Connecting Christian Leadership Excellence with Opportunity
By Bruce Dingman Create an Effective and Attractive Opportunity Profile: The Opportunity Profile should describe the church and community, including some pictures, as well as provide a job description, church history, and answers to potential applicant questions such as housing situation, healthcare, schooling for children, search timing, and work visa process. We would be glad …
International Church Search Committees: 10 Ways to Improve ResultsRead More
Every candidate has a story. That story can be short and sweet, or it can be longer and more comprehensive. A resume functions as a marketing document that helps an individual stand out in a crowd, expressing their skills, experience, and competencies as a personal brand. In the clutter of online job boards, a typical …
Why are governing Boards not alert to the facts that their successful CEOs are burning out? Trustees become aware of strains on leadership when indicators of institutional viability are underperforming. However…
Perhaps no other event in an organization’s or institution’s life cycle is filled with a greater sense of both expectation as well as angst than the transition of senior leadership. The departure of the chief executive officer presents unique opportunities and challenges.
Current crises are exposing weaknesses in current executive-level leaders for Christian organizations. Many Christian organizations therefore will face transitions among their highest executives.
Having a well thought through compensation plan can make a tremendous difference in staff morale, how employees think leadership values them, if they are being treated fairly, and employee engagement.
Everyone has regrets, but after a bad hire, those “should have asked” questions pile up quickly! While typically an employer thinks ahead of time what questions they want to ask someone in the interview process for a leadership role, hindsight can be painfully accurate.
Not all leaders in major positions of responsibility or influence are exceptional in their leadership abilities. Conversely, some of the very best leaders or managers are in positions that do not have great responsibility or influence.
To obtain the desired results, one must first select the right type of recruiter. Many executives do not understand the differences between the types of recruiters and tend to think only in terms of experiences they have had.
We were near the end of our meeting with a new client, a private Southern college whose president was retiring after 15 years. “There may be one of two people currently at the university who will be interested in…
