Why Attitude is Key for Future-Ready Teams in FinTech
Building teams that are both technically skilled and adaptable to change could be your key to long-term success. Attitude is crucial in creating a unified vision and overcoming challenges while balancing new talent with existing expertise and fostering a forward-thinking culture will help your business thrive.
Cassius Newton
Technology & Innovation Consultant
cassius.newton@caspianone.co.uk
To future-proof your business strategies, you must create teams that are both technically skilled and adaptable to change. The importance of attitude in building teams that can meet the challenges of tomorrow cannot be understated. You and your business must have staff pulling in the same direction, all dedicated to shared vision of the potential opportunities ahead. While forward-thinking cultures will help your business thrive, it is essential to strike a balance between incorporating new talent and enhancing the capabilities of those who are experts in existing technologies.
Growth in FinTech and the Importance of Soft Skills
The FinTech sector is booming, adding an impressive one million new jobs in 2024. Rapidly expanding your workforce will not be a one-and-done exercise that solves your business growth problems. While having the bandwidth within your team is important, individual attitude and aptitude are essential considerations. Resources that can evolve as quickly as the technology they work with will be the difference between a project’s success or failure.
Further to this, the cycle of new technologies emerging, existing technologies evolving, and old technologies becoming obsolete happens at a breakneck pace. Attributes like resilience, eagerness to learn, curiosity, and flexibility are becoming indispensable traits to look for in the search for talent. Individuals with the right soft skills to match your ambitions and workplace culture have the potential to add more to your project than those who are just technically able.
How to Integrate New and Legacy Skills
Transforming your tech stack can be a significant challenge driven by the speed at which new technology is adopted versus retiring outdated systems, all while maintaining business continuity. Routine maintenance and system governance cannot be ignored, no matter how minimal an older system’s impact is. Therefore, ensuring the skills needed to develop and implement new technologies can be effectively blended with legacy skillsets is key. How do we ensure longevity for those skilled in older technologies? Continuous learning. Embedding this mentality where fresh talent is merged with seasoned professionals to create a rich learning environment allows everyone keeps growing together.
To take this one step further, implementing a continuous learning framework in your organisation can help add structure to this culture. Typically, a continuous learning model consists of three stages:
Immediate: Individuals are presented with the tools and resources they need now to be able to perform their current job role effectively
Intermediate: Individuals have access to resources (e.g. courses, trainings, development budgets) that empower them to learn new skills to grow in their role while adding value to the business
Transitional: Individuals can utilise the resources that will prepare them for a new job role or even a career change. These resources are intended to meet longer-term goals.
Structure and clear goals for individuals, whether that is learning a new coding language or transitioning out of a legacy role, can boost your organisation’s retention figures and help you keep hold of your most valuable talent.
Taking a Strategic Approach to Building a Team
Choosing between permanent employees and contractors depends on the nature of the work and the company's long-term strategy. Permanent staff help build, maintain, and share company culture, which is crucial for sustained growth, while contractors offer the agility needed for specific, time-bound projects. Both options have significant pros and cons when it comes to cost. Permanent staff typically command a higher overhead when you factor in employer contributions to taxes and pensions scheme, among other benefits, while becoming fixtures of your organisation’s culture. Contractors command a higher wage without the overheads and can be beneficial for short-term projects or where you need talent to help with surges in demand.
Cost can ultimately be a deciding factor for many organisations. Still, longer-term growth requires finding a balance between individuals with technical skills and those with soft skills to promote internal culture. Successful teams effectively balance individual attitudes with the fulfilment of the team's collective goals.
We are dedicated to driving change and setting trends in the FinTech industry, offering our clients services and partnerships that grow and evolve. Talk to an expert at Caspian One to learn how we can help you shape the future of FinTech.
Disclaimer: This article is based on publicly available, AI-assisted research and Caspian One’s market expertise as of the time of writing; written by humans. It is intended for informational purposes only and should not be considered formal advice or specific recommendations. Readers should independently verify information and seek appropriate professional guidance before making strategic hiring decisions. Caspian One accepts no liability for actions taken based on this content. © Caspian One, March 2025. All rights reserved.
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