Tag Archive - hire

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Leadership Summit 2017: Laszlo Bock

Wednesday, August 16, 2017

 Laszlo Bock served as Google’s Senior Vice President of People Operations, growing the company from 6,000 to more than 75,000 employees. Google has been recognized more than 150 times as an exceptional employer, including the #1 “Best Company to Work for in the United States” every year since 2012. Bock’s New York Times best-selling book, WORK RULES!, has been published in more than 20 languages and has garnered numerous honors.

  • Every place I worked there was a gap between the values leaders talked about and what they actually lived out and how they acted and led
  • Find the best people, grow them as fast as we can, and then keep them at the company as long as we can
  • We spend more time working than doing anything else in the world
  • The experience of work should be meaningful
  • If I don’t work at Google how can we do these things? How can these things be universal?
  • But this stuff works everywhere because humans are the same everywhere
  • Treat your people right and they will do great things for you
  • The most important thing = Give you work meaning
  • Have a mission that matters
  • 1/3 of people feel meaning in their work 1/3 do it because they need $ 1/3 do it as a game (get promoted)

#1 Figure out why you are doing why you are doing the work you are doing and remind youself of it daily

#2 You don’t need to inspire everyone, find out why people are doing what they’re doing and have them tell their stories

#3 Have people come I who are the beneficiaries of the work you do

#4 Do it again and again and again

  • Trust, Transparency and Voice
  • Do you believe human beings are fundamentally good or evil
  • The only thing that really improves and drives performance is goals
  • Bureaucracy busters: ask people and let them solve it…trust people
  • People who are doing the work know more about the work because they’re actually doing the work
  • Giving people more autonomy and more freedom increases performance…
  • If you are a leader give people more freedom than you are comfortable with
  • Give people more freedom and they will be happier, stay longer and do more for you organization
  • Recruiting and hiring is how you transform organizations
  • In recruiting we make snap judgements and then the rest of the interview we subconsciously trying to affirm those snap judgements

2 Simple Hiring Rules:

  • #1 Don’t let the people interviewing make the hiring decision and instead have them write it all down and give it to someone else
  • #2 Have a rule to only hire someone who is better than you in some way
  • Let your people know that you trust them and you’re on their side
Posted in Leadership

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7 Lessons from a Sr. Pastor Succession Plan that Worked

Sunday, July 23, 2017

In 2014, I had a front row seat to the handoff of senior leadership of a multi-mega church from one Lead Pastor to another. Serving on the Executive Team at that time I had the privilege of having a behind the scenes view to the whole thing, start to finish.

Scott Ridout, who now serves as the President of Converge Worldwide a movement of over 1,300 churches that have joined together to start and strengthen churches, served in leadership at Sun Valley Community Church for 16 years before handing it off to Chad Moore who now serves as the Lead Pastor.

Both are fantastic leaders and even better men. Now a couple of years removed from leading through that transition with them there are a few things that stand out to me that made the transition successful. If your church will be going through a leadership transition in the future you may want to keep these principles in mind.

Hired from the Inside

Chad had joined the staff at Sun Valley back in 2004 and had already been on the team for 10 years when this transition happened. When you like the culture that you have you hire from the inside, when you want to change the culture you hire from the outside.

Public and Private Trust

As a result of leading together up close and over time trust had been built with 4 unique and important audiences. The church body, the staff, the board, and of course trust had been built between Chad and Scott. That public buy-in and private trust provided a foundation for the transition to succeed.

Reflection of our Culture

Due to his tenure at Sun Valley, Chad embodied the culture we were trying to create. If we had hired someone from the outside it would have marked a change in culture and with it a period of turmoil.

A High Capacity Leader is Essential

While both men are fantastic leaders, they are different leaders. But they are both high capacity leaders. While gifted uniquely they both have a high capacity. When there’s a new leader you don’t want people hoping that they’ll grow into the role. We didn’t have to worry about that in this case.

The Right Timing

The best time to make a baton handoff is at full speed. The best time to make change in a church is when you have momentum. Sun Valley had just gone multisite 3 years prior to this succession and was (and still is today) experiencing new growth.

A Clear Next Step for the Exiting Pastor

Scott had a very clear calling in all of this to become the next President of Converge. Without a clear next step for the exiting Sr. Pastor this would have gone completely different.

Humility

I could have easily led with this one. Humility was the chief characteristic that provided the right environment for the transition to be as successful as it was. Both men chose to do what was best for the church at every juncture in the process rather than grasp for power, prestige, preference or position.

