by Gina | Oct 28, 2015 | Leadership, Team Building
As a ministry leader, there may reach a point where you need to add a staff member to your team. Which seems easy enough.
Yet I’ve found that it’s not as easy as it may appear. The mix of personalities on a team is a delicate balance. And adding to a team is like a chemistry experiment… the right mix results in a great team… the wrong mix results in explosive chaos.
[bctt tweet=”Adding a team member is like a chemistry experiment… the wrong mix can have chaotic results.”]
That’s primarily why the interview process for me is pretty long. When adding a staff member to the team I’ve never regretted taking a long time. But I’ve often regretted not taking enough. (Have you ever made a poor hire? Here are some thoughts on leadership mistakes and how to recover.)
Like a missing puzzle piece, the underlying question to hiring is whether or not the candidate you’re interviewing is the right fit to complete the picture. And that takes time to determine.
I don’t claim to be an expert on hiring staff. But I’ve had a few experiences that change the way I hire, what I’m looking for and the questions I ask myself through the process.
This post is not an exhaustive list of the interview process and how I ‘vet’ prospective staff members. It’s just 3 primary questions I’m asking through the interview process that help me determine whether or not they fit within our team.
Do their skills complement the team?
There are a variety of ways to determine if the candidate’s skill level is what you need. The key is finding those assessments and trusting their results. But skill isn’t limited to the needs of the role. It’s good to look for skills that also complement the rest of the team. You might find a candidate whose skills for the position are a great match yet they may not round out the team well. This is important to consider. Your team will go further as a unit when their skills strongly compliment each other.
Does their personality fit with the team?
This is a component that I would argue is equally as important as skill set. Personality has dramatic impact on how a team operates. If personalities don’t mesh, the team will struggle to work together. I like to imagine everyone in a sandbox together. How well will they work to build a sandcastle? Will they work with each other? Or against each other?
Could I go on a road trip w/ this person (and not want to kick them off the bus)?
This is my own personal question. If skills are a fit… personality is a fit… then I have to ask myself personally… Can I spend copious amounts of time with this person? Because I will. As a team, we will spend lots of time in the office together, in meetings, at summer camp, on staff retreats, helping each other, supporting each other, cheering each other, etc, etc, etc. The list goes on. The point is… the group of people you bring closest to you must be people you enjoy being around. That’s what makes a good team great.
[bctt tweet=”The group of people you bring closest to you must be people you enjoy being around.”]
What questions would you add to this list? Share your thoughts below.
by Gina | Oct 26, 2015 | Team Building
Have you ever found yourself in an unhealthy situation?
My earliest season in ministry was both fun and a little frustrating at the same time. It didn’t take long after joining the staff team at my church before I knew there was some dysfunction somewhere. Though it wasn’t obvious… something lurked under the surface.
Hints of mistrust.
Veiled conversations.
Sideways glances that suggested far more than what’s verbalized.
Disclaimer: I think it’s fair to say, everyone has bad seasons in their lives. No doubt there are plenty of people that could tell stories of the calamities of my leadership. I don’t want to villainize this particular person. My desire is to paint a picture of what was in hopes that what I learned could help others.
The team I joined displayed unhealthy signs though I couldn’t figure out why. Everyone seemed to genuinely love each other. All my peers seemed to have an authentic desire to see the other person successful. I wish I could say that I remained respectfully above the fray. But I didn’t. I listened to the conversations, added my own conjecture and found myself mired in interpersonal funk that felt like inescapable quicksand.
John Maxwell is well-known for the statement,
“Everything rises and falls on leadership.”
In this circumstance, I was staring that truth in the face. Leadership (or the lack thereof) was the culprit.
The leader of this team was unhealthy. She had an agenda that appeared to align with the vision and strategy of the church. But it didn’t fully. And the longer she led, the more that came to light.
She held a perspective toward life that seemed to align with the perspectives held by her leadership. But not fully. And the longer she shepherded, the more the disparity surfaced.
The last 15 years of leading people have taught me that Time and Truth are our friends. Both have clarifying effects on the plans and intentions of others. Time and Truth reveal what isn’t obvious. They reveal what lies under the surface damaging what’s above.
