No organisation thrives on strategy alone. While systems, processes, and business models provide structure, it’s people who turn vision into reality. The right individuals – those who care, bring passion, and drive expertise – are the ones who elevate organisations beyond mere functionality.
Great People, Great Businesses: The True Drivers of Success
Businesses don’t scale because of spreadsheets or boardroom decisions alone. They grow because talented people solve problems, push boundaries, and elevate those around them. No amount of strategy replaces a team that cares, brings passion, and drives expertise.
Hiring the Right People: Values Before CVs
Finding great people isn’t just about ticking qualification boxes – it’s about ensuring alignment with your organisation’s core values. At the best companies I’ve worked with, success isn’t built on transactional hires; it’s built on a team that reflects a commitment to the values that matter – to work with learnleadgrow we would look for passion, understanding, and trust.
- Define Your Core Values and Vision
You will already have done this – you know, the book says you need to have a vision and values, but nobody ever reads them and they are decided by one or two people because it’s something you’ve got to do. Nobody reads them, right? Wrong. Before hiring, be crystal clear about what your business stands for. Candidates who resonate with your mission will drive the business forward, not just fill a role. If expertise is a core value, expect to be wowed – and be prepared to pay for it. If you have kindness as a value then don’t expect to be blown away by ruthless candidates.
- Build a Values-Based Hiring Process
- Cultural Fit Over Resume Credentials: Skills can be developed, but mindset is fundamental. Prioritise people who collaborate, solve problems, and embrace leadership.
- Values Assessment: Ask candidates what their personal values are. Do they resonate with yours and others in the company?
- Passion Test: What motivates them? The best hires are not just interested in the work; they work for a cause. They are driven by why it matters.
- Scenario-Based Interviews: Instead of generic questions, present real-world challenges your business faces and see how candidates approach them.
- Prioritise Character and Growth Potential
Hiring is about shaping a team that grows with the business. You may have reached a point where everyone you know is good is already working for you, or has elected to work elsewhere. Look for individuals who:
- Demonstrate integrity and accountability in previous roles.
- Adapt and learn – those who actively pursue professional growth, certifications, and industry insights.
- Communicate effectively, blending professionalism with relatability.
I saw a CV this week where somebody was guaranteeing they will bring a client base with them to a sales role with a new organisation. I don’t buy it. I also don’t like the ethics of it – can I trust somebody that would do that to impress me?
Onboarding and Nurturing a Thriving Team
Hiring is just the beginning—what happens afterward determines long-term success. And it’s also vital that existing team members don’t see new recruits as a threat to compete with. A recent company I worked with had, in my view, a dysfunctional culture whereby teams and departments competed with each other. There were a couple of examples where somebody was wanted by more than one team and there were counter-offers bouncing about. This was for somebody who was already working within the organisation. Crazy stuff! Collaboration should be the foundation, not competition. Internal talent should be nurtured with clear paths, not bidding wars.
- Reinforce values in action, not just in words.
- Encourage open collaboration and knowledge-sharing to create investment in the business.
- Foster a learning culture, where innovation and strategic thinking are celebrated.
- Communicate with clarity, getting points across quickly and pertinently.
Final Thoughts
Great businesses don’t just hire employees; they build teams where every person feels like a stakeholder in success. There are of course some exceptions for some incredibly strong brands where people spend their whole lives wanting to work for a particular employer, such as Coventry City Football Club. Strong brands attract talent – but great leaders make people stay. People rarely commit to logos; they commit to the people who inspire them. People work for people.
You don’t build a great business. You build a great team—and they build the business. Let’s get building!
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