Looking Beyond Rockstars: Why Organizations Might Benefit from Investing in Underdogs and Misfits
Today, the terms “high-performing” and “high-potential” are often used to identify individuals deemed critical to an organization’s future success. These so-called “rockstars” are easy to spot. They’re confident, vocal, visible, and well-connected, often holding business-critical roles and seen as natural successors to leadership positions. As a result, companies invest heavily in their development, offering them the best resources, training, and coaching to ensure they remain engaged and on the path to success.
There’s nothing inherently wrong with investing in these individuals. After all, businesses need strong leadership and top performers to drive results. But here’s where organizations often miss a valuable opportunity: by focusing primarily on the high-profile employees, they may overlook an equally important group—those who don’t fit the “rockstar” mold but are nonetheless highly capable.
These individuals—often introverts, deep thinkers, or people with unconventional skills—don’t shout their successes from the rooftops. They prefer to quietly do their work, rarely seeking the spotlight. Yet, these “underdogs” and “misfits” often possess a wealth of untapped potential. What if organizations shifted their mindset and began offering them the same level of coaching and professional development support given to high-profile employees? Could that uncover hidden talent and generate a return on investment that’s been largely ignored?
The Problem with Only Focusing on 'Rockstars'
In most organizations, there’s a tendency to direct professional development efforts and coaching resources toward the most visible and well-connected employees. These “rockstars” stand out, not just for their achievements but for their ability to self-advocate, forge and maintain relationships with key decision-makers, and make their successes known. Companies view them as succession candidates for leadership roles, making them the focal point of talent development programs. It’s easy to see why they attract attention—they're perceived as critical to the organization’s future success.
But this hyper-focus on high-profile talent often comes with a blind spot: overlooking the people who don’t fit the mold. In many cases, those deemed as "average performers" or simply not visible enough are left without the same support and development opportunities. The corporate system, consciously or not, rewards those who manage relationships well and perform in ways that fit a very specific ideal.
However, this approach has its drawbacks. By concentrating solely on those who are already recognized as high-potential, organizations miss out on a wealth of untapped talent. Many employees are overshadowed because they don’t advocate for themselves loudly, but that doesn’t mean they don’t have valuable skills or perspectives to offer. These underdogs may be introverted, preferring to think deeply and work quietly. They may have unique ways of approaching problems or untapped creativity that never gets the opportunity to shine.
Moreover, underdogs and misfits often find themselves working in environments that don’t align with their strengths. For instance, consider an introverted software engineer in a team where success is measured by the ability to constantly speak up and drive brainstorming sessions. This person may prefer to process ideas deeply and work independently, which can lead to innovative solutions, but their approach may be misunderstood or undervalued in a fast-paced, highly dynamic environment.
Another example is a data analyst with exceptional technical skills working in a highly sales-driven organization. While their insights could significantly impact business decisions, their behind-the-scenes role means they rarely get a seat at the table. Their valuable contributions remain underutilized because the company primarily values the interpersonal, client-facing skills of the sales team.
Then there’s the case of an employee in an operations role who excels at process improvement but whose potential is overlooked because they aren’t in a visible, “mission-critical” position. They may have ideas to streamline operations, save costs, or improve efficiency, but their suggestions are ignored, or they aren’t given the chance to showcase their leadership abilities.
The end result is that many capable individuals are left underdeveloped, overlooked, and frustrated. Over time, they may begin to feel disengaged, underappreciated, and ultimately, leave the organization. Worse, their departure often comes as a surprise, and the true impact of their absence only becomes evident after they’re gone—when their quiet, consistent contributions suddenly vanish.
By not broadening the scope of coaching and development efforts, organizations not only lose talent but also miss the opportunity to foster diversity of thought and perspective within their teams. This tunnel vision on “rockstars” can prevent companies from nurturing innovation, loyalty, and engagement among those who don’t fit the traditional mold but have much to offer if given the right support.
The True Value of the Overlooked and Under-Estimated: Underdogs and Misfits
While the “rockstars” of an organization often garner the most attention, it’s essential to recognize the untapped value in the underdogs and misfits—those employees who may not be as visible or vocal but have immense potential. These individuals often possess unique qualities that go unnoticed in traditional corporate environments, yet their contributions can be profound if given the right support and opportunities for growth.
