Hiding Talent

Me: “I can’t believe they overlooked me for that role!! They know I can do this!!” Other: “Did you say anything to them?” Me: “No. I shouldn’t have to.” Other: “Well, don’t **** complain to me then!”

A tough lesson, a little harshly delivered. But an important one at the time.

I am usually the type to say “Yes!” when I am asked if I want to take something on. But, as I have mentioned before in other articles, I am a secret introvert hidden beneath a learned layer of extrovert behaviour. I value modesty and humility. They are traits I admire and most of the heroic figures in my life tend to be the silent, confident type. I don’t like to be made a fuss of, and I take a lot of my better qualities for granted, because… well, that’s “just who I am.”

But, in the world of recognition and especially talent management, this kind of attitude tends to work against us, unless: someone actively takes the time to look at you.

A senior leader once told me, during the second of two conversations we had over a period of 5 years working in the same department, “That’s why we asked you to do it. It’s what you are good at.” I was blown away! I hadn’t realised he had noticed anything about me. I was surprised when he remembered my name, to be honest.

It’s not that I put great effort into hiding. But being in the limelight isn’t what drives me. Being told “It’s not about you, it’s about the audience” was the single best advice ever given to me when it comes to communication and presentations. It allows me to be there, with everyone else in mind. It protects me and it gives my work meaning in a way that supports my Values (big v).

But what about the value (small v) of the work itself? The relationships I build have meaning; but only to the parties involved. Because I work on what is needed and desired, the impact of what I do goes on beyond my immediate involvement. My legacy, if we can call it that, is what people do after I am involved. They get the credit, and rightly so, for anything they do beyond my influence. My work is there for anyone to see… but only if they look for it, or if I point it out.

The same can be said for many quiet people I have worked with over the years. They work tirelessly and diligently in the background. They are the observers, the learners, the subject matter experts, devoted to their support roles and content to do what they know and enjoy. I love speaking with them! Truly. When they open up about what they do I see enthusiasm, understanding, dedication. All the things we try to instil in everyone we work with. But they do it quietly. You have to go looking for them.

Talent management ought to not only be about What we do, but How we do it. Of course the loudest, fastest, biggest, most colourful tend to be noticed first. But are they always the right qualities for every situation?

You have to be curious and inquisitive – another trait I admire enormously; it shows that you are interested. It is inclusive. It is an act of humility, because it demonstrates an acknowledgement that you don’t know everything.

One of the core requirements for you to become a Chartered Professional civil engineer (Engineering Council Standards) is understanding the limits of your understanding.

That is a point of vulnerability for many people, including those in leadership roles. It can lead to imposter syndrome. It can lead to Cloneliness (shameless link to another article of mine), a state which makes you change fundamental things about yourself in order to ‘fit in’. It can potentially make you overcompensate, by pushing yourself forward for new opportunity before you are ready, just to escape being ‘found out’ in your existing role – which is essentially another form of hiding, when you think about it.

It can make you hide what you are good at, in believing that you need to be more, or that people are looking for something different to what you have to offer. And that is very confusing for the casual observer.

Are you naturally quiet and unassuming? Are you hiding something? Or are you just ordinary and don’t have anything to see? Do I care enough to find out?

This isn’t really an article about people who hide their talent, intentionally or innately. It’s more an article about the concept of exploration; about understanding your environment and the factors that impact what you are trying to do. The support you need. The skills available. The talent that lies unlocked. The potential. The ability to recognise, appreciate and nurture what is hiding possibly right under your nose.

Take a moment. Listen. Open your eyes. Think about all the small things that go on in the background that you don’t have to worry about because someone else is. When you are stuck on a problem: ask if anyone has any ideas or wants to help out.

And don’t always rely on the first hands raised. The tastiest titbits in nature are often well camouflaged, but so are the most dangerous. Learn how to handle both, with confidence in the knowledge that you are doing this not just for yourself, but also the impact you can have through others.

It’s really satisfying!