How to value potential
When hiring, we keep asking one question: “Have they done it before?”
Organizational psychologist Adam Grant calls this making forecasts about future success in his book Hidden Potential. He says, “We confuse past achievements with future potential.”
We focus on those who have already achieved great things, been at the top of a class, or made significant breakthroughs. When they've done it before, there is proof they can do it again. It feels like a safe bet.
But here’s the catch: While experience matters, this approach creates a culture where people feel pressured to chase achievements to prove their hireability. We become driven to tick off boxes: titles, wins, and credentials.
And the problem with that? It undervalues potential—the capacity for growth. That's what actually forecasts future success. People are wired for growth and creativity, not to fit anonymously into a standard mold.
So, how could we value potential?
It starts with assessing how someone thinks, how quickly they can learn, and how they handle uncertainty. The fancy words here are agility, adaptability, creativity, and resilience.
We can do our best to adjust our lens toward potential when we hear an audition, interview a candidate, or even read a resume.
Instead of searching for proof that "they’ve done it before", here are 4 other things we can see as evidence for potential:
Growth mindset: Notice how they have applied themselves to learning and improvement. Ask about how they grew from times when they failed.
Grit: Be aware of how they overcome a slip-up in an audition. Ask about how they've persisted through challenges and setbacks.
Non-linear career paths: Be curious about diverse experiences and unconventional paths. Ask about how they've developed a broader range of skills as a result.
Collaborative skills: Notice how they work with others as a team and how they adapt in social situations. Ask about how they've contributed to collective success in the past.
By focusing on these aspects, we can move beyond "have they done it before" and start identifying individuals with maximum potential for future success - and create more meaningful career paths along the way.
How could you start looking for these things in people you currently work with? in those you get to choose to work with?
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