I’ve been fortunate enough to sit on both sides of a job interview in both church and para-church related settings, and these seven “C’s” have served me well in looking for teams or churches I might serve, and they’ve served those teams and churches well also.
- Competence. Within the context of the role I am seeking in this organization and the needs of this organization, do I have the ability/talent/proven history to lead in an intentional and focused way?
- Coherence. Do I have the ability to explain persuasively the reasoning behind why I do what I do to this particular organization’s context?
- Credibility. What story does my past tell the organization I’m seeking a relationship with? Am I person of integrity, or nothing more than smooth-talking salesman who never truly delivers? You might also call this “character.“
- Culture. There are lots of great organizations, and there all different. There are lots of great pastors or other leaders, and they are all different. Just because the organization is great and the candidate is great doesn’t mean they are right for one another. Is the culture of the organization right a good match for this leader?
- Chemistry. How does this potential new team member “gee-haw” with the existing team? It’s one thing to fit in culturally; it’s another to have a great chemistry with the existing leaders.
- Calling. Do the core responsibilities and key relationships associated with them fit well with who God made me to be and what God called me to do?
- Clarity. Do the leader and the organization know the general direction each feel led to go, and do they align? It’s not about certainty (knowing and agreeing upon every detail), but clarity (mutual trust in the same direction that the details will not divide).