In recent posts we have been sharing the importance of character in interviewing and how to interview for character. Another way to interview for character is by taking a forensic approach to examining candidate resumes. Unfortunately, ministry candidates are just as likely to be untruthful on their resumes as those applying for secular jobs, so be careful in giving a... Continue Reading
In our last two articles, Why You Should Consider Hiring For Character and The Most Important Character Traits In Church Hiring, we looked at the importance of character in hiring church staff as well as some of the most important character traits to consider. In this article we look at how to interview for character. My experiences and research, including more... Continue Reading
In our last post, Why You Should Consider Hiring For Character, we defined character and looked at the reasons every church should have a strategy for interviewing for character. In this article we will describe the character traits you should consider when hiring for a ministry position. Over 4,000-character traits have been identified by psychologists, social scientists and researchers. These... Continue Reading
Many important things must be assessed when interviewing potential candidates for ministry positions. The most obvious are education, skills, accomplishments, and transferable experience. In hiring for ministry positions a couple of other areas are vital as well, such as calling and chemistry. Increasingly there is agreement that character is of vital importance as well. Maybe even more so in today’s... Continue Reading
If you are responsible for supervising people one of the most difficult parts of your job is to point out the mistakes of those you work with. No doubt that it is uncomfortable to call out mistakes. Often it is easier to look the other way than engage in a difficult conversation. But, on some level you cost your team,... Continue Reading
In last week’s post we continued our discussion on bad bosses by listing 10 qualities effective leaders, managers and supervisors of people try to avoid, and suggestions on what you can do if you discover this is one of your tendencies. In this article we look at the remaining 10. 10 More Attributes Good Bosses Strive to Avoid Though not... Continue Reading
This is our third article in a series on bad bosses. Why so many articles on bad supervision? Because Gallup workplace surveys show that as many as 70% of employees feel that they are poorly supervised. And my guess is that this percentage is higher in churches and non-profits, primarily because supervisors receive little or no training in how to... Continue Reading
In our last article, Signs That You May Be A Bad Boss, we examined 12 indicators that you may be an ineffective supervisor. In this article we take a look at some steps you can take if you do discover that you are a bad boss. 6 Ways To Improve Your Supervisory Skills Inexperience causes many new or young bosses... Continue Reading
Nobody wants to believe that they are the problem. That’s why it is so difficult for bad bosses to admit that they really are a bad boss. It is though, a common problem, and that’s bad for businesses, for organizations, and yes, for churches. That’s why, if you supervise or are responsible for people, a little introspection now and then... Continue Reading
In our last article, “What Is The Peter Principle?” we looked at the definition, causes and examples of The Peter Principle. Luckily, there are ways to prevent employees from falling into the Peter Principle trap. In this article we will look at steps an organization can take to minimize the likelihood of the Peter Principle occurring. But first, let’s make... Continue Reading
The term “Peter Principle” was coined by Dr. Lawrence Peter, in the book by the same title. The idea of the Peter Principle is that in any hierarchal organization, with various levels of authority and responsibility, people tend to get promoted until they reach a position which they cannot perform successfully. If an individual works for an organization with top-down... Continue Reading
One of the most impactful decisions a church will make is determining who sits at the staff leadership table. In broad terms, church staff are either specialists or generalists. Specialist’s job descriptions call for them to focus on a single area of ministry. Specialist examples include age group ministries such as preschool, children and students. Generalists, on the other hand,... Continue Reading
Jim is a Church Organizational Leadership and Management Coach, Consultant and Trainer. Throughout his career Jim has demonstrated a passion for showing Pastors and Ministers how to use organizational tools for church and personal growth and health.
More About Jim“For I may be absent in body, but I am with you in spirit, rejoicing to see how well ordered you are and the strength of your faith in Christ.” Colossians 2:5