Discover Hidden Treasure

I’ve earned a bit of a reputation. Picture a pirate like One-Eyed Willy in The Goonies. Bold, strategic, and ready to steer their crew into uncharted waters. The kind of leader whose name gets mentioned with a mix of awe and a little fear. Known for setting high expectations and pushing people outside their comfort zone, but never abandoning the ship. The reward? Discovering hidden potential in people they did not know they had.

FYI: I genuinely can’t see out of my left eye, but that’s another story.

The Map Matters

Leading a team is like hunting for treasure, navigating traps, and finding hidden gems. The value is already there. Leadership is the decision to go looking for it. Every high performer on your team has rare capabilities, but if left to their own devices, they may never surface (HBR, 2024).

The secret is having a good map. In my experience, the map needs to offer clear 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. Without guidance, employees can get stuck in the day-to-day and miss the bigger picture.

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 employees keep doing what they’ve always done, we may never see the ideas, innovations, and strategic thinking they can deliver (Forbes, 2025).

X Marks the Spot

For me, high expectations are the X on the map. They mark the goals that push people beyond what they think is possible. But aspirational goals alone aren’t enough; we also need to prepare them for any headwinds they may face. 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. The right scaffolding lets them take risks and gain 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 won’t like it at first. They’ll thank you later.

“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 has unique potential 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. It can feel intimidating, especially for those comfortable in their roles. Our job isn’t to dig the treasure for them. But without direction, people default to execution over impact. By investing in them, challenging strategically, and showing trust, they grow personally, and elevate the entire team (HBR, 2024).

Hunting for Treasure

I’ve seen these approaches work in practice, with employees often walking away surprised by what they can achieve. Here are a few tactics you can try to unlock potential on your team:

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 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. Small shifts can spark big change.

“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 potential, they stop being doers and 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 capability. 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 unlock potential that transforms 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 is the untapped potential? Are you ready to lead the hunt and discover it 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