[bctt tweet=”Time & Truth reveal what isn’t obvious… what lies under the surface damaging what’s above.”]
That’s exactly what happened in this circumstance. Over time this leader’s motivations and postures surfaced. In response, her direct leaders worked to guide her to a better place. Unfortunately she was not as gracefully responsive. In efforts to solidify her position, she worked to create alliances with her team. To define the circumstance as unhealthy is an understatement.
Navigating that situation was challenging. But (by God’s grace & some great mentoring) there are a few steps I took that helped me respond in life-giving, equity-building ways.
Step 1: Look for the fruit
When you find yourself in the midst of situations like these, it’s difficult to see things from the right perspective. You’re too close to it. It wasn’t until I confided in someone I trusted outside of the situation that my perspective changed. My friend challenged me to look for the fruit. Specifically the fruits of the Spirit.
Of all the people involved, who is displaying love, joy, peace, patience, kindness, gentleness and self-control? Who is speaking life into and through the situation?
This was an excellent starting point. These questions brought immediate clarity and relief. The angst over who was right and who was wrong diminished. Replaced by peace knowing that those who chose to be led by the Spirit would come to the right conclusions.
Step 2: Clarify Boundaries
Now… I had to move forward with creating boundaries. Though step #1 allowed me to see the situation more clearly, I still can’t control the actions of others. I can only control my own actions and the situations I allow myself to be in. I knew I had to have some hard conversations with my leader. So I mustered the courage to tell her that I no longer wanted to be her confidant. If her thoughts were not to be shared with her direct leaders, then I didn’t want her to share them with me either. I expressed my distinct value and honor for her position as my boss, but I simply wasn’t capable of being a ‘safe place’ for her to express her frustration any longer.
The whole thing felt like I was choosing sides. And I guess I was. I was choosing the side that was fruitful. The conversation itself seemed like climbing Mt Everest. But on the other side, it was the best move I could have made.
Step 3: Trust God
It sounds so cliche. But it’s true. I didn’t have all the information. There were major aspects about what was happening that I didn’t know. Things I didn’t need to know. I just needed to trust. Trust that the same God that’s at work in me is also at work in those around me. Trust that those who are yielded to Him will make the right decision for everyone involved.
Trusting God isn’t blind faith or dismissive abdication. It’s boldly choosing to leave the results in far more capable hands than your own.
[bctt tweet=”Trusting God isn’t dismissive abdication. It’s leaving results in more capable hands than yours.”]
Operating in the midst of unhealthy circumstances is difficult. But learning to Look for the Fruit, Clarifying Boundaries and Trusting God can help you build equity with those around you, not lose it.
by Gina | Oct 19, 2015 | Creativity, Leadership
Leading teams of volunteers & staff can be an exercise in mental yoga. It stretches me so much further than I think I’m capable. Rarely do I walk away from a conversation or meeting feeling anything less than challenged and stretched.
This is great… but not easy.
I’m surrounded by extraordinarily sharp people who love the church and want to see it’s success. They see the gaps and have thoughts and ideas to fill them.
Most of the time I find myself fighting to maintain a posture of openness as I ‘field’ all their ideas. I want their ideas. I need their ideas. If there is anything I’ve learned in the past 15 years of ministry… I don’t have the answer for everything!
I need their insights, thoughts, and creativity in order to foster environments where kids and adults encounter and grow in their relationship with Christ.
In fact, there are 3 Creativity-Killer responses I have to stifle in order to foster a culture of creativity within volunteers and staff.
Creativity-Killer #1: ‘Been there, done that’
I’m embarrassed to admit that I’ve had such an attitude. The idea that it’s already been done… we already tried that… that’s not a new idea… etc. This mentality can shut down ideation before it begins.
If I want to foster a culture of creativity, it’s helpful to allow some not-so-great ideas flourish into better ideas.
[bctt tweet=”How do we let a not-so-great idea flourish into a great one?”]
Now… I’m not suggesting that we throw experience and wisdom out the window for the sake of fostering creative thought. Our past experiences can help us avoid future mistakes. However, immediately responding to a thought with the ‘been there, done that, got the t-shirt’ mentality only communicates one thing to the originator.