If you want to learn more about succession planning for Sr. Pastors or need help with one at your church, I’d recommend my friend William Vanderbloemen to you. To learn more you can check out an interview I did with him about his book Next: Pastoral Succession that Works

Posted in Leadership, Staffing

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How to Staff your Church to Fulfill your Vision

Tuesday, June 20, 2017

 

The Unstuck Group is partnering up with Vanderbloemen Search Group to offer a webinar on How To Staff Your Church To Fulfill Your Vision.

You need more than a clear vision for where your church is headed. You need a team of people that can lead your church to accomplish it. Join Tony Morgan, Founder and Lead Strategist at the Unstuck Group and William Vanderbloemen, Founder and CEO of the Vanderbloemen Search Group to learn 3 Key Secrets to Building a great Church Staff Team:

#1 How to get the right people in the right position on your staff

#2 How to encourage your leadership team to own the vision

#3 How to evaluate whether your team needs an internal or external hire

Thursday, June 29 at 12:00pm EST
Space is limited to the first 500 registrations
Click here to register!

Posted in Leadership, Staffing

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How to Draft the Best Players for your Church Staff Team

Sunday, April 30, 2017

I love football (if you know much about me you know that I have an unhealthy obsession with Florida Gator Football) and I love watching the draft. I actually DVR’d the first 3 rounds…and watched them. I caught the highlights of the other 4 rounds on social media. It’s fun to root for kids you’ve seen play college ball, it’s fun to cheer on the home NFL team, and it’s fun to try and figure out the strategy of it all.

Selecting new players for your team can make your break your team. Get the right people and there is an infusion of new talent, new ideas, fresh eyes, and a new well of experiences to go to. One new hire can literally improve the performance of the entire team. But hire the wrong people…well that can literally set the ministry at your church back years. The good news is that people will tell you who they are during the process…you just need to listen to them and believe them. Stop hoping for them and seeing all of the potential in them and look for reality. Here’s a couple of tips that will help you along the way.

1. Turn on the Tape

Great teams turn on the tape. They don’t draft for potential they draft for production. What have they actually done? What results have they produced?

2. Interviews

Don’t do interviews alone, do them together as a team so everyone hears the same things and then debrief it later together without the candidate in the room. Ask them about past real life situations and see why they acted they way they did and what the results were. Then give them some hypotheticals that they may encounter in the role you’re looking at them for.

3. Dig Deep

Do your due diligence. Don’t just settle for the references they give you. No candidate is going to give you references that speak poorly of them. Dig. Talk to at least 2 past or current supervisors, 2 peers and 2 subordinates. And then ask them who else you should be talking to about the candidate. And don’t forget background and credit checks!

4. Fit the Scheme

You’ll notice that a lot of talent was passed up in the recent NFL Draft. While there are a lot of reasons a team may pass on a talented player, one of them is fit. Do they fit the team, the culture, the role, your approach, and where you’re going?

5. Improve the Locker Room

What will their impact be like on the team? You want to bring people in that are going to positively impact the whole team not just play their position well.

6. Best Available Player

Are they the best available player? Sometimes teams pass up great talent that would be a fantastic fit on their team because they’re waiting on the perfect candidate who isn’t available.

Want more help figuring out how to build a great hiring process and hire the right people at your church? Check out these 10 Articles that will Help your Church Make Better Hires!

Posted in Leadership, Staffing

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5 Things That Make Good Church Staff Members Leave your Church

Sunday, April 2, 2017

Good Church Staff Members leave churches for all kinds of reasons. Sometimes it’s because God has called them to something different. But more often than not it’s because of something very different.

1. You Stop Listening to Them

When you don’t listen to people they stop talking. And when you stop listening to good staff members they’ll go somewhere else where they feel heard.

2. They Don’t Feel Empowered

Nothing is worse than having responsibility for something with no authority to do anything about it. When you don’t empower staff members to make real decisions they’ll go somewhere they can.

3. An Unhealthy Staff Culture

Good team members don’t stay around on unhealthy teams very long. One of the best ways to attract and keep great team members is to build a health staff culture.

4. Lack of Vision

If you can’t provide clarity to your team about where you’re going next they’ll eventually grow frustrated, leave, and find that clarity somewhere else. And the irony is that those who have the greatest propensity to lead into the future will leave first.

5. Poor Strategy

If your team has a tendency to talk about ideas but has a difficult time executing them you probably don’t have a actionable strategy in place to move you toward a clear vision. Good Church Staff members don’t just want to talk about ideas, they want to execute them. If you can’t help them do that they’ll go somewhere else they can.

What are some other reasons you’ve see good Church Staff Members leave a church? Leave a comment.

Posted in Leadership, Staffing
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