Hire To Your Weaknesses

One of the greatest lessons anyone has taught me about leadership is that it's counter-productive to spin your wheels trying to be something you aren't.

On a scale of 1-10, I am by nature probably a 4 or a 5 when it comes to administrating and managing people. I might be able to do the work of a 5 or a 6, but it will take me an inordinate amount of time and energy. I'll never ever be an 8 or 9 or 10.

On the other hand, I feel like I'm probably a 7 or 8 when it comes to communicating and applying Truth in large groups and one-on-one settings. When I spend my time trying to improve in that area, sometimes I can do it at a really high level.

So, as I have the luxury of hiring people, I'm always looking to hire people who can round me out. I need people who can administrate at a really high level so I can delegate that to them. That way, the organization benefits from a unified leadership that is well-rounded so long as the leadership stays aligned.

Admittedly, that luxury is simplified in a larger church with the resources to hire several staff positions. However, I'm convinced if I was a pastor at a small church I would follow the same philosophy. For most senior pastors at small churches, the first full or part-time hire is a worship leader. For most pastors, that may be a mistake. There are people within congregations of almost any size who could lead music at a level appropriate for the size of the church. If you're like me: primarily a preacher and less of an administrator, why not hire someone first who can help you lead and manage the volunteers you'll need? Otherwise, you're likely to run-off your newly hired worship leader anyway...

No matter the size of your church, your most important and pressing hires are directly related to your most glaring weaknesses as a leader. Resist the urge to make the "traditional" hire just because it's traditional. That's a great way to find yourself out of a job.