From Burden to Brilliance: The Leadership Power of Seeing Potential
In a story that feels both ancient and startlingly relevant, a noblewoman—cast out by her father for being overweight and clumsy—is sent to live among the Apache. What was meant as punishment becomes her liberation. The Apache chief, rather than seeing her as a burden, sees her potential. He welcomes her, encourages her, and in doing so, helps her transform.
This tale, though dramatized, holds a mirror to modern leadership. How often do we, as leaders, mislabel potential as a problem? How often do we try to “fix” people instead of seeing what’s already strong within them?
The Trap of Fix-It Leadership
In our recent blog, Beyond Fixing Problems: How to Build a High-Performing Workplace Culture, we explored how many leaders fall into the trap of reactive leadership—constantly solving problems instead of cultivating strengths. This mindset can lead to a culture of deficiency, where employees are seen through the lens of what they lack rather than what they bring.
The noblewoman’s father saw only her shortcomings. The Apache chief saw her spirit, her resilience, her capacity to grow. That shift in perspective made all the difference.
Diagnosing with Balance
In Unlocking Potential: Why a Balanced Diagnosis is the Secret to Solving Underperformance, we emphasized the importance of diagnosing performance issues with both clarity and compassion. Leaders must ask: Is this truly underperformance, or is it untapped potential waiting for the right environment?
The Apache chief didn’t try to “fix” the woman. He created space for her to thrive. That’s the essence of balanced leadership—recognizing that sometimes, the issue isn’t the person, but the context we’ve placed them in.
A Real-World Parallel: The Construction Leader Who Saw Beyond the Rough Edges
One operations leader in the construction industry shared a story that echoes this theme. He had two supervisors join his team—both highly experienced, but rough around the edges with little to no people skills. The recommendation from others was clear: remove them. They were seen as liabilities to team culture.
But this leader saw something deeper. He knew their hearts. He understood their character. And he believed in their potential.
Instead of cutting them loose, he invested in them. Through strong mentoring, consistent encouragement, and a commitment to their growth, he helped them polish their interpersonal skills and bring their true character to the forefront. One of these once-dismissed supervisors is now cited as his succession plan—a rising star who embodies the values of the team and the vision of the company.
What Leaders Can Learn from the Apache Chief—and the Construction Leader
- See the Whole Person: Don’t reduce people to their metrics or missteps. Look for the story behind the struggle.
- Create Environments of Encouragement: People rise when they feel safe, seen, and supported. Build cultures that nurture, not just measure.
- Reframe the Narrative: What if that “difficult” employee is actually deeply passionate? What if that “underperformer” is misaligned, not incapable?
- Lead with Vision, Not Judgment: The Apache chief didn’t just see who she was—he saw who she could become. The construction leader didn’t just see rough edges—he saw future leadership.
Closing Thought
“Where others saw a burden, he saw potential.”
As leaders, we hold immense power in how we choose to see others. Let’s choose to see brilliance where others see burden. Let’s lead like the Apache chief. Let’s lead like the construction operations leader. Let’s lead with vision, compassion, and belief in transformation.
