I was working late one night years ago. The office was empty, open plan, about 35 desks, nobody there but me.
And I remember sitting back in my chair, looking around at all those empty desks, and realizing: things were working. Really working.
The business was good. The team was delivering great work. People were getting along. Everyone seemed to be the right performance and culture fit. We were just in this really good place.
And I thought: what's the thread? What do all these people have in common that I could look for in future candidates?
So I mentally walked through the office. Pictured who sat at each desk. Thought about who they were, where they came from, what made them tick.
And then it hit me.
Every single person on my team had either grown up in a family business or grown up on a farm.
What Growing Up on a Farm Teaches You About Work
At first, I thought it was about work ethic. Kids who grow up in family businesses or on the land learn what hard work looks like early. They're helping out young, they see their parents grind, they understand that nothing comes easy.
But it was more than that.
They'd seen ups and downs. They'd watched their parents adapt when things changed. When the weather turned, when the market shifted, when the business had a rough year. They understood that change wasn't something to fear. It was just part of the deal.
They were resilient. Down-to-earth. They didn't panic when things didn't go to plan. They just figured it out.
And that's when I realized: this is what I'd been hiring for without even knowing it.
Why This Matters More in 2026 Than Ever
Back then, I was looking for people who could work hard and roll with the punches.
Now? That trait is the only thing that matters.
Because in 2026, your business is going to change. Your systems will change. Your strategy will change. Your tools, your processes, your entire business model, it's all going to shift faster than you can keep up with.
AI is forcing it. The market is forcing it. Your competitors are forcing it.
And if your team can't adapt to that pace of change? You're done.
You need people who are comfortable with unexpected change. Who don't freeze when the plan falls apart. Who can go with the flow and figure it out as they go.
That's Adaptability Quotient. AQ.
And it's the most important thing you can hire for.
What to Actually Look For
Here's the thing: you're not going to find this by asking about work situations.
"Tell me about a time you adapted to change at work" gets you rehearsed answers. Everyone knows how to answer that question.
I want to know different things:
Have they backpacked around the world on their own? Or with friends when they were young?
Have they renovated a home while living in it?
Have they moved countries, changed careers, started over in a new city?
Have they dealt with real, messy, unpredictable life situations where they couldn't control the outcome and just had to figure it out?
Those are the signals. Those are the people who won't fall apart when your business changes direction three times in six months.
The Real Question You Should Be Asking
Most founders hire for experience and credentials. Someone who's done the job before in a similar company.
But experience doesn't predict adaptability.
Someone who's done the same job at three different companies in the same industry hasn't proven they can adapt. They've proven they can repeat.
I want to know: can they handle the unexpected? Can they learn fast? Can they let go of "how we've always done it" and try something new?
Because that's what's going to separate the teams that survive 2026 from the ones that don't.
Stop Hiring for What Worked Yesterday
The world is moving too fast to hire people who need everything to stay the same.
You need people who are comfortable with change. Who've proven they can adapt when life throws them curveballs. Who don't need a perfect plan to move forward.
Look for the person who backpacked Southeast Asia with $500 and figured it out (I did that!).
Look for the person who changed careers at 30 and taught themselves a new industry (I did that too!).
Look for the person who grew up on a farm and knows that sometimes the weather changes and you just deal with it (Yep, that was me also!)
Look for the person who moved to another country and started over with no contacts and no plan (you guessed it, that one I waited until I was in my 40’s and had 3 kids to do!).
Because those are the people who won't panic when your business model shifts, your systems change, or your strategy pivots.
They'll just adapt. And keep moving.
That's what you're hiring for in 2026.
