Finding the right person for a ministry role isn’t just about filling a position, it’s about finding the right fit. In this episode, we explore how leaders can build stronger teams by hiring for chemistry, character, and emotional intelligence, while also developing talent from within. We’ll unpack how to build staff chemistry over time, and why persistent, clear communication of your church’s vision is essential to your team’s development and longevity. Because when your team understands where you’re headed, why it matters, and how they can help get there, you’re no longer just filling roles, you’re building a team that can move the ball down the field.

3 Challenges

Challenge 1: Role Fit

• Good staff members are not as readily available as in the past.
• If hiring from the outside:
  • Network, network, network. well.
  • Improve your interviewing skills.

• Pay attention to EQ.

• Additionally, consider building from the inside.

Challenge 2: Chemistry

• Hungry: Lencioni: “Hungry people almost never have to be pushed by a manager to work harder because they are self-motivated and diligent.”
• Humble: Lencioni: “Great team players lack excessive ego or concerns about status.  Truly humble people do not see themselves as greater than they are, but neither do they discount their talents and contributions.”
• Smart: Not more IQ. More EQ. Lencioni: “In the context of a team, smart simply refers to a person’s ability to be interpersonally appropriate and aware.”
• Listener: “Growing staff chemistry takes time and meshing personalities.”

Challenge 3: Vision Alignment

• Listener: “Having the vision of the lead pastor, along with the pastoral staff and budget holders to be able to run our vision. This doesn’t always come easy.”

• Listener: “It’s challenging to keep team members moving in same direction. Difficult to maintain the persistent proclamation of where we are headed.”