contribute. If we let our crew members just keep doing what they’ve always done well, we’ll never uncover the ideas, innovations, and strategic thinking they’re truly capable of (Forbes, 2025).

X Marks the Spot

For me, high expectations are the X on the map. They’re the strategic objectives that nudge people beyond what they think is possible, onto the unsteady plank of uncertainty. But after setting aspirational goals, we need to keep watch from the crow’s nest—and be ready to steer them away from danger. Treasure hunts aren’t successful if the captain abandons the crew halfway through the adventure.

Here’s what I know. Even when people resist being pushed outside their comfort zone, they often look back and feel proud of their accomplishments and new perspective. Providing the right scaffolding lets them take risks and grow their confidence. Adam Grant emphasizes in Hidden Potential that leaders must offer structure, support, and guidance to help people stretch their capacity. When you ask someone to operate at the next level, you need to be there with them, offering resources, advice, and the occasional nudge (Grant, 2023).

And the best part? They’ll thank you for it.

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” – John Quincy Adams

The Role of the Captain

Every team member carries unique treasures waiting to be unlocked. Think of yourself as the captain of an expedition. When people join a new team, they need to be ready for the adventure. Yes, it can feel intimidating, especially for those comfortable in their roles. Our job isn’t to dig the treasure for them. It’s to guide and equip them so they can uncover it and claim their own rewards. Leaders who assume people will find their own way risk leaving the richest gold undiscovered. By investing in them, challenging strategically, and showing trust, they discover their potential, expand their impact, and elevate the entire team (HBR, 2024).

Hunting for Treasure

Finding hidden potential on your team isn’t about luck, it’s about intention. Just like a treasure hunt, it takes curiosity, time, and a willingness to explore beyond the obvious. You need to actively create the conditions for discovery.

Here are a few tactics you can start using today to unlock potential:

Set clear X’s on the map – Be explicit about what success looks like. Define the goal, the expectations, and the impact you’re aiming for. Clarity gives people the confidence to take ownership.

Boldly explore – Ask your team what they think could be done differently. Let them bring ideas to the surface. High performers on your team have a keen understanding of the work and they need permission to think bigger.

Provide scaffolding – Don’t just ask for more, make sure you offer the tools, resources, and coaching they need. Scaffold their growth so they feel supported even while being challenged.

Celebrate small discoveries – Every step forward, every small success, is a gem. Recognize the wins and let people know the impact they’re having. Confidence grows when contributions are seen and valued (HBR, 2024).

Watch the ripple effect – When someone on your team steps up and begins thinking strategically, their energy spreads. Teams start to operate differently when they see what’s possible. You’re not just finding one treasure, you’re creating a field of treasures.

“A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.”
— Rosalynn Carter

Discover the Jewels

As a collective, your team will create more value and help drive organizational success. But the reward isn’t just the completed project or the metrics met. It’s the new-found confidence, the expanded perspective, and the realization that individuals can contribute at a higher level than they ever imagined. When your team discovers their hidden treasures, they stop being doers—they become game changers (Grant, 2023).

Finding “the rich stuff” takes a leader who cares about their people, challenges the status quo, and helps them reach their full potential. It’s uncomfortable at first. High performers may resist since they’ve been doing well already, but with the right map, clear expectations, and your support, they’ll rise to the occasion. And you’ll get to watch them dig up treasures that transform your team, your organization, and themselves.

“The key to successful leadership today is influence, not authority—and unlocking potential in others is the ultimate form of influence.” — Ken Blanchard

Look at your team. Where are the hidden treasures waiting to be uncovered? Are you ready to lead the hunt and discover the adventure together?

References:

Forbes. (2025, June). 7 key factors for distinguishing between performance and potential. Forbes. https://www.forbes.com

Grant, A. (2023). Hidden potential: The science of achieving greater things. Viking.

HBR. (2024, October 8). Stop ignoring your high performers. Harvard Business Review. https://hbr.org/2024/10/stop-ignoring-your-high-performers