Hiring, Firing, & Board Meltdowns – Panel Discussion

Here are my notes from session 2A of the Leadership Summit. Bill Hybels, Patrick Lencioni, Henry Cloud, David Ireland and Carly Fiorina were on a panel to discuss the issues surrounding hiring, firing and board meltdowns.

  • There needs to be a connection from the person being hired to the culture of the church
  • A cultural fit is a must when it comes to a church
  • Whenever you make a decision about a person in a great state of need, you will idealize the person
  • What are the 2 or 3 behaviorial things, that if a person doesn’t have, they don’t get hired?
  • A healthy hiring sequence
  • An interview is an easily managed situation
  • Spend time with a person, drive in a car with them, take them to a store, play golf, ask them what other people would say about them
  • Ask the same question 3 times
  • Ask questions that are not yes/no answers:  what are 2 weaknesses/strengths, what are the challenges to managing you, how do those weaknesses affect our organization
  • Talk less
  • Ask questions about their answers
  • Ask open ended questions:  tell me about yourself
  • A can’t miss when it comes to hiring:  organizations with a strong culture that the people who fit their are drawn to them and the people who aren’t are repulsed by them, list in advance what are the needs of the organization, the job description is not just about skills but personalities and strengths, take the time to talk about why you are hiring and what you are expecting, find out a lot about the person, the process will do its work if you have a correct process
  • Board meltdowns
  • The reason meltdowns happen is because you didn’t do something before the meltdown, they don’t just happen
  • You must decide your tone, how will you operate
  • Will you have non-board members at a board meeting
  • You can’t build trust on a team if you aren’t vulnerable
  • Take 10 minutes at the end of a meeting and ask, “How did we do?”
  • Board members serve 3 purposes:  influence, affluence, a unique skill set that helps to lead the organization
  • Can a person help move the ship forward and if they can’t, why is that person on the board?
  • Firing
  • People consider it compassionate to not be honest with people, that is not compassionate
  • A firing should never be a surprise
  • If you hold someone accountable, they are either going to improve or decide this isn’t right
  • 3 steps to firing someone:  re-train them, could they serve the organization in a different position, if those don’t work, retire them
  • “The kindest form of management is the truth.” – Jack Welch
  • Are you prepared to demotivate your best people if you don’t have the hard conversations
  • Clarity and care have to be best friends in the situation of letting someone go
  • Be upfront about the process, especially if the firing is a financial decision, not a personnel decision

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  1. Pingback: My Notes from the Leadership Summit « My World

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