Underdogs and misfits are often characterized by traits that don’t fit the conventional image of a high-performer. They might be humble, hard-working, and loyal but lack the inclination for self-advocacy. They tend to shy away from the spotlight, preferring to focus on their work rather than seeking recognition. This quiet, steady productivity often leads to significant, albeit underappreciated, contributions that are essential to the day-to-day operations of the business. More than just supporting functions, these individuals are key business enablers—driving strategies and delivering results behind the scenes. Their consistent, dependable work allows the organization to run smoothly, and often, they are the ones who ensure that business-critical projects stay on track and complete with high quality.
Take, for example, an employee who excels in technical problem-solving but struggles with the social dynamics of a highly interactive team. This person may not be the loudest voice in the room, but their deep thinking and methodical approach can lead to innovative solutions that others might miss. They may be the unsung hero responsible for solving a critical problem in a project, allowing the business to meet key deliverables. Their work might be the backbone of a product launch or a pivotal operational improvement—efforts that, although less visible, are directly tied to business results.
Similarly, consider the employee who is highly creative but introverted. They may not feel comfortable sharing their ideas in large meetings or promoting themselves to leadership. Instead, they quietly produce outstanding work, often handing it off to more visible colleagues who take credit. These creative thinkers might not be the ones networking in the hallways or managing relationships, but their innovative ideas can push the company forward—if only someone took the time to notice. In many cases, their contributions lay the groundwork for successful marketing campaigns, product innovations, or customer retention strategies.
Underdogs and misfits may also include employees with niche skills or those who excel in environments that aren’t currently aligned with their strengths. For example, consider a Vice President dedicated to leading and developing teams through a collaborative, inclusive approach. In an environment that values aggressive, top-down leadership, this individual may be perceived as not assertive enough, even though their approach fosters strong team engagement, loyalty, and long-term productivity. Their leadership style might lead to lower turnover rates and a more motivated workforce, but because they don’t conform to the prevailing, more aggressive leadership norm, their contributions are often overlooked or undervalued.
Similarly, imagine a creative marketing strategist who excels in crafting innovative campaigns but prefers to work behind the scenes rather than presenting in front of large groups. In a company culture that values extroversion and public speaking, this individual might not stand out. Yet, their contributions—whether it’s a unique brand message or a viral social media strategy—can drive customer engagement and boost the company’s visibility in the market. Without support and coaching, their quieter approach might go unnoticed, even though their work directly contributes to revenue growth and brand recognition.
The issue is that without intentional support and development, these employees remain overshadowed. Because they don’t boast about their achievements or actively promote themselves, they’re often bypassed for opportunities, left out of critical conversations, and viewed as average contributors rather than the hidden gems they truly are. Over time, this lack of recognition and growth can lead to frustration, disengagement, and eventually turnover—leaving organizations blindsided by the loss of talent they never fully appreciated.
The value in underdogs and misfits lies in their ability to think differently, bring fresh perspectives, and often work harder because they’re not in it for the accolades—they genuinely want to contribute. They are loyal, committed, and bring a level of dedication that can be hard to find. Investing in their development not only allows them to flourish but also fosters a diverse and innovative culture within the organization.
Reimagining Success: The Impact of Supporting Underdogs and Misfits through Curiosity
What if organizations started reimagine success and began to invest in the development of underdogs and misfits just as much as they do in their high-potential, visible “rockstars”? The results could be transformative, not only for the individuals involved but also for the entire organization. By recognizing that potential doesn’t always come in loud or shiny packages, businesses can unlock hidden talent that can drive innovation, engagement, and long-term success.
Imagine the possibilities if organizations took the time to identify these overlooked individuals and provided them with the same coaching, mentorship, and development opportunities that are often reserved for more visible employees. Coaching could help these individuals build confidence in their abilities, refine their communication skills, and better align their strengths with the organizational culture. By offering support tailored to their unique talents, organizations could unleash a wave of new ideas, perspectives, and approaches that might otherwise remain buried.
