From Stuck to Standout: How One Creative Turned a Probation Warning into a Career Reboot in 6 Weeks
The challenge before us
When I first met this designer, they had been with their workplace for over six years but were struggling to keep up with the pace and standards.
Their small, moderately paced creative team had evolved into a fast-paced, high-performing studio with bigger clients, tighter deadlines, and higher expectations. And they were struggling to keep up, stay motivated, and apply originality to projects.
The problems were clear:
Struggling to meet deadlines
Quietly quitting and disengaging from people
Low motivation and little communication
Resistance sharing or taking initiative
Misunderstood by multiple managers
On the verge of being let go after a year of performance management cycles
The team cared for this creative, but no one had been able to get through to them. They were fading into the background — talented, but stuck.
Introducing a new approach
When I was asked to step in, I saw all the holes and hidden potential. Instead of another formal review, we went for a walk through the local gallery, got coffee, and I sat them down and laid it out plainly.
I explained the situation and what change was needed in order to meet the current standard, setting expectations and an opportunity to approach their job differently.
I also gave them permission to imagine a different path: maybe a smaller studio, a change of scenery, a new challenge. But they said they wanted to stay—and they wanted my help.
That’s when the real work began.
What we did
We had six weeks to prove their worth to management, so I worked closely with them to address the most pressing areas that needed to change:
Project ownership — Teaching them in context to their real work, they learnt how to break down briefs, estimate and manage their time, and not only meet deadlines, but maintain frequent communication during projects—essential for rebuilding trust within the team.
Attention to detail — Teaching them how to break down briefs, estimate and manage their time, and not only meet deadlines, but maintain frequent communication during projects.
Organisation and structure — Together we built systems that supported their ADHD needs (work sessions, to-do lists, screen-breaks, accountability, etc).
Confidence sharing — I gave them opportunities to share their work with the team, starting small until they felt safe and recognised.
Creative originality — I encouraged them to bring their personal passions (3D modelling) into their work to see what doors it could open.
Hidden strengths revealed
The turning point came when they designed and led a 45-minute group workshop teaching their team how to create glass-textured 3D illustrations and use them in their work.
For someone who had once avoided speaking altogether, this was a huge breakthrough. Their colleagues saw the change, their talent shone bright, and even started trusting this creative on higher profile projects again.
They began meeting deadlines, sharing inspiration, and contributing unique ideas to their projects. The team — once very ready to let them go — began to appreciate them as an integral part of the team.
The result
Within only 6 weeks, they were no longer on probation 🎉
Deadlines met consistently
Personal style and ideas brought into client work
Confidence to present and share with peers
Recognition from teammates and leadership
A new sense of purpose and ownership in their role
“Thank you for showing me, guiding me, and inspiring me. I wouldn’t be where I am today without you.”
This transformation wasn’t about forcing compliance or burying the truth in corporate jargon. It was about unlocking authenticity and giving them a way to apply their strengths at work.
By meeting them where they were, being honest, providing structure, and showing them how to bring their creativity into their role, they allowed their strengths to emerge, and became a true asset to their team.
This case study is one of the reasons The Career Advantage exists: to help businesses unlock the hidden strengths in their people — even the ones they think they’ve lost. Enrol your team for the 2026 intake.