In this must-read article: “If You’re Open to Growth, You Tend to Grow,” by Janet Rae-Dupree, Stanford Psychologist Carol Dweck  summarizes decades of research into how people think about intelligence and talent with the following:

“Those who believe that they were born with all the smarts and gifts they’re every going to have approach life with a fixed mind-set.  Those who believe that their own abilities can expand over time, however, live with a growth mind-set.”

Dweck goes on to indicate: “People who believe in the power of talent tend not to fulfill their potential because they’re so concerned with looking smart and not making mistakes. But people who believe that talent can be developed are the ones who really push, stretch, confront their own mistakes and learn from them.”

The article continues with some great examples and worthwhile advice for any leader or recruiter charged with building or strengthening a team. 

Rethink How and Where You Look for Talent:

The greatest personal/professional successes that I’ve witnessed over my career have come from individuals with an unyielding thirst for knowledge and personal development. While many of these individuals were gifted with natural abilities, their innate sense of adventure and experimentation and their attitude that failure puts you one step closer to success, combined to help these individuals create great careers.

Interestingly, many of the successes that I recall were with individuals working in lower-level jobs due to lack of formal credentials.  The secretary that developed into a remarkable marketing professional; the customer service rep that became a consistent top-seller and ultimately a successful sales executive and the technician that developed into a great product manager, are just a few of the examples of people that were driven by a growth mind-set.  Of course, it didn’t hurt that these professionals benefitted from a supervisor or manager along the way that took the time to get to know them and recognize their potential for growth. It took an enlightened observer to see the talent and the hunger in these individuals

Don’t Let the Pedigree Be the Only Determinant:

I can think of numerous examples of situations where clearly brilliant individuals failed miserably because they were afraid that if they slipped up, the world might question their brilliance.  Instead of helping the business, these individuals spent most of their time making certain that everyone around them understood how smart they were.  And while the academic credentials were visible, if you looked beneath the ivy, there was no innate drive to succeed; no focus on innovating and no interest even to learn by trying and failing. 

The Bottom-Line for Now:

Look back on your own recent string of hires and promotions, and if your batting average is lower than you would like it to be, consider Ms. Dweck’s advice: “look for both talent and a growth mind-set in prospective hires—people with a passion for learning who thrive on challenge and change.  And remember to open your eyes and look around you for talent in unexpected places.  Your greatest future success stories might be closer than they appear.