For instance, consider the impact of coaching on that Vice President who leads through collaboration but struggles in an aggressive, top-down environment. With the right development and guidance, they could learn how to balance their natural leadership style with more assertive techniques when necessary, without sacrificing their core values. The result could be a leader who not only fosters engagement and loyalty within their teams but also influences a positive shift in the broader company culture. In an industry that prizes rapid results, this type of leader could be instrumental in creating a more sustainable, people-centric approach to success.
Similarly, think about the creative marketing strategist who thrives behind the scenes but lacks the confidence to showcase their work to senior leaders. With coaching, they could develop the self-advocacy skills needed to present their ideas more effectively and gain recognition for the significant impact they’ve made on the company’s bottom line. Over time, this individual might move from being an underutilized resource to a key player in driving the company’s brand strategy.
Shifting the mindset to embrace and invest in these underdogs and misfits requires curiosity—leaders need to ask questions about who these individuals are, what they bring to the table, and what they need to succeed. It’s about creating a culture where people feel seen and heard, regardless of their communication style, leadership approach, or how well they fit into a conventional mold.
By investing in coaching and development for these individuals, organizations can create a more inclusive and dynamic workforce. A culture that values different types of talent and leadership can be more resilient, adaptable, and innovative. The question then becomes, why wouldn’t companies want to explore this untapped potential?
ROI of Investing in Coaching Underdogs and Misfits
Investing in development for underdogs and misfits is not just a feel-good initiative—it’s a strategic business move with measurable returns. When organizations broaden their focus beyond the typical high-performing “rockstars” and offer support to those who may be overlooked, they unlock a range of benefits that ripple across the entire business.
For starters, coaching these individuals fosters a culture of inclusivity, where everyone has the opportunity to thrive, regardless of their communication style, personality, or leadership approach. This inclusivity can significantly increase employee engagement, as more people feel seen, heard, and valued. Engaged employees are more likely to stay with the company, reducing costly turnover rates. In fact, turnover can cost businesses up to twice an employee’s salary, and investing in coaching for underutilized talent is a far more cost-effective strategy than constantly replacing lost employees.
Additionally, coaching helps individuals grow into roles where they can make greater contributions. Underdogs and misfits often bring unique perspectives and ideas, precisely because they don’t fit the conventional mold. By nurturing this talent, organizations can tap into new ways of thinking and problem-solving, which can drive innovation and give companies a competitive edge. Fresh perspectives can help identify overlooked opportunities, refine products or services, and even transform the customer experience.
On an individual level, coaching offers underdogs and misfits the chance to gain self-awareness, build confidence, and develop leadership skills. This growth doesn’t just benefit the employee; it benefits the entire organization. Talented individuals who were once undervalued may grow into strong, loyal leaders who inspire others, improve team dynamics, and drive results. The ROI here is clear: organizations not only retain valuable talent but also cultivate the next generation of leaders who bring fresh, dynamic perspectives to the table.
The ROI of coaching goes beyond financial metrics. When organizations take the time to nurture their underdogs and misfits, they foster a culture of continuous development and curiosity. This culture of growth can lead to more resilient, adaptable teams that are better equipped to navigate changes and challenges in the business environment. It creates a workplace where innovation thrives, and everyone has a chance to contribute meaningfully to the organization’s success.
Why It’s Time to Change the Narrative
Organizations have long favored a narrow definition of high performance, focusing their coaching and development efforts on the most visible, well-connected employees. However, by broadening that focus and embracing the curiosity needed to uncover the hidden talent in underdogs and misfits, companies can create a more inclusive, innovative, and resilient workforce.
These individuals may not fit the conventional mold, but they bring immense value—if only given the chance to develop and thrive. By investing in coaching for these often-overlooked employees, businesses can transform underdogs and misfits from being underestimated and overshadowed to becoming recognized and celebrated contributors. With the right support, these individuals can grow into roles where their talents are fully appreciated, moving from the periphery to the forefront of the organization’s success.
Through this transformation, companies don’t just foster individual growth—they build a culture where every team member’s unique strengths are valued, leading to a stronger, more engaged, and more diverse workforce. By investing in coaching for these often-overlooked employees, businesses can reduce turnover, foster innovation, and develop a pipeline of loyal, high-performing leaders.