1. Reviewing job interview questions. “Church leaders should understand that several state and federal laws may restrict the kinds of questions that may be asked during an employment interview. Employers are legally entitled to ask questions that will help them determine if an applicant meets the requirements for a job. But, certain questions are not relevant to an applicant’s qualifications and should not be asked. For example, questions about an applicant’s race, national origin, disabilities, or age generally are not relevant to an applicant’s ability to perform the requirements of the job, and should not be asked. … (S)tate and federal laws banning discrimination in employment on the basis of religion generally contain broad exemptions for religious organizations. … Church leaders should periodically review questions that are asked during interviews, or on employment applications. Look at each question and ask, ‘Why are we asking this question? Is this information relevant to the qualifications for this position?’” (“Employment Interviews,” by Richard R. Hammar, Pastor, Church & Law, Volume 3: Employment Law).
2. Are you admitting your weaknesses? “A lot of us are more interested in proclaiming our spirituality than admitting our humanity. We want to deny that we are mere mortals and appear super human. But to deny your humanity is not only untruthful, it’s a disservice to both yourself and those you serve. The fact is that God likes to take weaknesses and turn them into strengths. Maybe it’s a circumstantial limitation or a disadvantage that you’re facing in your church. It could be emotional limitations, scars we all carry from childhood. It could be personality or temperament characteristics. Or it could be physical or talent limitations that you have. But we’re all limited by something. We all carry the Gospel in jars of clay. Yet the limitations that God allows in our lives can actually be a blessing in disguise if we’re honest about them” (“Want to Expand Your Ministry? Admit Your Weaknesses,” by Rick Warren, Pastors.com).
3. Leaders must display emotional intelligence. "Emotionally intelligent people show five qualities: 1) Self-awareness (honest about their strengths, weaknesses, and emotions); 2) Self-regulation (make considered decisions, not ruled by emotions); 3) Motivation (up for a challenge); 4) Empathy (aware of others’ viewpoints and emotions); and 5) Social skills (easy to talk to, team players)” (“Five Ways to Show Emotional Intelligence Infographic,” MindTools.org).
4. Conduct an idea campaign. “Ask employees to think about issues from your perspective, factoring in potential constraints, obstacles, and multiple stakeholders. One way to do this is by creating targeted campaigns where, for a limited period of time, you encourage people to come up with ideas that address a particular strategic imperative or challenge. ... Once employees understand the problem and the context, you can invite them to submit ideas, and then after three weeks let them vote on the best proposals (“Get Your Employees to Make Better Suggestions,” by David A. Hofmann and John J. Sumanth, hbr.org).
5. Notable quote. “It’s more important to fail at something that matters then to succeed at something that doesn’t.” —Regina Dugan, head of advanced technology and projects at Google, via Wired.com.
This content is designed to provide accurate and authoritative information in regard to the subject matter covered. It is published with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. "From a Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers and Associations."
Due to the nature of the U.S. legal system, laws and regulations constantly change. The editors encourage readers to carefully search the site for all content related to the topic of interest and consult qualified local counsel to verify the status of specific statutes, laws, regulations, and precedential court holdings.