“Your idea has no merit.”
Creativity-Killer #2: “Not enough ____” mentality
I’m so guilty of falling into the ‘not enough’ thought process. It’s a dangerous loop that’s tough to break free from. You can fill in the blank however you choose… the mentality is the same. Each idea is arrested with the same response.
We can’t do that because there aren’t enough volunteers.
We can’t do that because there isn’t enough budget.
We can’t do that because there isn’t enough support.
The ‘not enough’ trap can keep you from allowing ideas to grow into something that attracts more volunteers, fits in your budget or garners greater support.
I’m not suggesting that allowing someone space and time to put their idea into action will magically reproduce volunteers, increase budgets or give you more favor with your leadership. I’m just suggesting that there are more helpful responses to your perceived limitations or constraints.
The “not enough _____” response communicates one thing to the originator.
“Your idea simply can’t work here.”
Creativity-Killer #3: Poorly timed “How?”
I’m notorious for shutting down an idea or creative thought with this most powerful show-stopper.
“How?”
It isn’t that “how?” is a bad question. It’s a great question. But timing is everything. When we ask the question, “How?” is critical to the development of the idea. Too early aborts the ideation process and leaves you with a team member mentally vowing to horde their thoughts in the future.
Unfortunately, the poorly timed “How?” response can inadvertently communicate to the originator.
“It’s just not possible.”
If our goal is to foster a creative environment where so-so ideas flourish into great ideas, how do we overcome these ideation show-stoppers?
Here are a few techniques & postures we can adopt that create room for ideas to grow and mature.
[bctt tweet=”There are techniques we can use that create room for ideas to grow and mature.”]
Creativity-Builder #1: Understand Divergence (& Convergence)
This is a tool I love using in teaching contexts. It’s a skill I’m still learning to navigate in my day-to-day interactions. Where I use it well, it’s a game-changer. Divergence (by definition) means to move apart in different directions. As it relates to ideation, divergence is the act of allowing many different ideas to branch off, one from the other, in a variety of directions.
For some this can feel like rabbit-trails. But there is actual value in allowing ideas and thoughts to ramble out. Like slinging mud on the walls… you just want to see what sticks.
Convergence moves in the opposite direction. Convergence is the act of bringing things together. Refocusing. Great brainstorming sessions begin with divergence and end with convergence. Divergence says “anything goes!” Convergence says”now what can we do?” Divergence creates options, no matter how crazy. Convergence chooses from this pool of options to execute.
When I’m listening to someone’s idea, there are ways I can respond that help them to diverge on their thinking a little more. Maybe I mention a factor that may conflict with their original idea but invite them to explore ways around that. For example, when a volunteer suggests that we require all parents of school age kids to serve in Elementary environments, I’m guilty of replying, “Been there, Done that!” My response goes a long way toward shutting down that idea along with a multitude of other ideas that might have merit.
Instead, what if my response is, “I like the way you’re thinking. The goal is to increase our team. And parents are a great resource. Let me build on that. Is it possible to create a serving pathway for parents that aren’t ‘wired’ well for teaching kids?” (Though I would have a ton more qualifiers to that type of recruiting approach, this is only the beginning of the conversation. The goal is to keep the flow of ideas coming.)
The point is… there are ways we can respond that steer the ideation process without killing it.
[bctt tweet=”There are ways we can respond to ideas that steer the ideation process without killing it.”]
Creativity-Builder #2: Power of Limited Resources
We can view our limited resources so negatively. It really gets a bad wrap.
By ‘resources’ I’m referring to the limited budget, volunteer team, time and space every ministry leader encounters. I’ve known 1 ministry leader out of thousands that says, “I have more budget dollars than I can spend.” (I did apologize after kicking him in the shins. That was rude. But dang, people.)
The rest of us have limited resources that can trap us in the “not enough _____” mentality.
The only way I’ve found to work through this one is to present the limitations… not as show-stoppers… but as opportunities to explore. The idea might require more volunteers than your ministry can yield… initially. But could the team be built over time?
