Think back to the last time you had to deal with a difficult team member. I’m willing to wager that the difficulty centered on an issue related to their emotional health. If you have ever led a team, you know that an emotionally healthy candidate is worth their weight in gold. I have seen super talented team members who are personally out of balance and thus a detriment to the team.
So how do you identify emotionally elite candidates when interviewing them?
At Vanderbloemen Search Group, we’re spending more time and energy than ever examining candidates’ balance in life (emotional, spiritual, family, etc.) as we identify top talent for our clients. That study has convinced me that hiring emotionally healthy team members is a key ingredient in the secret sauce of building a superior team.
Why? Emotionally healthy people relate well to others. They can deal with stress, tension, and failures with grace. They are low on the “drama meter.” They are at peace with the past, undaunted by the present, and optimistic about the future. They are less preoccupied with their own problems and more open and free to be used by God. In short, emotionally healthy people are able to effect significant change for the Kingdom.
As you interview candidates for your church staff, I’d challenge you to look first at emotional health.
Here are 8 key questions to ask yourself as you’re searching:
1. Does the candidate constantly compare themselves to others?
Theodore Roosevelt is attributed to saying, “Comparison is the thief of joy.” Emotionally unhealthy people compare themselves to others, think the grass is always greener, and even resent others’ success. In contrast, emotionally healthy people are content with what God has given them, confident that God has perfectly equipped them for what He has called them to do, and can celebrate the success of others. Ask your candidates to rate their level of contentment with their lives or to describe a recent success of a friend or family member, and listen closely to their responses.
2. Does the candidate have a victim mentality?
Emotionally unhealthy people keep company with people who bring them down and then blame everyone else when their life isn’t how they want it to be. Conversely, emotionally healthy people don’t act as though the world owes them anything. They don’t waste their time having pity parties or feeling sorry for themselves. Ask your candidates about a significant failure in their life and how they responded. Listen for if they take responsibility for their lives and failures and how they bounced back from a low point.
3. Do you hear about forgiveness when talking to this candidate?
Closely related to number 2, emotionally healthy people don’t hold grudges. They know that harbored anger and resentment will imprison them and affect every aspect of their lives. Emotionally healthy people don’t dwell on the past or obsess about a time someone hurt them. If they are willing, have your candidates describe a time when they were hurt or disappointed by someone. Did they actively work toward forgiveness?
4. Does this person need to be the center of attention?
Ever been around that person who is needy for attention or constant affirmation? It’s just a guess, but that person probably has some deep insecurity that they need to deal with. Emotionally healthy candidates don’t need or demand recognition. In fact, the most successful people I’ve ever been around almost refuse to let the conversation become about them. They ask about others in the room. They give credit to others. They believe in themselves and “do their own thing,” not needing to fit in or craving affirmation. Are any of your candidates showy or needy, or do they demonstrate humble confidence?
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This is a sponsored post from Vanderbloemen Search Group, one of our Strategic Partners at TonyMorganLive.com.
