In a recent LinkedIn post, Florence Divet ☀️ explores a critical blind spot many leaders have when it comes to hiring and developing talent: a focus on immediate, apparent skills over underlying potential. Florence Divet ☀️ argues that this common approach often leads to hiring too late and missing out on individuals who could become exceptional contributors.
Florence Divet ☀️ begins by challenging the conventional wisdom that the best hires are those who appear most ready for a role. “Most leaders don’t miss on skills. They miss on potential,” the post states, immediately setting the stage for a discussion on overlooked talent. The author highlights that potential often manifests in ways that don’t fit a traditional, polished profile.
“Because potential rarely looks ‘ready’. It looks like: → scrappy → rough around the edges → not the best at interviews → a CV that doesn’t read like a fairy tale”
This observation, according to Florence Divet ☀️, means that leaders who exclusively seek candidates who “look ready” are likely missing out on future high performers. The post suggests that many leaders “hire backwards” by prioritizing proven track records and perfect fits, which results in hiring individuals who are exactly as they appear, with no room for growth or exceeding expectations.
Identifying and Nurturing Untapped Potential
Florence Divet ☀️ then outlines a strategic approach for leaders to identify and cultivate potential, moving beyond a reliance on superficial readiness. The core idea is to look for indicators of future capability rather than just past achievements.
Focusing on Learning Velocity
A key metric Florence Divet ☀️ advocates for is “learning velocity.” Instead of asking about past experiences, leaders should inquire about recent learning that has impacted their work. As Florence Divet ☀️ notes, “High performers reveal how they think” through this line of questioning. The author emphasizes that the speed at which someone learns and adapts is often more valuable than years of experience alone, stating, “Speed of learning beats years of experience every time.”
Assessing Resilience and Ownership
Another crucial aspect Florence Divet ☀️ advises leaders to observe is how individuals handle being wrong. “Do they defend their mistakes or dissect them?” the post asks. Florence Divet ☀️ argues that the ability to own outcomes and learn from failures, rather than blaming external factors, is a strong indicator of future success. This resilience is vital for growth, as the author points out, “Someone who learns from failure will outperform someone who avoids it.”
Practical Application and Trust
Florence Divet ☀️ further suggests practical methods for assessing potential before making significant commitments. Giving “small tests before big chances,” such as a stretch project, is presented as a more revealing exercise than multiple interviews. This allows candidates to demonstrate their ability to handle ambiguity and pressure.
“A stretch project reveals more than 5 interviews. Let them prove they can handle ambiguity and pressure.”
Moreover, Florence Divet ☀️ stresses the importance of setting clear expectations and then allowing individuals the autonomy to achieve them. “Set clear expectations, then get out of the way,” the post advises. This involves defining what success looks like and trusting the individual to find their own path, with support available when needed. The author believes that “Micromanaging potential kills it before it grows.”
The Long-Term Impact of Betting on Potential
Ultimately, Florence Divet ☀️ frames betting on potential not just as a hiring strategy, but as a foundational element for building lasting organizations and developing future leaders. The post concludes with a powerful thought:
“The person you bet on today becomes the leader who bets on someone tomorrow. That’s how you change entire careers. That’s how you build something that outlasts you.”
Florence Divet ☀️ encourages leaders to embrace this mindset to foster growth, build stronger teams, and create a legacy that extends beyond their own tenure.
📝 About This Content
This article is based on insights shared by Florence Divet ☀️ on LinkedIn.
📅 Originally posted on February 9, 2026 | View original post on LinkedIn →