How do you convince that oh-so-talented team member to get the heck out of their comfort zone… without shoving them over the edge?
Hey Moguls, Chris Clothier here...
When you see potential in someone, it can be tough to get them to see it too, and to help them do what it takes to realize that potential.
But that’s what a friend or mentor is there to do: help others push past those self-imposed limits and start dreaming big.
So, let’s find that balance between pushing and shoving by talking about how to identify potential.
And let’s start at the beginning, with a new employee.
A Blank Canvas
When I have a new team member, I take about 15 minutes right off the bat to get to know them. I sit down and talk 1-on-1 with them, to make sure I know their background. I make sure they understand their new opportunities and responsibilities.
At this point they’re like a blank canvas, and I’m watching to see what I will discover. I’m not quite ready to have that conversation about potential yet.
Once that new team member has settled in, I get some feedback from the people they work with. And as I watch them develop, if I see something in them, I’m going to pursue that.
First Impressions
Recently I hired a new employee who I think has a ton of promise. She’s just starting her career. Three or four months ago, we created an opportunity that allowed her to grow and start learning other things.
When I’m looking for employees I can give opportunities like that to, I’m looking at how they present themselves:
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How do they communicate?
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What first impression do they leave with me?
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What do other people say about them?
It’s Not Just Me
This process is a 2-way street, though. That team member I see potential in needs to be willing to learn and change. They need to be willing to work with me and try to see what I see. They need to trust me.
This system doesn’t work every time. Sometimes I think I see potential in someone, but that process doesn’t go where I hoped. But other times, I’m right on and those people I encourage are able to grow and succeed.
So I’m always watching, keeping my eyes and ears open to what’s happening around me and what others are saying about team members. I watch how people reach in different situations. And when I see someone with potential, I act on that.
What to Look For
It’s key to start this conversation early on...
When someone catches my interest, the first thing I want to know is whether they’re interested in expanding their potential. I want to know if they have a vision for the future or if they’re just in the moment.
One great way to test this is to figure out whether they have a personal vision. People may have a family, a spouse or children. In terms of their family life, they may have a vision for the next 3, 4, or 5 years. Or that might relate to their career.
If you can learn from them what their personal vision is and what they think is ahead, you can tap into a little bit of that.
Work isn’t necessarily the most important thing, so if you can watch how that person prioritizes family, their work responsibilities AND their personal vision, you can learn plenty about them.
See how they organize all those responsibilities. See how they use their communication skills or visual or verbal skills to move to the next level.
Your Take
How do you identify potential in others? Let me know with a comment below.
1. Get to know new team members and ask about their personal vision.
2. Listen to what others are saying about the people around you.
3. Find out whether people who show promise are interested in growing.
Chris Clothier
owns and operates three multi-million dollar a year marketing brands including 1-800-SELL-NOW, Find Cash Buyers NOW and Find Private Lenders NOW; each brand, under the REI Marketing umbrella, is designed to help real estate investors and agents reach a specific marketing niche.