Creating a New Seat on the Bus

Good to Great).  Some people are also aware that Collins says that it’s possible to have the right person in the wrong seat. When that’s the case, Collins says we should keep them on the bus and move them to a place that uses their talents. So far, so good. But I’ve been troubled by several recent conversations in which church leaders have talked about creating a new seat on the bus for a staff member. It’s not the fact that they created the seat that bothers me – it’s the rationale and process that led to the seat. We can agree that it’s possible for someone to show great potential but not perform well in a particular role. For example, a small groups pastor may have great teaching and relational skills, but is very weak organizationally. You may be able to shore up those weaknesses (with training or administrative support), or you may find a different role that better fits this person. But what about the person who hasn’t shown strong potential? I think it is wrong to move someone into a different position if:

• You don’t think they have the gifts and abilities to flourish in that role. (Notice that I didn’t say get by.) There should be a concrete reason that you believe they are a good fit.
• You are creating a position that is not in line with the church’s vision and priorities. This is poor stewardship and sends a bad message to the rest of the staff and congregation.
• You haven’t been honest with the person about his or her shortfalls in the previous position. Even if the two jobs are completely different, the feedback may help them perform better in the future. Plus, they deserve to know.

Before you move someone into that new seat on the bus, ask yourself if this is really the right thing to do – for the person, the church, and you.]]>