The ability to assess talent in others requires personal interest and engagement.
Spotting latent talent in people involves the daily practice of intentional observation. Leaders often become consumed with meetings, administrative tasks and completing performance reviews at the expense of engaging their people in real development. It’s tempting to rationalize reasons for not being engaged in people development. That’s largely because being busy is the easier path; however, it’s the path that yield’s the least in relation to future talent and ensuring that you have the right team down the road.
Leaders are in the people business. The great ones understand that paying attention to who they have around them is job one.
Take stock of how much quality time you dedicate to thinking deeply about the people around you and how they’re doing. Next, tell them what you’ve observed. If they could do better, let them know. If they’re knocking it out of the park, thank them and encourage them to keep it up.