How Do We Assess Potential Leaders?

I have been involved in assessing potential church planters for years. I also have been involved in evaluating potential church staff for decades. I am working to update and streamline assessment tools that Path 1 offers potential planters in various contexts.

I have learned the following:

1. Nothing is more predictive of future performance than past performance. Has the candidate done something (anything) in the past that offers a clue that they might thrive in what we want them to do? What did they do and why is it important?
2. The nerd is often a better pick than the cool character. After middle school, people who are serious about learning, live fully into niche interests, and have a strong work ethic typically catch up on social skills development and become high achievers.
3. Understand why a person wants a job, might enjoy it, and stay for a while. Forget the common thinking about “over-qualified” applicants. People who are highly experienced and are willing to take a salary cut may do so because they are wrestling with God’s call in their lives.
4. Ministry is hard these days. We will all try things that don’t work well. How has the candidate navigated failure and pivoted effectively in the past? We don’t want to sign on with talent who will wilt with the first setback. Ask candidates, “Tell me a time when you struggled to the point of failing and managed to turn it around.”
5. Finally, ministry is profoundly spiritual work. We want to learn how job candidates experience God’s presence in their lives. What does prayer look like for them?

This spring, Path 1 will be rolling out a streamlined assessment packet for ministry start-up workers (church planters, FX leaders, and leaders). Keep your eyes open.

If there is something you would add to the five points above, please share your thoughts with our team and me: [email protected].