April 24, 2012
Over the years, God has brought some of the most talented individuals into the path of CARE for AIDS, and I am pleased to announce that we have added another tremendous team member to our U.S. staff, Kyle Flora. He will officially be joining our team next month, and he will assist us in extending our reach to new donors and ministry partners as well as by leveraging his background in media to help us develop in the area of communications. I will let him tell you more of his story once he gets settled, but I wanted to share some principles with you that were reinforced for me during this selection process.
Over the last few months as we were making this hiring decision, I used a framework for this decision that I learned from Bill Hybels at Willow Creek Community Church. This model that he calls the “Four C’s of Team Selection” has had so many applications in my leadership journey, and once again, I found myself revisiting these criteria almost daily as I examined Kyle as a candidate. For those of you who aren’t familiar with this model, I think it will help you in making good hiring decisions in the future. To read more about this, I encourage you to pick up a copy of Bill Hybels’ book called Courageous Leadership.
The Four C’s of Team Member Selection:
Character – This one is first for a reason. It is so integral to the selection of a candidate, but it does not always receive the attention it deserves. The implications of lapses in this character will have a far greater impact than you can imagine. Does the candidate have a growing relationship with Jesus Christ and do they possess qualities such as integrity, humility, hard work ethic, etc.? These are traits that can be molded through good parenting or counseling, but we as leaders should not spend time trying to develop these in new hires. We need to select for character.
Competence – Our work is too important to settle for less than the best available talent. More importantly, we need to seek out proven talent and a track record of success. Despite being a smaller organization, we have set our sights high in this arena, and God has honored that by providing exceptional leaders with a wide array of gifts and abilities.
Chemistry – So much of your time is going to be spent with this new person that they need to have a positive effect on you. They should give you energy as opposed to draining you of it. They should encourage you and build you up as opposed to being critical or negative. The better that they can relate to you and the rest of the team, the easier it is to collaborate effectively and achieve more.
Calling – This is the newest addition to Bill’s criteria, but I believe it is so important. Without a calling, the rest of the criteria don’t matter. Can you detect a sense of purpose and passion that can only be from God? Especially in the work we do, our team members must be willing to make personal sacrifices. That includes time away from family and maybe even passing up more financially lucrative opportunities. Without the calling, it wouldn’t be long before a team member begins to lack motivation and passion, and as a result, their character, competence, and chemistry would all diminish with it.
Do you agree with this set of criteria? Would you assign more or less value to any of them?