Photo / Tim Greenway
Nancy Marshall
June 18, 2025
How to
How to help your employees find their superpower — even if it means letting go
By Nancy Marshall, Marshall Communications
In every career journey, there comes a moment when we ask ourselves: Is this really what I’m meant to be doing?
It’s a question that doesn’t just haunt individuals — it also challenges managers, mentors and business owners.
Many people pivot during their career — we’ve seen it happen in Maine recently with several women stepping away from top executive roles to find something else that perhaps is more fulfilling or less demanding.
And on another note, what if someone on your team is genuinely trying, showing up, checking the boxes — but deep down, it’s clear they’re never going to thrive in the role they’re in? You may not be sure whether they know it or not, but sometimes they need guidance to help discover their real calling.
As leaders, it can feel awkward, even painful, to acknowledge when an employee isn’t aligned with their current position. But letting someone continue down a path where they’ll never shine isn’t compassion — it’s complacency. You may be doing them a long-term disservice by staying silent.
Let’s explore how to navigate these sensitive situations with empathy, honesty and a focus on helping others discover (or rediscover) their superpower — even if that means making a big change.
Be honest, but kind
We’ve all heard the phrase, “You can do anything you set your mind to.” It’s a lovely sentiment, but it’s not always true. Not everyone is meant to be a software developer, graphic designer, PR specialist or business analyst.
We each bring unique gifts to the table. The real magic happens when those gifts align with our work. I will forever be grateful to my late father, who helped me discover that I was born for a career in public relations.
There are times when you have an employee who is struggling in a role that clearly doesn’t fit, and you must ask yourself: Have I given them feedback? Have we created an environment where it’s okay to ask, “Is this really the right seat on the bus for me?” Sometimes, a compassionate but candid conversation can spark an important personal reflection. You don’t need to be harsh or discouraging. Instead, try something like:
“I’ve noticed that some parts of this job seem to drain you rather than energize you. Have you ever thought about what kind of work really lights you up?”
This opens the door to possibility, not punishment.
Help them explore their strengths
Not every misfit situation means someone has to leave your organization. In fact, there may be a different role or team where they could thrive. Consider offering them a strengths assessment like Clifton Strengths, Myers-Briggs or DiSC. Tools like these can provide a powerful mirror for people who have never stopped to consider what they are good at.
Once, early in my career, I was given the role of managing the mail room, which meant long hours sorting bulk mailings in a dark basement office. The highlight of my day was when Rodney, the UPS man, arrived to deliver packages and I could chat him up.
I was trying to help my company by doing a role they had asked me to do. But I was miserable, and it showed. When someone finally pointed out that my strength was connecting people, storytelling and building relationships, it was like a light switched on. I felt seen. That realization led me to launch my own PR firm, and I’ve never looked back.
Understand that some lessons take time
There’s also a fine line between helpful guidance and trying to play career fairy godmother. Sometimes, people must stumble around a bit before figuring out what makes them tick. And that’s okay. Some people bloom later than others.
We live in a culture that glorifies early success, but many of the most fulfilled professionals I know didn’t find their “thing” until their 40s, 50s or even 60s.
The best thing you can do is create a culture where it’s safe to ask questions, to evolve and even to pivot. Just because someone trained for one career doesn’t mean they can’t — or shouldn’t — reinvent themselves.
Support reinvention
Reinvention is one of life’s most powerful — and brave — acts. Think about it: How many people do you know who started in one field and ended up somewhere completely different? The best transitions happen when people stop trying to fit themselves into a mold and start leaning into their authentic strengths.
If someone on your team wants to explore a new path, support them. Offer informational interviews, mentoring or opportunities to job shadow in other departments.
Even if they eventually move on from your company, they’ll remember that you cared enough to help them grow, not just as an employee, but as a person.
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