Do you know the 3 Cs?
If you integrate the 3 Cs into your leadership team selection process, they will rocket you to the next level.
Here they are…..
Character is the first thing you should look for in someone. Whether it’s hiring a new staff member or inviting someone to join your ministry team. If they lack character, it doesn’t matter how good they are at their job or how good their resumé looks. They may have the technical knowledge and experience needed, but if they lack character, they won’t be any good for you. When people lack character they lie, cheat, steal, and/or subtlety undermine, among other things. Save yourself and your organization a lot of trouble, if they lack character, keep them away.
Competence is the second thing you should look for. If someone has character, then you should test their competence. Competence is whether they can do the job or not. I think that many times, you can determine competence by studying someone’s resumé and checking their references. But you can also put them through a trial run. If you’re considering someone for a volunteer ministry position, then you should see how they behaved in their previous ministry. Were they diligent? Were they responsible? Did they show up on time? It’s also important to consider whether someone was a right fit in their previous position. I’ve seen volunteers move from one ministry to another, and blossom. Teaching Sunday school may be a horrible fit for someone who’s an administratively gifted introvert. Put them in the right position and watch them bloom.
Competence is the C in which I’m most likely to compromise in. I’m in charge of Children’s Ministry and Missions. To be honest, none of it is very technically complicated. Anyone with some drive and perseverance can learn the technical aspects of Children’s Ministry and Missions. But I’ll only take the time and energy to do this if the person is truly right for the position.
Is there chemistry? A first interview is a lot like a first date. Awkward questions will be asked, personal stories told, and nervous laughter exchanged. Don’t be afraid to bring up the uncomfortable. Don’t be afraid to ask the hard questions. Whether your interviewing or being interviewed. Spend time with the person. They can have the technical knowledge and the character, but you don’t don’t get along with them, you won’t want to be around them or do ministry with them. Ministry is too critical and too emotionally draining to do it with someone you don’t like.
Let’s keep this in context. Should you be friends with everyone in your organization? Not necessarily. But you should enjoy doing life with them, after all, most of your time will be spent together. Also, the smaller the organization or team, the more critical this component is. You can always grow to like someone, but why take the chance?
I first learned about the 3 Cs from Pastor Bill Hybels’ book, Axiom. I encourage you to study it. It’s required reading for all Pastors and Interns at Calvary Chapel Kendall. If you’ve read Axiom, please let me know what you think!