Bringing Clarity to Your Team
The hiring process for an organizational leader comes with its own set of expectations. Much like organizational norms, some are explicit and intended, while others are just below the surface. Either way, effectively managing those expectations can significantly impact the search itself, the success (or failure) of the new leader, and, ultimately, the organization’s ability to fulfill its stated mission.
My wife and I recently visited a small mountain community and decided to stop for coffee and snacks at the local diner. You know the kind — picnic tables outside, formica-topped tables and vinyl-covered chairs inside, handwritten signs everywhere, and the food in the drive-through is handed to customers through what used to be a standard window. As you might guess, we didn’t have high expectations.
Whether you are utilizing a search firm for the first time or the fiftieth, here are a few suggestions to help manage some of the most common organizational expectations:
Timing
In most instances, swiftness is valued, but not the primary driver of the process. To quote the work of a wise friend, “God places a high premium on calculated judgments (Matthew 10:16) and expects us to be critical thinkers.”1 In other words, the health of the process trumps the speed of the decision. Communicate your priorities clearly and broadly across the organization.
Fairness
This can be particularly significant when there are internal candidates for the position. Some organization members may be hopeful that a particular friend will be offered the role (others may be fearful!). Share freely and early that all candidates, both internal and external, will go through the same evaluation and assessment process with an objective and skilled third-party.
The Magic Cure
Ministry is not easy and discouragement can be common. If your nonprofit is experiencing exceptional challenges, there may be a tendency for some to view your next leader as the immediate solution or cure for what ails (creating an insurmountable obstacle for him/her). Remind your ministry partners of the many Scriptural examples of journey (Exodus), season (Ecclesiastes), and process (Nehemiah).
Employee Input
Some nonprofits concentrate decision-making at the top levels and others take a more collaborative approach. If you’re not sure what approach is best for your organization, we can help walk you through that decision. Whatever your approach, own it! Affirm your employees, share the ‘why,’ and clearly outline the next steps in the approach that you have chosen.
Unmet expectations erode trust and fuzzy expectations create doubt … but clear expectations build unity and expectations that are exceeded bring celebration!
As for that small town diner? They did the latter. We’ll be stopping there again.
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FaithSearch Partners drives executive searches with passion and purpose. We understand the importance of these qualities in effective biblical leadership and strive to help our clients find the right candidates who embody them.
FaithSearch consultants bring more than 130 years of cumulative experience in faith-based executive search. If you’re looking for leaders who can make a difference for the kingdom throughout your organization – leaders who will positively impact your people and community – reach out to us. FaithSearch excels in securing leaders for Christian media, nonprofits, higher education, ministries, and faith-driven organizations.
Contact the FaithSearch team today for more information.
Photo by Benjamin Child on Unsplash
1 Organizational Leadership (2014), Eds. Burns, Shoup, & Simmons
