We’ve all seen the kid who picks up a guitar and plays a Hendrix riff in ten minutes. Or the coworker who somehow masters a complex new software while everyone else is still looking for the "Login" button. We call them naturals. We say they have "it."
Honestly, focusing on that initial spark is the biggest mistake we make in assessing ourselves and others.
Adam Grant’s book, Hidden Potential, basically argues that we’ve been looking at the wrong end of the telescope. Instead of obsessing over where people start, we should be obsessing over how far they travel. It’s not about the genius you possess; it’s about the character you develop. If you’re only betting on the person who looks like a prodigy today, you’re missing the "diamond in the rough" who is actually out-climbing everyone else.
The Myth of the Natural
Most of us believe talent is a fixed resource. You either have the "math brain" or you don't. Grant dismantles this. He points to research showing that "potential" isn't about your starting point—the abilities visible on Day 1—but your absorptive capacity.
That's a fancy way of saying: how well can you take in new info and actually use it?
Think about the story of Evelyn Glennie. She’s one of the world’s most famous percussionists, and she’s profoundly deaf. She didn't have the "natural" biological hardware for music in the way we traditionally define it. Instead, she learned to "hear" through her body, feeling the vibrations of the instruments. Her success wasn't because she was born a prodigy; it was because she had the character skills to reinvent how she engaged with the world.
Character Skills vs. Personality
People often confuse character with personality. Personality is your basic instinct—are you an introvert or an extrovert? Character is your capacity to prioritize your values over those instincts.
You’ve probably heard of "grit," but Grant breaks it down into more specific, actionable tools:
- Imperfectionism: Perfectionists actually perform worse in the long run because they avoid the very mistakes needed for growth.
- Being a Sponge: This isn't just about soaking up info. It’s about filtering it. Sponges seek out the right advice, not just any feedback.
- Seeking Discomfort: If you’re comfortable, you’re not learning. You have to be willing to feel like a "clumsy beginner" long after you've reached a certain level of success.
Why Feedback is Actually Ruining You
We’re told to "ask for feedback" constantly. Grant suggests a subtle but massive shift: Ask for advice instead.
When you ask for feedback, people look at what you did wrong in the past. They become critics. But when you ask for advice, they look at what you can do better tomorrow. They become coaches.
In one experiment, this simple change in wording led to suggestions that were significantly more specific and actionable. Feedback feels like a post-mortem; advice feels like a roadmap. If you want to unlock Adam Grant hidden potential in your own career, stop asking "How did I do?" and start asking "What’s one thing I can change for next time?"
The "Tutor Effect" and How We Learn
One of the most surprising takeaways from the research is that we often learn better when we stop focusing on ourselves. It's called the Tutor Effect.
Data shows that first-born children often have higher IQs not because of better genes, but because they spend so much time teaching their younger siblings. When you explain a concept to someone else, you're forced to organize it in your own head. You find the gaps in your own logic.
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If you're stuck on a problem at work, don't just stare at your screen. Go try to explain it to a junior colleague. You'll likely solve it halfway through the conversation.
Reimagining the School and the Workplace
Grant doesn't just talk about individuals. He looks at systems. He dives into the Finnish education system, which is famous for its high performance despite having fewer "gifted and talented" programs than the US.
In Finland, they use a concept called looping. A teacher stays with the same group of students for several years. This builds trust and "scaffolding"—the support structures that allow a kid who started slow to eventually skyrocket. In most American schools, we reset the clock every year. A teacher barely learns a student's name before they're passed off to the next person. We’re essentially throwing away the "relational capital" that unlocks hidden potential.
How to Apply This Tomorrow
You don't need a PhD in organizational psychology to start moving the needle. It's about small, deliberate shifts in how you handle your daily grind.
- Stop waiting until you’re "ready." Grant argues that the best way to learn is to start before you feel prepared. The discomfort of not knowing what you're doing is actually the engine of growth.
- Find a "Supportive Challenger." You don't need cheerleaders who tell you you're great. You need people who care about your success enough to tell you when you're blowing it.
- Use "Deliberate Play." Everyone talks about deliberate practice (the 10,000 hours thing), but that often leads to burnout. Deliberate play is about making the practice fun. Steph Curry doesn't just shoot 500 boring free throws; he turns it into games and challenges. If the process is a slog, you won't stick with it long enough to see your potential bloom.
- Measure "Rise Over Run." Next time you’re hiring or promoting, don't just look at the GPA or the current title. Look at the trajectory. How far did this person come relative to where they started? Someone who went from a community college to a manager role often has more "hidden potential" than someone who coasted from an Ivy League school into a VP spot.
The reality is that most of us are sitting on reservoirs of ability we haven't even tapped yet. We get discouraged because we aren't "naturals." But being a "natural" is overrated. The real winners are the ones who are willing to be "un-naturals" for as long as it takes to get good.
Actionable Next Steps
- Audit your feedback loop: Identify one project you're working on and ask a peer for advice on it rather than feedback.
- Embrace a "micro-failure": Choose one skill you're bad at—public speaking, Excel, even a hobby—and commit to 15 minutes of practice today where the goal is to make as many mistakes as possible.
- Find your "loop": If you're a leader, look at your team's tenure. Instead of shuffling people around, consider how you can keep mentors and mentees together longer to build deeper "scaffolding."