As the new year begins, organisations often look to refresh and refine their strategies for growth and operational excellence. At enapay Consulting, our mission is rooted in empowering teams and individuals to unlock their potential, and this philosophy informs not only how we work but also how we recommend building teams. One of the most critical yet often underestimated aspects of recruitment is evaluating attitude alongside aptitude – and prioritising a willingness to learn over rigid qualifications.
The end of last year I attended the Clarity Leadership Connect event hosted at the London Stock Exchange Group (LSEG). The event featured inspiring speakers sharing insights on two timely themes: ‘Future Proofing our Workforce’ and ‘Business Leadership for a Better World.’
The discussions emphasised that the future of work will remain human-led and tech-enabled, underscoring the need for qualities like humility, effective communication and leadership. These traits align closely with enapay Consulting’s belief in fostering growth mindsets and adaptable attitudes within teams.
Why attitude matters
An individual’s attitude – their willingness to learn, collaborate, and persevere – can be the defining factor in their success. Employees with a growth mindset are not deterred by setbacks; instead, they see them as opportunities to improve. This perspective is contagious, fostering a work- place culture of innovation and continuous improvement.
By focusing on attitude, businesses can:
- Unlock hidden potential: a candidate who may not tick every box today could become a top performer tomorrow with the right development opportunities.
- Build cohesive teams: teams thrive when members are adaptable, solution-oriented, and committed to mutual success.
- Drive long-term success: employees who are eager to grow and develop their strengths contribute to sustained business improvement and performance.
Hiring individuals with the right mindset is just the beginning. Organisations must also commit to cultivating talent by:
- Investing in training and development: equip employees with the tools they need to grow their skills. This might include workshops, mentorship programmes, or access to online learning platforms.
- Creating strength-based teams: leverage tools like personality assessments and skills inventories to align team members’ natural strengths with their roles. This approach fosters engagement and improves overall performance.
- Providing constructive feedback: build a culture where feedback is welcomed and used as a tool for growth. Clear communication and regular check-ins can accelerate personal and professional development.
In my work with enapay Consulting, we emphasise the importance of structured tools and methodologies to support recruitment and team building. For example:
- Behavioural interview techniques: these help identify candidates who demonstrate curiosity, perseverance, and adaptability.
- Strengths-based leadership models: by focusing on what individuals do best, managers can create environments where both employees and businesses thrive.
- AI and data-driven insights: technology can provide valuable insights into team dynamics and potential areas for development, helping organisations make informed decisions.
The new year is an opportunity to reassess priorities and set the stage for growth. By shifting the focus from a checklist of qualifications to the broader potential of individuals, organisations can build teams that are not only skilled but also cohesive, resilient and future-ready.
At enapay Consulting, we’re passionate about inspiring personal and team growth to achieve operational excellence. Whether you’re looking to refine your recruitment process, enhance team performance, or implement tools to better understand your workforce, we’re here to help you make 2025 your most successful year yet.
Contact enapay Consulting on 07824 644978 or contact me on LinkedIn
Sharon Hartley
Director, enapay Consulting
