The Right Fit

Home / Blog / The Right Fit
The Right Fit

I am close to reaching twenty years of leading people both in the local church and also in secular organizations. What I am about to tell you is something that leaders talk about all the time. These are unspoken publically, but  discussed very much privately.

When putting a team of people together to accomplish great things for God, one must acknowledge that not every person in your organization is the right fit for the inner circle. This circle is important because those closest to you dictate your success in your organization.

Here are four filters you can use to help you decide if this person is the right fit?

1. COMPETENCY: Can you work with our team to achieve excellence for the kingdom? Excellence is needed in order to show that you care about the things God cares about; and those working with you must have the same heartbeat, or you will exhaust your time pushing them and not pushing the organization.

2. CHARACTER: Can you trust our team? This works both ways. Andy Stanley said it best in a sermons series, “People know you by trust or suspicion.” This is so true because when we are at the grind, the leadership must trust you 100% knowing they have your back and you have theirs. As a Marine, I never had to worry about my guys protecting me, because we shared the same title and training–we would die for one another. Your character is who you are when no one is around. Do you lie, stretch the truth, brag?…this might be a sign that your character is flawed.

3. CHEMISTRY: Can you Fit with our team. John Maxwell is coined for saying, “Teamwork makes the dream work” The right Chemistry causes explosions and the wrong chemistry cause implosions. Make sure that you are all on the same page with creativity, asking tough questions with nothing hidden.

4. CAPACITY: Can you grow with our team? Healthy organizations grow! This means the leaders have to grow also. Every leader must grow or they will die. You as a leader must have “wow” and “how” experiences and not “why” experiences. When people have a great experience, they say, “Wow!” and “How did they do that?” and when people have a bad experience they say “Why did they do that? That was terrible.” This comes down to capacity. Is your team growing in “Wow” and “How,” or are they always asking,”Why do we have to grow?” These are indicators that a leader must add to the team or subtract from the team.

Leave a Reply