The idea might not fit within your current budget… or could you make the idea happen using fewer dollars? Are there benefactors, donations, or other ways to re-allocate funds to make it happen?
Though the process requires more thought and planning, it holds potential for greater ideas to emerge and the end product better than imagined.
Creativity-Builder #3: Think Wow, not How
I learned this from Andy Stanley at the 2015 Leadercast event. When you encounter an idea, think “Wow!” not “How?”. You can ‘how’ an idea too early and kill something that could potentially help you. Instead, consider responding with a ‘Wow!’. Affirm the originator and help them focus their idea to move in the right direction.
I wrote more about Andy’s talk at Leadercast here. Hop over and learn more.
All-in-all I’m challenged by these attitudes. If my desire is to truly derive all that our volunteers and staff have to offer then fostering these postures in my life isn’t an option. It’s a necessity.
by Gina | Oct 15, 2015 | Leadership
Something that benefits me greatly in leadership is learning to be someone else’s fan. By definition, I’m talking about being their greatest cheerleader and being the source of wind in their sails.
Look at it this way, when others know you are FOR them they will:
Give More than they thought they could give.
Reach Farther than they thought they could reach.
Dig Deeper than they thought they could dig.
It’s inherent to the way we are wired. When people believe in us, we are provoked to do more than what’s possible on our own.
If this is true, what stops us from doing this for those around us?
In all honesty, I think fear is what holds us back.
[bctt tweet=”Fear holds us back from cheering others on.”]
“What if they accomplish more than me? Better than me? Discover greater success or reward than me?”
I confess. These are thoughts that have raced through my mind before.
Whether I am leading up, down or shoulder-to-shoulder, one of the best leadership attributes I’ve adopted is the ability to be someone else’s biggest fan. But it only happens when I take my eyes off of me long enough to see what God is doing in & through those around me.
Here are some things I do that help me maintain this leadership attribute:
Take Interest
That seems obvious. But seriously. I remind myself on a regular basis that I need to have an expressed interest in what others are doing beyond the shared tasks or projects that bring us together. When I explore and learn more about what’s happening in their ministry it helps me to know how I can partner with them more effectively.
[bctt tweet=”Learning what’s happening in another leader’s ministry helps me know how I can partner w/ them.”]
Take Note
This is a big help to me. When another ministry leader has something going on… maybe it’s a big event they are leading or something they are pretty excited about… I take note. Literally. I make a note on an app on my phone. These notes are set up as notifications that will pop up at a later time. Not only am I prompted to pray for that leader but I’m reminded of an opportunity to send a text, email or quick call to let them know I’m cheering them on.
Take Initiative
I’m a better team member when I take initiative to help other leaders win. Sometimes that means I set aside some of my own ‘front burner’ needs to make room for theirs. I confess that I don’t do this as well as others on my team. There are others around me that do this so much better. And I’m personally challenged every time I witness it. They have this pure desire to help others be successful. And the benefit is the emotional investment that buys them the returned favor later on.
[bctt tweet=”I’m a better team member when I take initiative to help other leaders win.”]
The thing about these steps is we could continue to lead with a measure of success and never take any of them. We can even justify our actions.
I mean, if I’m hired to do a job… then if I do that job and do it well… then isn’t that enough?
The truth is… no. It’s not enough.
I wasn’t hired to do a job… to lead one area of ministry… and ignore the rest. I was invited to join a mission.
The mission to reach the unchurched starting with the surrounding counties of Knoxville, TN.
I was hired to move this mission forward by creating environments that connect kids to Christ. But my influence and focus don’t stop here… they start here.
Becoming a champion of the vision of your church should be reflected in your actions. Becoming a champion of other leaders that are pursuing that vision too should be evident in your relationships.
Who are you cheering for today?
by Gina | Oct 7, 2015 | Leadership
I think one of the easiest things to do in life is to coast. In fact, there are many days in my life where coasting is my preference. I confess that I can be inherently lazy.
Why stretch myself if I don’t have to?
Yet the competitive spirit in me simply won’t let me settle. One day I’ll end this race. I want to end it well. So, when coasting seems like the preferred past time, I have to ask myself some hard questions. Typically my trend toward coasting is because I’m avoiding something difficult. Something that will stretch me.
