From Bluey’s “Cricket” to Building a Change-Ready Workforce
If you’ve watched Bluey, you know it’s more than a kids’ show—it’s a masterclass in life lessons. One of my favorite episodes, “Cricket,” follows Rusty, a young pup who once feared fast bowling. Through practice and his dad’s quiet coaching, Rusty turns that fear into confidence—and eventually smashes the ball out of the park.
What’s the takeaway? People often have hidden strengths. With the right support, they can surprise you.
That lesson matters now more than ever in business. Skills are shifting faster than job descriptions. AI, automation, and new ways of working are rewriting the playbook. Yet many organizations still judge talent the way the dads judged Rusty—by quick assumptions, not real capability.
The Challenge: Hidden Talent, Missed Opportunities
Skills are changing fast. The World Economic Forum says 44% of workers’ skills will change in the next five years.
Foundations matter. OECD data shows many adults lack the problem-solving and digital basics needed for modern work.
Intent ≠ impact. Dropping degree requirements sounds good, but most companies haven’t redesigned hiring to truly focus on skills.
The result? We overlook the Rustys on our teams—people ready to grow if given the chance.
What Rusty Teaches Us About Growth
Rusty didn’t just “get good.” He:
Practiced deliberately—not random swings, but focused drills.
Had a coach—someone who believed in him and gave timely advice.
Played with joy—purpose and fun kept him going.
Organizations can do the same for their people.
A Simple Playbook for Leaders
Here’s how to turn hidden potential into performance:
1. See Skills Clearly
Stop relying on degrees and job titles. Use real work data—projects, outcomes, portfolios—to understand what people can do.
2. Shape Growth Intentionally
Don’t train for training’s sake. Focus on the few skills that matter most for your strategy (AI, analytics, digital fluency).
3. Support with Coaching
Short, structured coaching sprints can turn fear into confidence—just like Rusty facing fast balls.
4. Make It Safe to Swing
Psychological safety isn’t a buzzword. Teams that feel safe to take risks learn faster and innovate more.
5. Score What Matters
Measure capability gained and business impact—not just “training hours.”
What You Can Do by Monday
Pick your “fast ball.” Identify one business challenge where better skills could move the needle.
Run a skills-first pilot. Replace degree screens with a real-work simulation.
Fund a coaching sprint. Four sessions over six weeks can change outcomes.
Add one safety ritual. Start meetings with “what I learned from a mistake.”
Back to Bluey
Rusty didn’t wait for perfect conditions. He practiced, got coaching, and kept the joy of the game. If we do the same—see people clearly, shape their growth, and make it safe to try—we won’t just manage change. We’ll create it.
