Yesterday, I brought up the idea that we’d do well to think about “rounding out” our college ministry leadership team – with varied personalities, strengths, and other components that affect how ministry gets done.
(Not everybody seeks balance in their ministry, though… tomorrow, I’ll try to look at some of the alternate theories on this.)
Today, some of the areas you might consider if you do want balance-to-better-impact:
1. Girls / guys, ages / school classes, different majors, varied ethnicities, and other “obvious” axes. These are the easiest differences to notice, so it’s worth starting here. Does your leadership (including student leaders, staff, and adult volunteers) reflect a good variety in these important areas?
2. Introverts / extroverts. This is a big one, only because it’s so easy for extroverts to get noticed, and it’s so important to have both peppered throughout your leadership team.
3. Other personality axes. I love personality tests (good ones, at least), and I believe thinking through basic personality is a great part of discovering how Gos has made us. So whether your students look at the basic forms (DISC or other four-type tests) or more advanced (like Myers-Briggs), it can be really valuable for them… and then really valuable for you to notice where your leadership might be imbalanced.
4. Strengthsfinder. The Strengthsfinder test is finding a lot of use in ministry circles (including collegiate ministry), and I’d highly recommend it. It offers both 34 strengths and 4 “areas” for those strengths, making it easy to see where your leadership team might be lacking.
5. Spiritual gifts. Wherever you fall theologically on spiritual gifts, if you believe they exist, this is another area worth examining. If half your leadership team considers Teaching or Exhortation a gift but no one has Mercy, there might be some balance worth seeking.