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Recognising potential in others

We all know that the last few years have been a struggle for all sectors in business. Therefore wherever you work and whatever you do, you might have let some people pass you by who could have been an asset to your business. It's difficult to recognise potential in others when you're distracted by problems with economics.

If you are a manager, it is up to you to recognise potential when you see it. In fact, you are obligated to do so. It's what puts extra money in your BullionVault and savings account after all. If spotting talent in a crowd has never been your strong suit though, there are things for you to look out for.

  • - Think about what your employee said they wanted to achieve when they came for interview initially. Or perhaps think of the people you saw in a workshop you mentored. What obstacles did they admit they needed to overcome? If you identify people by their wants and problem areas, you have a better idea of which ones would have the potential to progress.
  • - You have to remember that as the person in charge (if you are), it is you who creates opportunities for people. And they happen when you take an interest in and assess people based on their interests and the work they do for you.
  • - It might take a while for you to recognise their potential, possibly because they are always within the same setting, and are never sent off to perform in other areas. Challenge them, send them to seminars and set tasks you haven't before to see how they cope.
  • - Potential is spotted through constant evaluation of their progress. This isn't just keeping an eye on their performance though. This is paying attention to what they say, and locating the changes in their aspirations. Just because they said they wanted something in the interview, doesn't mean they want that now.