Charlene Reynolds has built her career on leading big, complex projects by recognizing and elevating people whose skills might otherwise go unnoticed. From launching city-wide initiatives with no budget to guiding an airport team through the uncertainty of a pandemic, her results come from seeing potential where others do not. You can hear her full story on the Wear Your Cape to Work podcast, but here are the steps you can use to find and leverage hidden talent on your own team.
1. Look Past Job Descriptions
The skills you need to solve a problem might not belong to the person whose title says they should have them. Charlene recalls a city transportation project with no budget, no precedent, and a short timeline. Her solution was to involve a quiet traffic engineer whose deep knowledge of bike infrastructure became the key to making the project work.
Action step: For every project, list the capabilities you truly need. Then look across your organization for people who might have those skills, even if they are outside their usual role.
2. Build Relationships Before You Need Them
Hidden talent often surfaces when people feel comfortable sharing what they know. This trust develops over time through genuine interest and consistent communication. Charlene meets with every new hire at her airport, spending 15 to 30 minutes getting to know their background, strengths, and career goals.
Action step: Schedule informal one-on-one conversations with team members outside of project work. Ask open-ended questions about their experiences and interests.
3. Watch for Clues in Everyday Interactions
You may spot untapped skills in small moments, such as when someone offers a fresh perspective in a meeting or takes initiative to solve a problem outside their usual scope. Charlene noticed early in her career that those who seemed overlooked often held exactly the expertise needed to break through a challenge.
Action step: Keep notes on moments when someone demonstrates a strength you did not expect. Refer back to these when forming project teams.
4. Create Opportunities for People to Contribute
Finding talent is only the first step. The next is giving people meaningful work that lets them demonstrate it. In the transportation project example, Charlene gave the engineer a central role and ensured he had the support to deliver.
Action step: Assign ownership of a visible, high-impact part of a project to someone whose skills you want to develop or showcase.
5. Recognize Contributions Publicly
Acknowledging people for their contributions reinforces their value and encourages others to share their talents. Charlene keeps a photo from that transportation project’s ribbon cutting as a reminder of what is possible when you empower the right people.
Action step: In meetings and reports, highlight specific contributions and connect them directly to project success.
The Leadership Advantage
Leaders who know how to find and leverage hidden talent can solve problems faster, increase engagement, and strengthen team capability. The next time you face a challenge, look beyond the obvious choices. The person who can help you succeed may be the one sitting quietly in the corner, waiting for someone to ask.