Summer vacation at my house means endless games in the yard, sandy feet from beach trips, and the sound of kids’ laughter drifting through the air. As a parent, I love watching my kids socializing, collaborating, and enjoying the outdoors.
But beyond the sunshine and good memories, something else catches my attention every summer—moments when my kids start showing skills and strengths I hadn’t noticed before.
One child might suddenly take charge of organizing a game, guiding his siblings without hesitation. Another might create imaginative new activities, showing off a knack for creativity and problem-solving.
It’s in those small moments of play that hidden leadership potential reveals itself.
And as a manager, I’ve realized the same thing happens in the workplace.
The Connection Between Parenting and Leadership Development
Leadership isn’t always loud or obvious. In fact, some of the best leaders begin as quiet observers—the ones who rarely speak up in a meeting but shine when given the right opportunity.
Just as I see new strengths in my children when they’re playing freely, I’ve seen employees transform when placed in a different environment—especially one that allows them to express themselves without the pressure of formal performance reviews.
This is one reason leadership development programs often include interactive, non-traditional activities. They create safe spaces for people to reveal capabilities they might not otherwise show.
A Real-World Example: The “Richard” Story
I once attended a corporate training session designed to encourage communication and strengthen teamwork.
Among the participants was Richard, a newer employee. In the office, Richard was efficient and reliable—but he kept to himself and didn’t stand out as a leader.
During the games, something shifted.
Richard naturally took charge, organizing his group, motivating them, and making quick, confident decisions. His leadership was subtle but undeniable.
After the session, I approached his team leader, a friend of mine, to share what I had observed. He had noticed it too and admitted he was surprised.
Six months later, Richard was promoted to lead a new team—and he never looked back.
Richard’s story shows why knowing how to identify leadership potential is such a critical skill for managers. Without that moment, he might have remained unnoticed.
Why Leadership Potential Stays Hidden
Not every talented leader walks into a room and commands attention from day one. Many need the right environment, challenges, or encouragement to showcase their abilities.
Here are some common reasons why hidden leadership potential might not be obvious:
Role limitations – If someone’s job doesn’t require leadership, they may never have the chance to demonstrate it.
Workplace culture – Highly hierarchical environments can discourage initiative.
Personality differences – Introverts might avoid the spotlight in meetings but excel in smaller, project-based settings.
Lack of confidence – Without encouragement, even capable employees may doubt themselves.
How to Identify Leadership Potential in Your Team
Spotting hidden leaders isn’t about waiting for someone to self-promote—it’s about creating situations where people can naturally demonstrate their strengths.
- Observe in Different Contexts
Just like kids behave differently at the park than at home, employees may show unexpected strengths in informal or collaborative activities. Team leadership training sessions, cross-department projects, or problem-solving workshops can reveal hidden talents.
- Look for Influence, Not Just Authority
Leadership is about influence as much as position. Notice who others turn to for advice, who keeps the group on track, and who steps up when challenges arise.
- Create Safe Spaces for Initiative
If employees fear making mistakes, they’ll hesitate to lead. Encourage experimentation and support people when they try new approaches.
- Listen for Solutions-Oriented Thinking
Future leaders often focus on solutions rather than problems. Pay attention to those who reframe challenges into opportunities.
- Ask for Input—and Really Listen
Inviting people to share ideas is an easy way to see leadership thinking in action, even if they’re not in an official leadership role.
Pro Tip: Use Play to Spot Potential
Just like kids learn by playing, adults often reveal their strongest collaboration and problem-solving skills in non-traditional settings. Incorporate team challenges and innovation exercises into your leadership development programs to identify rising talent.
From Observation to Opportunity: Nurturing Future Leaders
Once you’ve spotted hidden leadership potential, the next step is to develop it. Here’s a proven leadership development strategy you can apply:
- Acknowledge Their Strengths – Give clear, specific feedback. Recognition builds confidence.
- Provide Stretch Assignments – Assign tasks that require decision-making and leadership skills.
- Offer Mentorship – Pair emerging leaders with experienced mentors.
- Encourage Peer Leadership – Let them lead small projects before moving into formal leadership roles.
- Invest in Training – Enroll them in team leadership training or specialized development programs.
Why Leadership Development Programs Pay Off
- Investing in leadership growth isn’t just good for individuals—it’s a smart business move.
- Improved team performance – Leaders inspire action and reduce friction.
- Stronger succession planning – You’ll have capable leaders ready to step up.
- Better retention – Employees stay when they feel recognized and challenged.
According to Gallup, organizations that prioritize leadership development are 2.4x more likely to outperform their competitors financially.
Leadership Potential Is Everywhere—If You Know Where to Look
Whether it’s my kids inventing new games on the beach or an employee like Richard stepping up unexpectedly, I’ve learned this:
Leadership potential often hides in plain sight.
If you put the right systems, culture, and leadership development strategies in place, you’ll start seeing it everywhere.
Key Takeaways
Use varied environments to uncover strengths.
- Focus on influence, not just authority.
- Pair observation with structured leadership development programs.
- Give rising talent opportunities to lead before they have the title.
Your Next Step
If you want to uncover and develop leaders within your organization, I help companies design custom leadership development programs, implement team leadership training, and build leadership development strategies that drive business growth.
📩 Contact me here to start building your next generation of leaders.