2. Competence.
The second dynamic to look for is competence. This has to do with the raw capability, the essential skills, needed to do a job.
This is the least of the five, as it is the one thing that can, indeed, be taught.
I have hired countless numbers of people who had no background in ministry. In many ways, I like this. They bring their personal, educational and corporate skills to the table without preconceived notions regarding the practice of ministry.
The basic competencies needed vary from role to role, but generally I look for the ability to get along with others, enthusiasm, a positive attitude and raw leadership gifts.
3. Catalytic.
A third area is one that I seldom hear talked about, but is increasingly important to my thinking—namely, that the person be catalytic.
What I mean is that they create activity, bring energy and have a spring in their step that makes things happen. I often use the word “hungry” or “aggressive” to characterize them.
This can be misunderstood. I do not mean overly ambitious as much as they are driven by a deep desire to have their one and only life count.
When I describe such people, and how I look for them for my teams, many leaders turn a horrified face toward mine.
“How do you control them? How do you make sure they don’t do something you don’t want?”
My reply is always the same: I would rather rein someone in than have to continually kick-start them into gear.
