Identifying Potential—What Curiosity Tells You That Credentials Don’t

Why Spotting Potential Is Harder Than It Looks

At first glance, potential can be deceiving. The person with the longest résumé isn’t always the one who will grow the most from mentoring. Likewise, the most outspoken candidate isn’t always the one with the strongest capacity to learn.

Potential hides in subtler places—an inquisitive question, a willingness to admit uncertainty, or the persistence to keep trying when others give up. Mentors who know how to read these cues open doors for people others might overlook.

Credentials vs. Curiosity

Credentials measure where someone has been. Curiosity reveals where they can go.

Think about two mentees:

• Mentee A has advanced degrees, multiple awards, and a strong network.

• Mentee B has fewer accolades but constantly asks “why,” “how,” and “what if.”

Mentee A may already be on a set path. Mentee B, though less polished, may be more open to growth because they’re hungry for learning.

As a mentor, choosing curiosity over credentials can feel risky—but it often yields the most transformation.

The Subtle Signs of Potential

So, what should mentors look for? Here are five indicators:

1. Asking Thoughtful Questions

   • Not just “What do I need to do?” but “Why does this approach work?” or “What would you do differently?”

2. Admitting What They Don’t Know

   • Vulnerability signals they’re not defensive—and are ready to learn.

3. Adaptability Under Pressure

   • Do they panic when plans shift, or do they calmly look for alternatives?

4. Persistence

   • Do they follow through when things get difficult, or do they bail out?

5. Curiosity About Others

   • Do they show interest in team dynamics and perspectives, or focus only on themselves?

Story: The Intern Who Asked Too Many Questions

A software company once paired a senior developer with a quiet intern. The intern barely contributed in meetings but asked endless questions in one-on-one conversations—sometimes to the mentor’s annoyance.

Months later, those same “too many questions” became the intern’s superpower. She uncovered process flaws nobody else noticed and suggested creative fixes. By the end of her internship, she was leading small projects and eventually hired full-time.

The mentor reflected: “If I had judged her by credentials or presence alone, I’d have missed her completely. Her curiosity was the best indicator of her future impact.”

Exercise: Reflection on Curiosity

Take five minutes to recall a time you worked with someone who seemed “green” but showed strong potential. Ask yourself:

• What signals of curiosity or persistence did you see?

• How did their growth surprise you?

• What did you learn as a leader or mentor from working with them?

Writing this down helps sharpen your eye for spotting hidden potential.

Assessing Skills Without Intimidating

Potential doesn’t mean ignoring skills altogether. Hard skills (like technical expertise) and soft skills (like communication and collaboration) both matter. But assessment should feel like discovery, not a test.

Try these approaches:

• Give a mentee a small scenario related to your field and watch how they think aloud.

• Observe how they handle incomplete information—do they freeze or probe deeper?

• Note how they explain their reasoning, not just their conclusions.

This helps you see growth mindset in action without making them feel like they’re under a microscope.

Case Study: Choosing Growth Over Glamour

An executive was asked to mentor two candidates: one a top performer with a string of promotions, the other a mid-level employee with less sparkle but endless curiosity. The executive chose the second.

Over the next year, that employee doubled her skills, became a reliable team leader, and eventually earned a promotion she’d never thought possible. The “star” candidate, meanwhile, plateaued—comfortable in their success but unwilling to stretch.

The lesson: curiosity compounds, while credentials fade.

Avoiding Bias in Spotting Potential

Even with good intentions, mentors sometimes overlook the right mentees. Watch for these biases:

• Loudness bias: Equating confidence with capability.

• Halo bias: Assuming excellence in one area means excellence everywhere.

• Background bias: Favoring mentees with familiar schools, companies, or experiences.

Counteract these by focusing on behaviors, not backgrounds.

Questions to Reveal True Potential

Here are questions mentors can ask early to surface growth mindset:

• “Tell me about a mistake you made—what did you learn?”

• “What’s something you’ve been curious about lately?”

• “When was the last time you asked for feedback, and what did you do with it?”

• “What excites you about the future?”

Listen less for polished answers, more for openness, thoughtfulness, and honesty.

Closing Thought

Potential isn’t flashy—it whispers. It hides in curiosity, humility, and persistence. When mentors learn to spot it, they change not just careers but lives.

So, the next time you meet someone who seems “too green” or “not ready,” pause. Ask a few more questions. Watch how they respond. You may discover the mentee who grows more than anyone else.