A church expends a lot of energy in seeking and hiring a new staff person. Then s/he comes and people hold their breath to see if it all works. While there are lots of intangibles that determine whether a new person fits, there are some things that the head of staff can do that can make it more likely that s/he gets off to a good start. Recently the Harvard bulletin had an article about helping a person get a good start that I think is adaptable to a multiple staff position.
The first suggestion may seem obvious but a little intentional planning can help it happen more efficiently. You can help that person get oriented faster by identifying key “stakeholders” in that person’s area and making sure that they meet right away. You could arrange for an evening dessert with some of these people or set up some lunch opportunities.
At those meetings, form some helpful questions for them to explore. What has been taking place in that area that the people hope will continue? What dreams do they have about future development? Who are some of the gifted people in that area that can be counted upon? And allow time for the new person to share about his or her background and some of the past accomplishments that provided real satisfaction.
You could also make a list of what the article calls the cultural carriers or people who can help a person get things done. These may not be in the area of specific focus but they are people in the congregation that can be of help as the new person gets a sense of the culture of the church. It would be valuable to make a list of 5 to 10 such people that would be helpful in this way. Again, encouraging your new person to meet with them soon after beginning can be a lot of help.
We will look at other suggestions tomorrow.
