Team Chemistry

Last month I had the pleasure of working with Melinda Lanham for the first time in a leadership role. Melinda and her husband have come to be good friends of ours. I had asked Melinda if she would be interested in being our Odyssey of the Arts Coordinator, her job description: Do everything that I do, Make sure the camp is a success, Work well with me. Well that isn't the exact job description but it is practically what the job is. I felt that Melinda would be a good duplicate of me, she's detail oriented, gets things done, and knows how to think on her feet. I knew her heart for the camp and passion for kids.

What I didn't know was if we could work together and still be friends after the dust settled. I'm happy to report that we are in fact still friends and I' would work with Melinda on any project she was a part of, except gardening. So when I got this in my email box it reminded me of my thoughts and fears of working with a close friend and the chemistry that's needed for successful leadership. The whole article can be found here. Here's how I handled the three issues with Melinda.

1. Intentionally ponder how people will change the chemistry of a team....From working with and knowing Melinda I believed that she would be an energizer for me and the other staff. There were several occasions when I saw Melinda encourage and energize the staff.

2. If possible, provide time together with the team and individual before inviting a potential team member to join ....Melinda has been a volunteer in our Children's Ministry for several months, I watched her express humility, courage, and respect while serving others. I have also spent a significant amount of time with her family and have seen her interact with those who are closest to her. One of the most important characteristics I look for in potential leaders or teams members is their willingness to be a servant. If you won't serve, even as a leader, then your effectiveness is significantly hampered.

3. After a person has joined the team for a while (1 to 3 months), talk to team members individually and together to see how things have changed....I ask about everyone, especially those who I think might be leaders or teachers or people that can take on more responsibilities. I don't like unhappy surprises, that's why we always give people "outs" if they don't like where they are serving.