ONLINE FILING CABINET

 In order to help those making the next selection from Candidates, I offer this insight hammered out on the anvil of experience:

Thoughts on Candidate Selection

 We aren’t in trouble, this isn’t a broken church.  This is a vital dynamic church on the verge of really good things.  We have a powerful set of leaders and effective ministries in place. The building blocks for greatness are in here.

 This is the opposite of a burned over work, this is a Holy fire that needs someone who won’t accidentally extinguish it. 

 A micro manager someone who comes in and at once strives to make it in “his image” would be a catastrophe.  I have seen this before. Great church destroyed by a micromanager.

Preaching in such a work needs to be inspirational but also growth building.  Mile wide - inch deep preaching is easy but worthless when building on a growing work.  Preaching with power is great but doesn’t build a church.  Making disciples isn't always inspiration. Sometimes it is just hard work.

Damian has proven that Preaching ability is NOT the most important skill set in the skill stack of a Lead Pastor.  It should be ranked number 5 or 6 in importance.  Many great preachers aren’t good money managers, people builders, encouragers, counselors, theologians or have genuine intimacy with God.  Vision must come from Prayer and Revelation.  Not a book.  Vision is not just for growth in numbers but development of the saints present and willing as well as those who come.  Maturity in the congregation of River City is profound and growing.

New Pastor must understand the quality of the congregation.  River City for the most part is made up of well seasoned saints who want to help, contribute and build.   Respect them and honor them for the devotion they show.  These are people unafraid to put their money and time into whatever it takes.  You can’t manufacture this without real depth.  It can be killed however.

A good leader will allow for dissent and correction from those he is leading, not being bulldozed as the Apostle Paul never was when he was opposed, but on the other hand not crushing those he comes up against that are in good faith.  The Epistles are full of this; Galatians in particular.  Accountability in Godly correction for leaders must be transparently available.Teachablity is a key strength for good leaders.

We know that the fellowship flavor and anointing flows down from Aaron’s beard, therefore we must KNOW the new Aaron well and trust him implicitly.

David’s older brothers looked terrific when they were selected by Jesse who presented them to Samuel for anointing.  Let’s not make the mistake that Samuel would have made if he wasn’t hearing from God.  Looking great on the platform or in person is often a trap less mature fall into.

Vision is the antidote to perishing for a congregation.  Without vision the people perish, we all know that, we must have vision, but it must be vision that will be embraced by the congregation.  And in particular leadership.  People are willing to get on board, if the vision doesn’t point to perishing.

No matter the candidate, we must KNOW him intimately.  Who made him is how we will be made as a congregation.  There a formal "INNERVIEW" that can be conducted in front of decision makers to properly evaluate a candidate.  There is an innerview format to use if you choose to.   I didn't write it.  I know who did.  It is posted below (which see),

He must have the ability to set boundaries without being a micromanager.  This skill is not learned, it is a personality trait.  Done right it is freeing. Done wrong will kill a church.  We lead from our wounded places for the most part.  Sometimes that leads to micromanagement.

 The candidate must be able to define “His Story” in “his History”.  The story of his life is critical because it is who he is today and won’t change. 

A key is motivation, is this opportunity a step up, a step back, a lateral move and why even do this?  What is the motivator for this consideration for the candidate?

 The foundation of what River City has done is important.  There is always a temptation to try to change the foundation of the work.  Too much of “Tear down and build up” (Re Jeremiah) can kill a work if done wrong” 

Not every vision given from a new leader who comes in should require re-vision.  If it isn’t actually broken, don’t try to fix it. 

Trust in the candidate must be first and foremost, first for the board, then for the congregation.  Without profound trust nothing can happen.  We should be willing to put resources blindly into the Pastor’s hands (as I have done) for him to use in benevolence or missions as he sees fit and never have a second of questioning if he will use it for the kingdom or a new set of tires for his Mercedes.

   

The Innerview to develop Insight into a Candidate’s Life

 Foundational Questions to break the ice

    Where did you grow up?

    What kind of activities were you involved in as a kid?

    Tell me about your first job.

    What were your primary interests in school subjects?

    Tell me about your family.  Dad, mom, siblings, grandparents.  Looking for roots.

    What do you do for fun? 

 

Why and What questions can discover personal motivation:   

    Why did you pick that particular school?  (after identifying)

    What caused you to study                      ?

    What brought you to your current work?

    What direction did you go in right after high school?

    What hobby(s) outside of work? How did you get involved in that hobby?

 

Value based questions

    Tell me about the top 3 people who have had a major impact on your life.

    If you had to do it all over again what, if anything, would you do differently?

    If there were a major turning point in your life what might that be?  Dig in here.

    There are many highs and lows we all go through in life. Which of them either a high or a   low is there that had a significant influence on you?  And conversely a (low or  high)

    What words of wisdom would you give a young person if he/she sought your advice?

    If you could go back in time to 15 year old YOU, what would you tell him or advice?     

    How would you sum up your personal philosophy in a few sentences?

 

Questions of a Spiritual Nature.

            Your salvation story - how where and when?

            3 of the most impactful encounters with the Holy you ever had

            What did you once believe theologically that you no longer do?

            When did you know that you knew your calling from God.

            What do you believe your gift is would be primarily defined as.

                        With what do you believe is your primary 5 fold grace

            I won’t ask you about your prayer life, I assume it, but if you want to address it…

            Who are the top 5 spiritual influencers in your current life.

            Who are the top 5 leaders from the past that inform your theology.

For example Wiggleworth, Spurgeon or Frances Schaeffer.

Who has been the most important personal mentor in your development.  Tell us about him.

Who (not a name, a person formed) is one that you have mentored successfully

Tell us about people you invested in who failed to follow thru? Painful when it happens.  What could you have done differently.

            What are the top 3 skill sets you bring to this potential new call?  What are skill sets you would hope to develop team around (for areas in which you are not as strong)?

            If you became lead Pastor of this church how long do you see yourself staying (if the Lord  Wills)?