Those are hard looks in the mirror. But critical looks if my desire is to grow.
I’ve led in and out of a variety of seasons in ministry over the past 15 years. I’ve learned a few things about myself that I’ve had to work hard to refine. In the past 12 months, here are 5 things I’ve taken a deeper look at in my life and what I can do to make them better:
- I’m a classic ENFP. I am typically a great starter but poor finisher. I get so excited on the front end of a project, but I reach a point where the project is as complete as I’m willing to make it. I have to hand it off. Tinkering is not my gift.
- I’m a creative with highly undisciplined rhythms. I read the term “procrastiworking” once and fell in love. It’s so true. I tend to stiff-arm structure. I have the tendency to think structure will restrict the freedom to create.
- I assume too much. I think others see what I see and know what I know therefore they arrive at the same conclusion to which I arrive. No sense in me repeating what’s already running through their mind.
- I under-communicate. I leave too much room for others to interpret my intentions. Most of the time I devalue my input in a situation. I figure enough people are speaking into it and that person (or group) doesn’t need to hear from me. Not too dissimilar to problem #4, I assume my voice holds less value than it does. [bctt tweet=”I leave room for others to interpret my intentions. I devalue my input in a situation.”]
- I’m a hungry learner. Though a really good trait, I can consume more information than I can apply. Much of the time my intake far exceeds my output. If not filtered well, I can overwhelm myself with all that I want to begin, revamp or toss out.
You may not identify with all of these, but likely one or two resonate. There are a few things I’ve learned (and re-learned and re-learned and re-learned) that help avoid the pitfalls that come with these tendencies.
- Learn to Finish! There are times when I need to swing through to ensure a project has reached the point of completion. No matter how painful it might be. But surprisingly those projects are few and far between. My role as a leader is far less in the minutia. And that’s good considering that is not where I add the greatest value. There are people around me who’s minds work in the details brilliantly. I don’t need to muddy those waters. However, in the rare times that I do, I can’t afford to slough off the responsibility with the all-to-easy response, “It’s just not my strength.” Sometimes we just have to put our heads down and power through. The satisfaction on the other side is worth it. [bctt tweet=”At times we have to put our heads down & power through. The satisfaction on the other side is worth it.”]
- Structure Works! The hardest lesson for me to learn is to value structure. I can’t depend on inspiration to dictate creative flow. Structure actually creates greater opportunity for creativity. Assigning myself writing time, building time into my calendar to tackle big projects and creating space where I plan to be creative seems counter-intuitive. But I simply cannot deny structure creates the framework for creative production. [bctt tweet=”Structure creates the framework for creative production.”]
- Stop Assuming! My dad taught me the definition of assume a long time ago. 😉 I have to watch for moments where I assume more than I should. Doing so has helped me clarify more so my actions are based upon facts not incomplete information. This alone has made a huge difference in my leadership.
- Communicate More! There is no such thing as over-communicating. That’s an oxymoron. Much like assuming, the moments I’m most proud of are the times I choose to check in more frequently, text when it’s on my mind or make a follow up phone call just to make sure we’re all on the same page. For someone who could never be accused of micro-managing… this makes me better. [bctt tweet=”Over-communicating is an oxymoron.”]
- Pace is Everything! My tendency to consume paired with a high-sense of urgency can create an unhealthy drive that isn’t sustainable. Not only will I struggle to keep up, but it provokes me to run further ahead than anyone can follow. I end up leaving my team far behind and yet wonder why no one is keeping pace. It’s critical that I learn to manage my seasons well and give myself permission to NOT apply everything I’m learning right now. In fact, I’m better when I prioritize and focus on fewer changes over longer periods of time. The result is sustainable shifts hard-wired in that don’t fly off the moment your ministry picks up the pace.
Time has played a major factor in learning these things about myself. The knowledge of them has been around for a long time. But the willingness and tools needed to address them hasn’t always been there. That comes over time.
What are some pitfalls you encounter in your leadership? What have you done to mitigate their impact?
