Potential is discovery not knowledge. The discovery happens through enablement. Leaders who unlock potential of the team start with belief and enablement. They are open to be surprised and accept that failure is part of learning..
From ‘Am I deserving?’ to ‘I can do more’
Kavitha was tasked with setting up a new branch in Pune. Starting from scratch with only two junior aides, she was paralyzed by a single thought: “Have I taken on more than I can handle?”
Three months in, the branch was growing rapidly, yet her self-doubt deepened. Daily firefighting seemed like proof of inadequacy. When her manager visited, Kavitha confessed: “I’m worried I’m the wrong person for this. I don’t want to let you down.”
However, her manager’s response totally surprised her
“When I gave you this role, I didn’t know your potential. I just knew that you and your team would figure it out.”
Kavitha realized that she will let her manager down not by failing but by backing out.
That shift in perspective transformed Kavitha’s leadership. Her boss’s faith became the catalyst that:
- Fueled her to face operational challenges head-on
- Empowered her to extend that same trust to her own team.
- Revealed her ability to negotiate with high-stakes stakeholder.
One year later, the Pune branch has 250 employees. Kavitha leads with confidence. When offered more responsibility, her answer is no longer a question of “if,” but an affirmation: “Yes, I can do more.”
Leaders understand potential is discovery. Leaders who enable discovery aren’t afraid of disappointment. They thrive on the surprise of what their teams can achieve.
For your reflection
- What would it look like for you to actively discover and unlock your own potential as a leader?
- What specific actions or beliefs would enable you to create the conditions for your team to discover their potential?
“The task of leadership is not to put greatness into people, but to elicit it, for the greatness is already there.” — John Buchan