Unlocking Talent: The Key Lies in Leadership, Not Just Employee Engagement

"Uncovering hidden talent isn't just about engagement; it's about redefining leadership. When leaders connect with the human side of their workforce—building trust, showing empathy, and valuing individuality—they unlock not just skills, but the full potential of their people. This is where true innovation and resilience begin." Dr. Thomas Agrait

The Story Behind this Article

"Yesterday, I emphasized that employees are not just productive hands but human beings, which leads me to address the challenges faced by management(1) in this context. Before asking employees to share their skills, organizations must first empower their management teams to connect with the human side of their workforce. Building trust, showing empathy, and demonstrating genuine interest are essential steps for leaders to foster an environment where employees feel valued and understood" Dr. Thomas Agrait

Introduction

Organizations today face the pressing need to uncover hidden talent within their workforce. In an article I recently read in the HBR, it was suggested that this can only be achieved if employees are encouraged to share their lesser-known skills with managers and HR leaders. However, the article also highlighted a significant challenge: low employee engagement in skills transformation. This reluctance to share skills, the article argued, creates a visibility gap that prevents companies from building skills profiles, developing roadmaps, and adapting to change effectively. While this perspective holds merit, I disagree with its proposed starting point. The issue lies not with employees hesitating to share their skills but with a lack of preparation within the management team. Tomás Ramírez, MS. do you agree?To unlock the full potential of a workforce, leaders must first focus on understanding the human side of their team members. This shift in perspective can pave the way for open communication, deeper engagement, and transformative growth.

The Role of Management in Building Trust

For employees to willingly share their skills, they must first feel seen, valued, and understood as individuals. This requires leaders to move beyond transactional relationships and actively demonstrate genuine interest in their team members. A manager who takes time to recognize an employee’s passions, challenges, and aspirations creates an environment of trust. This trust is the foundation upon which employees feel safe to disclose not only their skills but also their vulnerabilities and ambitions.

Unfortunately, many management teams lack the training or mindset to approach their employees as multifaceted individuals. They may focus too heavily on metrics, deadlines, or processes, sidelining the emotional and psychological factors that drive engagement. To overcome this, organizations must prioritize leadership development programs that teach managers how to connect with their teams on a deeper level. By fostering empathy and active listening, managers can create a culture where employees are eager to share their hidden talents.

The Power of Visibility Through Connection

When leaders focus on understanding the human side of their teams, they naturally gain better visibility into the unique skills and contributions of each individual. For example, an employee who hesitates to share their creative skills in a formal setting may feel more comfortable doing so in a one-on-one conversation with a supportive manager. Similarly, casual team interactions or collaborative projects can reveal talents that would otherwise remain hidden.

This approach also shifts the dynamic from “employees reporting skills” to “leaders discovering skills,” which feels less forced and more organic. Employees are more likely to engage in skills transformation initiatives when they perceive their leaders as allies who are genuinely interested in their growth. This not only uncovers hidden talent but also strengthens the overall team dynamic, as employees feel more connected and valued.

Overcoming Challenges to Employee Engagement

While a focus on leadership preparation is critical, organizations must also address systemic barriers to employee engagement. One common challenge is the lack of platforms or mechanisms for employees to showcase their skills. Even with strong managerial support, employees need tools such as internal talent marketplaces, skill-sharing workshops, or mentorship programs to facilitate the process. These initiatives should be framed as opportunities for personal and professional growth rather than obligations, further encouraging participation.

I recall a powerful moment with one of my global clients where I videotaped the best setup technician performing a die change on a machine. The recording was showcased repeatedly across the manufacturing site, including the lobby, serving as a visual example of best practices. This not only highlighted the technician's expertise but also elevated his sense of pride and engagement, motivating him to continually raise the bar. Simultaneously, other technicians began to improve their methods, inspired by the demonstration. This initiative created a ripple effect of excellence, fostering a culture of continuous improvement and mutual motivation across the team (including the managers).

The example above underscores the importance of fostering a workplace culture that promotes openness and collaboration. If employees fear judgment, bias, or negative repercussions for sharing their skills, they will remain disengaged regardless of how empathetic their managers may be. To create an environment where every employee feels secure and encouraged to contribute, organizations must prioritize clear policies, transparent communication, and a genuine commitment to diversity and inclusion.

The Ripple Effect of Human-Centered Leadership

Once management teams are trained to prioritize the human side of their workforce, the benefits extend far beyond uncovering hidden talent. This approach fosters a sense of belonging, increases job satisfaction, and reduces turnover—all of which are critical for long-term organizational success. Employees who feel understood and appreciated are also more likely to take initiative, embrace change, and collaborate effectively.

Moreover, this shift in leadership perspective can drive innovation. Hidden talents often include creative or unconventional skills that, when recognized, can lead to groundbreaking ideas and solutions. By unlocking these skills, organizations position themselves to adapt to evolving market demands and maintain a competitive edge.

Wrapping Up

"The challenge of uncovering hidden talent is not merely a matter of employee engagement but a reflection of how organizations approach leadership. Before asking employees to share their skills, companies must equip their management teams to connect with the human side of their workforce. By fostering trust, empathy, and genuine interest, leaders can open the door to visibility, engagement, and transformation. When employees feel seen as individuals rather than cogs in a machine, they become more willing to share their talents, paving the way for a more innovative, adaptive, and resilient organization"

Unlock Hidden Talent in Your Workforce!- True innovation and resilience start with redefining leadership. At Lean Enterprise Consulting, we help leaders connect with the human side of their teams—building trust, fostering empathy, and valuing individuality. This approach doesn’t just uncover hidden skills; it unlocks the full potential of your people, driving engagement and transformation.

Ready to elevate your organization's success? Contact us today for a FREE initial assessment and take the first step toward building a more innovative, adaptive, and empowered workforce.

Dr. Thomas Agrait - NeuroEngineering Division at Lean Enterprise Consulting

(1) Disclaimer: Please excuse me for opting not to use the term "leaders" and instead referring to "management." This choice reflects the reality in many industries today, where there is an abundance of "managers" but a noticeable scarcity of true leaders. My intention is not to generalize or diminish the value of exceptional leaders who do exist but rather to highlight the gap that often needs addressing. Leadership goes beyond managing tasks—it's about inspiring, guiding, and connecting with people to foster growth and innovation.