Mar 10, 2014

After you hire the real work begins

You have your addition and you breath a sigh of relief. But not too fast! Now, the real work begins. From day one, you want to ensure that your new team member understands the mission, values, preferred future and all the things you told them on your 'what they need to know' list. They have heard it from you, now you need to make sure that they 'get it' in terms of how they work on your team.

The...
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Mar 10, 2014

After you hire the real work begins

You have your addition and you breath a sigh of relief. But not too fast! Now, the real work begins. From day one, you want to ensure that your new team member understands the mission, values, preferred future and all the things you told them on your 'what they need to know' list. They have heard it from you, now you need to make sure that they 'get it' in terms of how they work on your team.

The...
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Sep 12, 2013

Don't be stupid when hiring

When we are looking for staff we often do so with rose colored glasses. After all, we have a position and we find out that there is someone who fits "exactly" what we are looking for!

A word to the wise: Candidates never looked so good as when they are looking for a job and organizations never looked so good as when they are looking for staff! Which is a recipe for not doing due diligence and...
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Aug 28, 2013

The underbelly of hiring leaders in the Christian community

Christian ministries can be gullible and foolish, especially when it comes to hiring leaders. It shows up in their unwillingness to do due diligence in hiring people they want for their organization. 

A great example of this took place some years ago when an individual left our organization in anger - after a history of poor leadership. He soon emerged as a major leader of another ministry which...
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Aug 28, 2013

The underbelly of hiring leaders in the Christian community

Christian ministries can be gullible and foolish, especially when it comes to hiring leaders. It shows up in their unwillingness to do due diligence in hiring people they want for their organization. 

A great example of this took place some years ago when an individual left our organization in anger - after a history of poor leadership. He soon emerged as a major leader of another ministry which...
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Feb 16, 2013

Pay now or pay more later

I recently had an interesting conversation with a leader from a church of about 500. Their senior pastor had left and they wanted outside counsel to help determine whether a recent staff hire would be suitable to serve as the next senior leader. Their desire is to become a regional church of several thousand - which they may have the potential to be.

I agreed to help them and laid out a suggested...
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Jan 07, 2013

Issues to consider when hiring new staff


One of the top leadership tasks is to hire well. Every hire impacts the entire organization in a ripple fashion. Hire well and the organization becomes healthier and more effective. Hire poorly and the organization suffers. I am a fan of the concept, "hire slow, fire fast." Being slow on the hire allows you to avoid a lot of pain later.

When hiring:

Never negotiate the critical issues
Especially when...
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