Missed Talent ✅️
I can deal with missing out on trends. I can live without the latest AI tool. I won’t lose sleep over skipping an industry event.
But missing out on great talent? That keeps me up at night.
Nothing fuels a business like the right people in the right roles. The problem? Talent doesn’t always announce itself. It’s not just the loudest voice in the room or the most polished resume. Sometimes, it’s the person quietly solving problems, making things work, and stepping up when it matters.
And if we don’t actively look for them, we miss them.
That’s why I obsess over spotting hidden talent. These are not necessarily people in high designations – seniority has nothing to do with exceptional talent. Because they are not just “high performers” but high-potential people.
The ones who:
✅ Take ownership without waiting for instructions.
✅ Ask the right questions, not just give the right answers.
✅ Solve problems before they become someone else’s headache.
✅ Handle feedback like a growth opportunity, not a personal attack.
✅ Make their team better just by being in it. By challenging, and leading by example.
Just their presence makes the environment positive and charged up.
The problem? Finding them, engaging them well, and promoting them to the right roles.
So, here’s my personal rule: Talent identification is a daily job, not an annual HR process.
I watch who volunteers for tough assignments.
I notice who challenges the status quo with better ideas.
I listen for who asks the best questions in meetings (often a better signal than who gives the best answers).
I pay attention to who thrives when given stretch opportunities.
Some of the best talent never asks for recognition—they just deliver. It’s our job to spot them before someone else does.
If you’re not actively looking for talent in your business, you’re already behind.
Whenever I have spotted it right, it has paid rich dividends in terms of growing Indus Net Technologies (INT.), but also growing me as an individual. Over time, we aim to become the talent factory!
I am not best at this job, but I keep trying harder and harder. This is the biggest scale hack in my humble opinion.
How are you identifying talent in your organization? Curious to hear your thoughts.